The Impact of Employee Motivational Strategies on Organizational Performance

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The scope of the research

This research will revolve around establishing the level of employee satisfaction as influencing organizational performance in five organizations across the UAE. The research will be carried out in stages.

The first stage will involve establishing the research objectives after which empirical literature will be located to understand the current position of the research topic. The last part will involve actual research, interpretation of the findings, and relation of the findings to the empirical literature.

Research background

Despite the fact that employee motivation and satisfaction are significant elements in the optimal performance matrix for an organization, the aspect of balance has always been very challenging in most organizations in the UAE.

Through a relevant program training model, the concentration evaluation should remain active in developing dependence of interest attached to an activity, creating proactive relationships, and monitoring interaction with physical aspects of team evaluation. Eventually, this pays off since that individual will learn to appreciate the essence of learning and need to stay active (Bohlander & Snell 2007).

Thus, despite training coordination being rated as a high self management assessment strategy, actionable planning is of essence to create solution oriented task and strategy implementation secession for quantifying performance levels. This paper will attempt to establish the link between organizational efficiency and employee motivational level.

Research problem

Reflectively, the motivational and energy aspects of appreciation functions simultaneously at micro and macro levels to facilitate optimal functionality or productivity (Bohlander & Snell, 2007).

When properly incorporated within and without different departmental segmentations as an active component of the company goals and vision, the complete interaction between the management and other staff will contribute to value addition, good performance, and healthy working environment (Hellriegel & Slocum 2011). The main problem is that some assessment systems are not fair enough for employees.

As a result, most organizations employee evaluation programs are stress-inducing for supervisors and employees. Evaluation policies and standards come from top management (DeCenzo & Robbins 2007). It is important to establish the strategies that may be applied by organizations to reverse the above trend.

Rationale of the research

The need for employee motivation and satisfaction obliges more research in the area of human resource management strategies that organizations apply. It is for these reasons that the research will attempt to provide a framework for organizational success as determined by the level of employee satisfaction and motivation (Harrison & Wicks 2013).

At the end of the research, case study companies, which want to further improve their employee motivation strategies, will be in possession of the ideal strategies for sustainable employee motivation and performance.

Research aims and objectives

This study attempts to explicitly review the human resource management strategies in promoting employee motivation and satisfaction. The primary aims and objectives of this research paper will be;

To provide sufficient information on human resource management strategies that ensures employee satisfaction in the five case study organizations.
To establish the views of the employees of the five organizations on what is to be done to ensure that they are motivated.

Research questions

What is the effect of employee satisfaction and motivation on organizational progress?
How are the five organizations different in their employee motivation programs?
What factors of human resource management strategies are ideal in employee motivation?

Significance of the research

This research will enable different organizations to create systems that ensure employee satisfaction as a prerequisite for optimal performance. The research will offer a combination of the best practices that ensure optimal employee performance within the case study organizations. The research will also offer comprehensive recommendations to ensure that the employee satisfaction programs are sustainable.

Literature review

The paper will be based on empirical literature from past case studies and secondary literature on employee motivation and satisfaction. The secondary literature used will be within the UAE.

Research methodology

This research will be conducted using research survey study approach. The researcher chose the qualitative approach. The qualitative approach is best suited to gain proper insight into the situation of the case study. Besides, qualitative data analysis is more detailed than a quantitative one.

Moreover, this approach will create room for further analysis using different and divergent tools for checking the degree of error and assumption limits (De-Rada 2005).

This research will target employee of 5 companies within the UAE. A sample space of 10 participants will be interviewed. The study will opt for open and close-ended questionnaire in data collection since it is economical on time, finance, and energy unlike qualitative method which may not be economical especially when the sample size is put into picture (Mason 2005).

The collected quantitative data will be coded and passed through Statistical Package for Social Sciences. In order to quantify the relationship between the independent and dependent variable, the paper will use ANOVA and correlation analysis (Denscombe 2002).

Expected findings

It is anticipated that the employee motivation strategies, that will be recommended, will ensure optimal performance and sustainability of the case study organizations. The improvement in employee motivation and satisfaction will be quantifiable through comparing the periodic feedback within the five organizations with the performance after three months into the implementation stage.

References

Bohlander, G., & Snell, S. (2007). Managing human resources. Mason, OH: Thomson Higher Education.

DeCenzo, D., & Robbins, S. (2007). Fundamentals of human resource management (9th ed.). Hoboken, NJ: John Wiley & Sons.

Denscombe, M. (2002). Ethics: Ground rules for good research. Buckingham, UK: Open University.

De-Rada, V. D. (2005). Influences of questionnaire design on response to mail surveys. International Journal of Social Research Methodology, 8(1), 61-78

Harrison, J., and Wicks, A. (2013). New ways of measuring company performance. Journal of Economic Behaviour & Organization, 61(4), 653-667.

Hellriegel, D., & Slocum, J. W. (2011). Organizational behaviour (13th ed.). Mason, OH: South- Western Cengage Learning.

Mason, J. (2005). Designing qualitative research. London, UK: Sage.

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