|dc.description.abstract||This research project will examine the effectiveness of how employee’s motivation can impact on the organisation, looking at certain areas concerning factors which motivate staff the most, for example career opportunities, financial gain and training and development opportunities.
I. Literature Review
Motivating employees to perform to the best of their ability even in strenuous circumstances is one of the challenging tasks. (Manzoor, 2011)
Employee’s motivation strategies are crucial for organisation. But when applied correctly management can set high goal for their organisation due to highly motivated staff.
To reach these high goals employees must be motivated. Factors which help this can be extrinsic (increase wage, bonus) or intrinsic (recognition) Johnson, (2013).
As the researcher focuses on motivating employees working in call centres, from different articles these employees need more motivation as facing hundreds of phones calls daily can be tiring. Employees who work in this area are motivated by financial gain mostly states Tharer-Carter, (1999). Pozin, (2011) not all employees are motivated by money, he feels the higher up or involved in an organisation the less money becomes a main motivator. Healthfield states other motivators like opportunity to grow and develop a career become main motivator’s for employees as they feel more valued by their organisation.
In the methodology chapter there are three forms of research design strategy – exploratory, descriptive and causal Domegan & Fleming, (2007). For this dissertation, the research tool choosing was questionnaires. One reason it has being chosen, as it can provide a large sample group. Online questionnaires will be distributed to 83 employees of Sky Ireland. This form of questionnaire allows fast completion of the questionnaires and also accurate answers as participants enter their responses directly into the system reducing errors. Data preparation will then take place once the researcher collects all of the primary research. There are four stages in this process – editing, coding, tabulation and summarisation.
III. Data analysis
Finding from the secondary research found motivation in the organisation is one of the most important issues an organisation must face. 98% of employees who took this questionnaire agree as if employees are not motivated in an organisation it wouldn’t be successful organisation.
Other finding from secondary factors suggests financial gain is the main motivator with 75% agreeing and 25% disagree as findings show once employees are more involved and higher up in the organisation money will not be the main motivator.
Then employees were asked to rank incentives from most motivating to least motivating. This is where the researcher found similar answers to the literature review. In the findings after financial gain employees rated opportunity for promotions the main motivator with 24%. This finding agrees with Travieso, (2014)
as he states promotion is a motivator for employees other than financial gain. Findings also show employees rated recognition 13% and training and development 9%. These two finding are also mentioned in the literature review as incentives to motivation employees. Where it states other than financial gain these are great motivators for employees to feel part of the organisation and were it will benefit the organisation as a happy worker is a productivity worker.
To conclude, the research hypothesis was proven to be correct – effective motivational factors can push employees to work harder which will benefit the organisation.
IV. Conclusion and recommendations
The purpose of this research project is to explore certain motivational factors an organisation can offer to motivate employees and how motivated employees can impact the organisation. The data shows employees from Sky Ireland do agree motivation in the organisation in their line of work is important. But also different employees are motivated by different factors. Some of the main motivational factors found in this research include financial gain, promotions, receiving responsibilities and recognition for different projects.
If organisations apply these motivational incentives and also work alongside employees can benefit the organisation as staff become more efficient and their hard work will be seen in their standard of work. Motivational factors do also help employees have high morale and also keep them engaged at work. Data also found receiving help from management and also receiving feedback on work can also help employees who have trouble in this certain areas. It gives employees the chance to work on new projects, work alongside head of management were they will learn new skills. This will make employees feel valued by their organisation and will work to the best of their ability. Three recommendations were made following the completion of the data analysis Organisations who are actively seeking to motivate employees should highlight the benefits available for example opportunity for promotions, bonuses, training and development initiatives. Organisation should try offer training and recognition programmes as it will encourage staff members to be more productive in their roles. It will make employees more aware of changes within organisation policies and leave employees a feeling of being valued and an asset to the company. Management should offer support to employees and offer to give employees feedback on their work as will help them feel valued by the organisation. But will also help develop employee’s careers and give keep them motivated to work to the best of their ability.
Author Keywords: Motivation, Morale, engagement and Performance||en