reaserch proposal

RESEARCH PROPOSAL

Employees lacking motivation a big question

mark “?” Research has shown that top-performing

employees are an asset to organizations, and companies that focus on keeping their productive employees engaged will experience long-term benefits (Denka, 2009).

Management studies also support that when employees are motivated, they tend to perform at higher levels and are more satisfied with their current position, and both factors have been linked to greater organizational success and performance (Thomas & Velthouse, 1990; Koberg, Boss, Senjem &Goodman, 1999; as cited in Drake, Wong & Salter, 2007).

Prior research suggests that motivation can be summarized as a product of desire and commitment, where both elements are essential to produce the outcome (Whetten & Cameron, 2007).

In an organizational setting, unfulfilled needs can be addressed by incorporating distinct motivational rewards. The two types of rewards will be examined in this study are termed

Financial rewards and non-Financial rewards

Relationship between financial rewards and non-financial rewards on employee motivation help managers to foster a work environment that increases productivity.

To find whether financial rewards or non-financial rewards have a greater impact or relationship with respect to employee motivation levels.

Main purpose is to check that their performance is able for the financial and non financial rewards or not.

This study is about evaluate the employees performance.

Job enlargement and increase in morale.

Rewards are granted for the appreciation of performance or not.

Identifying the form of financial rewards, their volume and timings etc.

Investigating the nature of non-financial rewards granted to the employees

Investigating the level of satisfaction of employees along with rewards

Draw conclusions and proposed recommendation for the improvement of achievements.

This can help managers better understand what motivates their employees and can enable managers to apply certain motivational elements to particular groups in the workplace.

Formulate strategies that reach out to their teams and prove beneficial.

Results firm productivity and organizational success

.

H0: There is no significant difference between financial rewards and non-Financial rewards on employee motivation.

H1: There is a significant difference between financial rewards and non-Financial rewards on employee motivation.

Chef International Peshawar 40 Employees (Enough to Represent the whole

Population) Result Application: Applicable to all office of Chef

international in Pakistan.

Do the organizations grant rewards to the employees?

What are the forms of the financial rewards? What are the volumes and timings of the

rewards? What is the nature of non financial rewards

granted to employees? Are the employees satisfied from the rewards

given to them?

Population: Sample of 40 Employees (enough to represent the whole Population)

Includes, Supervisors, HR, Finanicance, Project Officers, Program Officer

Non probability sampling.

Source of Data

Primary source: The data will be collected though questionnaire.

Secondary Source: www.google.com www. Ask.com etc

The Study can only be generalizable in to all the

Offices of CHEF international present in Pakistan.

Bates, S. (2004, February). Getting engaged. HRMagazine, 49(2), 44-51. doi: 547392141

Clark, R.M. (2009). Are we having fun yet? Creating a motivating work environment.

Denka, A. (2009). Boosting employee morale: Luxury or bottom-line concern in today’s

Dewhurst, M., Guthridge, M., & Mohr, E. (2009). Motivating people: Getting beyond

money. McKinsey Quarterly. Retrieved from https://www.mckinseyquarterly. com/Motivating_ people_Getting_beyond_money_2460