Scientific Productivity Presentation Series.

Andrews, Frank, Motivation, Diversity and the Performance of Research Units By Mukesh Kumar Rajiv Mishra

Analysis in S&T Policy (SP601 P) Monsoon Semester 2014M.Phil/P.hD. ProgrammeCentre for Studies in Science PolicySchool of Social Sciences Jawaharlal Nehru UniversityNew Delhi - 110067

Background & IntroductionWhy this Study ?The International Comparative Study on the Organization and Performance of Research Units.Changing perspectives of Science and Technology in the new world.The emphasis on productivity and effectiveness of Scientific Research.

Motivation, Diversity and the performance of Research Units Chapter

The Chapter tries to deal with two important aspects: Strength of Motivation and Diversity. Strength of motivation:how motivation varies from team to team; unit to unit. Diversity: Whether diversity leads to more performance and effective research or it is not better than focussed research.

Motivation and Performance Past Research Some previous research: Lodahl and Kejner, 1965; Lawler and Hall, 1970; Goodman et. al.,1970.Lodahl and Kejner, 1965 important finding: Job invovlement is linked with what this chapter calls dedication. No significant results in terms of relationshipLawler and Hall, 1970 study three important concepts: job involvement, statisfaction and intrinsic motivation. But no successful relationship.Goodman et. al., also failed to co-relate motivation and performance.

Measurement of Strength of MotivationThree important variables to study strength of motivation: Dedication, Voluntary Overtime and Interest of Work.Dedication variable two important questions (X and Y); Voluntary overtime two importnat questions (X and Y); Interest of Work two important questions (X and Y). Three categories of respondents in this SA (Unit head), SB (Staff Scientist), TS ( Technical Support Staff). 3 questions each asked to SB and TS, but for SA only two questions ( Interest of Work question not asked to SA).

Motivation as a Characterstics of the RUTo find and assess more into the motivation and unit performance; similar questions were asked to staff scientist in the same unit as well as staff Scientist in different units.It was called Strength of Motivation Index; statistical results showed there was twice as much variations between units as within units.Research teams differ systematically with their specific context of motivation levels.

Tables and Figures

Diversity and PerformancePelz and Andrews (1964, 1966; Andrews, 1964) studied diversity and performance in American Scientist. This study showed the positive relationship between diversity and performance. In terms of measurement of diversity within research units 9 different categories of diversity were taken which further had all total 70 items in it.9 different categories of diversity are in projects; interdisciplinarity; specialities; funding; R&D; professional functions; methods used; leadership; and dispersion measures.

Interrelationship among diversity measuresDiversity is multifacted and units high in some aspects of diversity are not necessarily high in others.Projects tends to be quite distinct from other aspects of diversity.The first four group measures projects, interdisciplinarity, specialities and funding sources were the ones to show substantial empirical clusters.

Relationship Diversity and PerformanceAll relationship are positive; none being strong and didn't showed strong relationship to performance but almost all statistically significant. One important thing whether staff scientist and technical support personnel of a RU are heterogenous and homogenous (in terms age, education, seniority, attitude and behaviour) it has little do with units performance.Even after multiple regression analysis which only resulted in 10% of variance in terms of diversity and performance.

Motivation, Diversity and PerformanceMotivation index, summarizes the several basic motivation measures can explain only 5-10% of variance in performance measures.

Similarly it is the same 5-10% explaination related to diversity and performance measures.

Motivation, Diversity and Performance - CritiquesMotivationResults could not attributed possibility of widespread biased answers by respondents.Out of 8 basic motivation items only four taken for Motivation Index; they considered only 4 items to work well.Data provide less perfect indicators of the phenomena; No error estimates for motivation measures.Results don't show higher motivation levels leads to higher production.

DiversitySpeculate dynamics which might enhance performance?Why expected results in terms of benchmark of American Scientist should be taken in the context of other nations.This study fundamentally questionable since studies and results are expected on the grounds of American and European labs.

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