msc in management 7200

Running header: EMPLOYEE MORALE AND MOTIVATION 1

Employee Morale and Motivation Final Master’s Thesis MSM 7200 Applied Management Project By Umit Yilman At Indiana Institute of Technology Fort Wayne, IN October 14, 2013

Employee Morale and Motivation 2

Table of Contents

Abstract……………………………………………………….................................3

Introduction………………………………………………………………………...5

Overview and General Purpose…………………………………………..... 5

Situational Analysis…………………………………………………………7

Problem Diagnosis and Definition……………………………………….....8

Framework and General Research Questions…………………………........8

Potential Importance/Value of Research……………………………….......9

Limitations and Scope of Research…………………………………………9

Summary……………………………………………………………………10

Review of Related Literature………………………………………………………10

Academic and Theoretical Foundations……………………………………..12

Practitioner Research………………………………………………………...13

Practitioner Recommendations……………………………………………….14

Related Research………………………………………………………….......14

Connection to the Purpose of Study and Research Questions………………...14

Summary………………………………………………………………….......14

Design and Methodology……………………………………………………………15

Overall Research Approach and Rationale……………………………...........15

Site and Population Selection………………………………………………....15

Proposed Data Gathering Methods……………………………………………16

Proposed Data Analysis Procedures…………………………………………..16

Research Instrument………………………………………………………….17

Summary………………………………………………………………………19

Appendix…………………………………………………………………………...30-40


Abstract

Employee morale is an important part of working conditions. In the workplace, highly

motivated employees are going to positively influence the organization. Motivation will

also help to create better employment conditions for other employees and third parties.

Creating higher motivation, which helps to increase company volume and power, has a

direct influence on the organization. In my paper, I will analyze and show important

results and recommendations as well as the impact of Employee Morale within the

organization to show its’ effects on performance, productivity, employee profiles, and

employee working conditions. In this study, you will also have the opportunity to read

employees’ real time performance and expectations from the working environment and

supervisors. These opportunities will also help you to understand financial systems and

general working procedure. Some of the research survey subjects hold administrative

positions while others hold non-managerial positions. Non-managerial positions are

important because they help management understand things outside of the managerial

scope. Management positions are important because they help non-managerial employees

understand remain organized and they guide their employees in the most suitable way to

create a well-managed organization. Additionally, in my paper, you will also have the

opportunity to see that employees can be better than before, and how they can be stronger

than the competition. Also, in my research paper I will use the questionnaire research

method to show employees follow their job performance and measure their success.

If employees are not motivated, their morale will be low, their performance will be low

and the successful output amounts of the production line will greatly suffer. During the

period of my pre-research paper, the employees who have high morale have high


expectations and performance levels because they are hopeful. How can an employee’s

morale be increased? Employee morale increases are based on that how supervisors and

managers are communicating with employees. In my pre-research I also found that

employees who have positive morale inspire the other employees and 3rd parties by

showing positive motivation. In order to create higher and successful results, employees’

morale must be stable in short term and long term. When an employee has strong morale,

he or she will also have high confidence and positive results in the company.

- Important words;

• Employee morale, employee environment, motivation, and success, long term and

short term expectations. (important)


Introduction

Overview and General Purpose

The main goal of the company is the creation of business in order to serve customers and

consumers with manufactured goods and services. When the organization creates

something new, they are creating different jobs and putting special characteristics on the

project is important to take attention from the consumers. First of all, the purpose of the

organization is to create better service and more recognizable service than the

competition. When better service has been created, there will be a positive difference

between the company and the employees. The organization is responsible for after sales

support, customer satisfaction policies, and additional promotions. If the organization

provides high quality service and goods and good customer support, the organization will

be successful in the long term. There are many factors which create higher and good

customer service. In order to create good customer service; it is important to have highly

motivated employees and higher job motivation in the company. In the organization,

employees from the lowest paid level all the way up to the CEO level have to work

together and have to create company team work. Employee morale brings more job

motivation and stronger team work among the employees. If the all employees have

higher job satisfaction feelings, the organization starts to grow and develop. Although

each member of the organization interactions well with each other, sometimes they

cannot achieve higher efficiency. This is because creating high quality customer service

and product are not always depended on employee morale. There can be outside factors

that need to be relieved. In order to stay away from those kinds of problems, the

individual’s working quality is important. They must have higher educational


backgrounds and higher working skills and experience. The important differences among

the organizations come with unique service and products. Those important characteristics

help to create highly qualified employee profiles and company structure. Additionally,

those characteristics and production process have to become successful. The companies

also need well-managed customer service. In order to understand the needs of the

customer and organization, managers and supervisors need well-motivated employees.

They should be able to easily figure out the consumer needs and expectations.

Interactions between the company and consumers will show managers what to do in the

future and at the current time. It will also be helpful for the upcoming leaders to create a

stronger company and successful employees.

Many of the researchers Schepers, Falk, Ruyter, Jong and Hammerschmidt indicate that

motivational psychology relies on inside and outside values they are norms and

predictions, in order to increase employee salience and motivation, employee goals and

expectations should compensate employee morale and organizational dimensions

(Schepers, Nov.2012, pgs. 1-2). When employee’s morale has been higher, their salience

will be more and they will be psychologically compensated. In order to create higher

employee performance, motivational performance and dimensions should perform the

employee morale. According to Lindenberg, frame of the motivation is difficult for

individuals; because human brain creates lots different goals and dimensions, those

dimensions and goals are changeable, also psychology of human is hard to control all the

steps of the process (Lindenberg, Kyklos, 54, 2–3 (2001), 317–342). Therefore there are

lots external factors which can influence employees’ motivation. During the period of my

pre-research paper, I have found some information about the employees who have high


morale. It is based on how supervisors and managers are communicating with employees.

In my pre-research I also found that employees, who have positive morale, the other

employees are having positive morale. In order to create higher and successful results,

employees’ morale must be stable in short term and long term. When an employee has

strong morale, he or she will also have strong confidence and higher productivity in the

company. Bledow and Rosing and Frese indicate that creativity is influenced by the

dynamic effect; high creativity is the base of the high quality goods and service; it comes

with high motivation and personal experiences and human adaptation in complex and

dynamic environment (Academy of Management Journal, 2013, Vol. 56, No. 2, pgs.432-

450). If the organization provides a high quality goods and service, the organization will

be successful in the long term. In order to create a good customer service; the most

important step is to have highly motivated employees and higher job motivation in the

organization. In order to understand customer, and organization, managers and

supervisors need well-motivated employees; because they need to understand customers’

needs and expectations. Interaction between organization and customers will show that

what to do in the future.

Situational Analysis

The main focus of the research study is to gain the impacts of employee morale and

motivation. The survey in the paper will research general public employees who

managerial and non-managerial positions. In this research paper, I will focus on main

effects of employee morale in the organizations. I will gather data from the general public

employees to find out the survey results of the paper. Survey data will also help to


understand better the employee motivation in the public. After I gather the data for my

survey, the readers will understand general public view of motivation.

Problem Diagnosis & Definition

Study indicates that motivated employees positively influence the organization. Those

motivated employees, who have higher motivation and higher work performance, will

more job satisfaction. Moreover, employees also feel higher morale and they enjoy

coming to work. In addition, those employees feel supported and they will desire higher

job satisfaction. On the other hand, some of the employees feel unmotivated; the

motivated employees will help to motivate the other employees. Continuing to motivate

the other employees will desire higher productivity and lower physical health problems

and stress. This situational examination and problem analysis will study to find out if

general public employees feel motivated and have high morale of the results.

Framework & General Research Questions

The researcher has selected to utilize a deductive approach. Therefore, the preliminary

research has been created, and then the researcher theorizes that employee motivation

positively affects employee morale and job satisfaction and over all employee well-being.

Additionally, the researcher will obtain data on research study subject by using a survey

method. Also, the survey questions will utilize a non-probability process. Descriptive

statistics, which will be in the research paper, will be used to obtain the averages.

Also, the questionnaire survey will cover to find out if employees feel satisfaction and

job motivation in working environment. In this study paper, pre-research will be

evaluated. If the employee morale becomes higher, then employee performance becomes


higher in the working environment and then the job satisfaction and employee quality

will be higher in business process.

In my research paper, I will follow the survey method which will provide me detailed

research about employees’ psychological structure. The survey method will show us

scientific and reliable results through research process. In this research descriptive

method statistics will be used and analyzed to create a reliable paper. As a result of

survey questions, the readers will have an opportunity to see general public employees’

what degree they feel motivated in the working environment.

Potential Importance & Value of Research

In this paper, the readers will find out those positive motivational results in general

public work environment. Positive motivation brings higher productivity and higher

satisfaction. Also employee motivation can be increased with high employee morale.

Finally, this study will help to understand the impacts of motivation.

Limitations & Scope of Research

An effective research is not easy to write for this project. The intent is to communicate at

least eighty general public employees to participate in the survey. However, if some of

the employees do not participate in the survey, the data could be biased. Because of

unavailability of some employees, the questionnaire survey will be a sample of

convenience. Also, the data is limited to evaluate the honest or false responses in the

survey. The other limitation is how much the survey questions have been understood. In

order to relieve from the limitations, the survey in the research paper has a definition of

terms.


Summary

This paper will mainly focus on productivity and satisfaction and over-all well being.

This research is related on employees’ morale and also, how their expectations relate on

their duties and responsibilities. The study and knowledge in the research paper will be

following the steps of advantageous improvement for the companies.

Review of Related Literature

Motivation is a psychological characteristic of an organism. Desired goals and certain

behaviors are controlled by an organism. For example, a driving force desires a goal

which is controlled by an organism. Motivation is also a psychological movement. For

example, if the organism wants to start something to do, firstly the organism motivates to

goal and then makes a decision. There are some different areas of motivation which are

psychological, behavioral, cognitive, and social motivation. Motivation impulses to brain,

and then it helps to decrease the pain, increase the pleasure. And also motivation goals to

some natural needs, such as eating, sleeping, or resting, talking. The inner drive of

organism creates motivation; because, inner conditions activate to move in a specific

direction.

There are two types of motivation.

1. Intrinsic Motivation

2. Extrinsic Motivation

1. Intrinsic Motivation: It is controlled by an interest or enjoyment. Intrinsic

motivation has been researched since 1970s. People who are intrinsically

motivated are more likely to focus on the task as well as to improve person’s

skills. In order to be intrinsically motivated, persons must:


• attribute their goals to under their control, also known as autonomy

• believe they have enough skills to reach their desired goals

• be interested in a topic, not just in achieving goal.

2. Extrinsic Motivation: It evaluates the performance of an activity in order to

reach an outcome. Extrinsic motivation comes from outside of the individual.

Common extrinsic motivations are rewards. Competition is an extrinsic

motivation factor because it encourages the persons to win and to compete with

others, not just to enjoy the intrinsic rewards of the activity.

Comparison of intrinsic and extrinsic motivation

• Extrinsic rewards can lead to over performance and some reduction in intrinsic

motivation.

• Extrinsic rewards can lead to low desirability of an activity.

• Extrinsic constraints, such as, punishment, have an actual effect to increase

person’s intrinsic interest

Maslow's Hierarchy of Needs

Abraham Maslow's hierarchy of needs and Herzberg's two-factor theory explain human

motivation. Maslow's theory of motivation is one of the most well known theories of

motivation. According to Maslow, people’s motivation is the made of unsatisfied needs.

The needs of human;

• Physiology; hunger, sleep, etc.

• Safety, Security, Accommodation, Health

• Belongingness, Love, Friendship

• Self-esteem, Recognition, Achievement


• Self actualization

Herzberg's two-factor theory

Frederick Herzberg's two-factor theory that is intrinsic and extrinsic motivation motivate

people. Two-factor theory is changeable over people’s lifetime.Herzberg divided

between:

• Motivators; which give positive satisfaction and concentration; such as. challenging

work, recognition, responsibility)

• Hygiene factors; do not motivate person if present, but, their absence results in

demotivation. Such as, status, job security, salary and fringe benefits.

The factor was named as hygiene factors; because, the presence of the factor will not

improve the health, but the absence of the factor will cause the health problems.

Academic & Theoretical Foundations

The study of employee motivation and morale starts with a foundation of studies dealing

with employee morale. There are three models of motivation they are Maslow’s hierarchy

of needs model and McGregor’s Theory X and Theory Y, and also Hertzberg’s motivator

and hygiene factors (Forsyth, 2006).The research of morale among employees begins

with dealing with high motivational activities. In my study, I will focus on Maslow’s

hierarchy of needs theory and Hertzberg’s motivator factors. To begin, Maslow

developed a psychological theory related on human foundation. Human motivation

theory is based on hierarchy, if there is no hierarchy; that means there is not motivation.

Maslow’s Hierarchy of need is a general concept of motivation theory. According to


Maslow’s theory, people have five classifications which help to act as motivators. These

motivators are: (1) psychological need; (2) safety and security needs; (3) social and

belongingness needs; (4) ego, status, and self esteem needs; and (5) self-actualization

needs (Churchill, Ford, and Walker, 1979, p90). According those Maslow’s concept the

study will be more understandable and reliable. Maslow indicates that the most deficient

need to be the most dominant need (deprivation and dominance), generally the results of

dominance partially support when self-actualization is the focal need level, and also the

results did not support the deprivation as it worked on security, social, and esteem

(Wahba and Bridwell,1976, p34 ).Frederick Hertzberg is the developer of the motivator

factor’s theory. Fumham, Adrian Eracleous, Andreas, Tomas explain the two factor

theory in their paper (Chuan-Hoo, 2009, pp. 257–289). In that paper, the authors also

describe employee motivation which includes responsibility, development, and creativity.

Practitioner Research

In this section, I am going to make mention to some research papers about motivation.

Those papers are important to understand how well an employee can be motivated by

their supervisors or how they feel good when they get motivation. According to

Lindenberg, frame of motivational research shows that explanation of individuals’

multiple goals are difficult; because, they cause conflict among people.(Lindenberg,

2001, pp. 15–30). Also, in this study I will discuss employees’ task related performance

dimension. According to Hoo who is the assistant professor of information systems at

City University of Hong Kong, motivation mobilizes and energizes of persons’ ability

and success in a period of implementing relevant task (Hoo, Winter 2012–13, pp. 257–

289).


Practitioner Recommendations

I would recommend that you to read Nicolas J. FOSS’ motivation management paper

and the book which is related to motivation management ‘The Story of Success by

Malcolm Gladwell.’ After you read that book, you will have more knowledge about

motivation management which is related on employee morale.’

Related Research

Related research studies on leadership and motivation management and human resource

management which are important to allow for understanding the employees and

employers. During the process of research, employees’ emotional background will be

more understandable. Those related research topics are important; because they are the

part of employment process. According to Malcolm Gladwell, intellectuality, in his book

‘The Story of Success,” helps to brighten darkness during the motivation management

system.

Connection to the Purpose of Study and Research Questions

This research paper clarifies motivated employees’ morale; during the working time,

employees must have well motivated management; because, their performance must be

higher. The main factor among the employees and employers is performance, if the

employees have higher morale and motivation, the expected results are always going to

be well performed; because, employees will work psychologically in a good mood.

Summary

Scientific foundations will be based on reliable results; I am going to use employee

surveys/questionnaires, as well as read previous studies and scientific journals. In order


create scientific results, they must be provable. In my paper, I will try to put scientific

steps on my paper.

Research Approach and Methodology Primary Research Question

The primary focus question of this paper is ‘what do you want to gain after you complete

the paper and survey?

Overall Research Approach

The research approach of this paper is to gain deep knowledge about employee’s

motivation and morale. At the end of the research paper, employee morale will be

scientifically provable, because quantitative results will be gained at the end of the

employee questioned survey. This study is important to understand employee

environment of general public employees. The proposed survey will show the scientific

results. The goal of the survey is to obtain employees’ motivational feelings. I will group

questions into three categories, they are general questions and position questions and

working environment questions. Each of these questions are important to gain individual

employment conditions.

Site and Population Selection

The study aims to complete an employee motivation and morale survey. The survey will

be sent to 20-25 employees. The main target is to get 20 responses from the employees.

As a result of this survey, employee morale will be well understood in the general public.


Final Research Approach and Rationale

Overall Research Approach

In this study the research method will be used to describe the motion of motivated

employees in general public, the research is going use a deductive approach method.

This method of approach will evaluate an easy to handle results because these results are

going be based on scientific explanations. In this research project, the applied survey

method is going to be a questionnaire survey conducted online. The results are going to

be handled by online. The main purpose of the survey is to obtain and make a clear

distinction between motivated employees and unmotivated employees. The readers will

see the fundamental benefits of motivation and, as well as, the negative results of

unmotivated employees.

Primary Research Approach

My survey questions will be categorized into three categories;

- 1st category: General Background information about employees

- 2nd category: Employment Status questions

- 3rd category: Experience based questions.

Those questions will evaluate employees’ motivational feeling; because there are

starting from general to specific; They will paint a picture for the readers and they will be

helpful for future researchers.

Of the questions that will be answered in the survey, the readers will get deep information

about motivational factors at Ziraat Leasing. Those questions will also cover the

interviewer’s information and instructions. During the questionnaire, the responses will


be evaluated and answered. Last important thing is that the respondent has to understand

the general terminology of the survey.

Site and Population Selection

The subjects in the research paper are employees in general public. Surveys will be sent

to employees. The expected numbers of responses should be at least 20 to 30 employees.

There are managers, non-managers, and administrative staff. The main target of the

survey is 20 to 25 responses. Finally, the results will be scientifically provable and

doable.

Findings and Discussion

Creating high motivation is very important in work area. In order maintain what kind of

motivational factors are important at all steps of organizations for general public

employees, this research has studied and managed an assessment test of general public

employees. Assessment in this study is known as Employee Motivation and Morale

Survey. This survey administration will assist the researcher in finding what motivational

traits are important to general public employees. The information will be used by author

of the paper in development of his career life, and also be shared with academic public.

The participants of the assessment included personal and professional career life of the

general public employees. The average time the survey took for each participant to finish

the Employee Motivation and Morale Survey was approximately 6 minutes.

The Employee Motivation and Morale Survey was created by the researcher. The

research found the important motivational traits mentioned through the literature review

and compiled a list of 20 traits. These traits were randomly selected into four groups and

the survey participants were asked to rank the traits in the individual format from 1 thru 5


with 5 being most important and 1 being least important one. The groups were structured

in the following approach;

• 1st Group traits (For Managers): Money, communication, criticism, personal

characteristics, training.

• 2nd Group traits (For Employees): Performance, promotion, discipline, interpersonal

relationships, recognition.

• 3rd Group traits: Organizational development, Individual perspectives, working

environment, personal skills, personal development.

• 4th Group traits: Motivational Ability, Gaining True Information, Adaptation, Time

Management, Self Motivation.

Each of these traits listed on the survey had very important effect in one or more of

literature theories which were reviewed by the researcher.

20 people participated in Employee Motivation and Morale Survey. 11 of the

participants of the survey were male, and 9 of them were female (Figure 1.5). The

Occupation ranged from owner to management positions (Figure 1.6). The ages group of

the participants is from 26 thru 50 (Figure 1.7). The job experience of participants ranged

from 5 thru 35 (Figure 1.8)

The highest rated in 1st Group was Money with a score of 120, followed by

Communication with a score of 110 (Figure 1.1). The highest rated trait in 2nd Group was

performance with a score of 140, followed by Promotion with a score of 130 (Figure 1.2).

In 3rd Group the most acceptable trait was Organizational Development with a score of

130, followed by Individual Perspectives with a score of 120 (Figure 1.3).In the 4th


Group the highest trait is Motivational Ability with a score of 150, followed by Gaining

True Information with a score of 122 (Figure 1.4).

The 4th Group had the closest grouping of top administrative perspectives with

Motivational Ability and Gaining True Information and Adaptation being within 30

points each other. As you see from the results, the group participants thought that these

traits are very important. The largest difference is 30 between top three results in 4th

group in difference between Motivational Ability and Adaptation.

As a results, we understand that general public employees recognize 4th group selection

method.

Figure 1.1 1. Managerial traits ranking from 1 through 5. With 1 being most important and 5 being least important.

Item Total Score 1

Overall Rank

Money 120 1

Communication 110 2

Training 100 3

Personal Characteristics 90 4

Criticism 80 5

*Score is a weighted calculation. Items ranked 1 are valued higher than the following ranks; the score is a sum of all weighted rank counts.

answered 20

skipped 0 Figure 1.2 2. Managerial traits ranking from 1 through 5. With 1 being most important and 5 being least important.

Item Total Score 1

Overall Rank

Performance 140 1

Promotion 130 2

Discipline 120 3


2. Managerial traits ranking from 1 through 5. With 1 being most important and 5 being least important.

Item Total Score 1

Overall Rank

Interpersonal Relationships 100 4

Recognition 90 5


answered 20

skipped

0


Item Total Score 1

Overall Rank

Organizational Development 130 1

Individual Perspectives 120 2

Working Environment 110 3

Personal Skills 100 4

Personal Development 90 5


answered 20

skipped 0


Item Total Score 1

Overall Rank

Motivational Ability 150 1

Gaining True Information 130 2

Adaptation 120 3

Time Management 110 4

Self Motivation 90 5

*Score is a weighted calculation. Items ranked 5 are valued higher than the following ranks; the answered 20


4. Managerial traits ranking from 1 through 5. With 1 being most important and 5 being least important.

Item Total Score 1

Overall Rank

score is a sum of all weighted rank counts. skipped 0 Figure 1.5

6. Gender of participants

Response Percent

Response Total

1 Female

45% 9

2 Male

55% 11

answered 20

skipped 0

Figure 1.6

10. Employee level at company

Response Percent

Response Total

1 Employee

52.63% 10

2 Middle Level Management

31.57% 6

3 Upper Level Management

10.52% 2

4 Owner

5.26% 1

answered 19

skipped 1


Figure 1.7

9. Current age.

Response Percent

Response Total

1 26 to 30

35% 7

2 31 to 35

30% 6

3 36 to 40

20% 4

4 41 to 45

5% 1

5 46 to 50

10% 2

answered 20

skipped 0

Figure 1.8

8. Years working full time.

Response Percent

Response Total

1 5 to 10

30.77% 7

2 11 to 15

25.64% 6

3 16 to 20

10.26% 4

4 21 to 25

7.69% 1

5 26 to 30

7.69% 1

6 31 to 35

7.69% 1

answered 20

skipped 0

The researcher’s secondary purpose was to gain the managerial traits. There are 6

essential traits of highly effective managers. Some managers have inspiration and

motivational ability. These managers motivate the employees. An effective manager

knows how to take responsibility and precaution. In order to be a successful manager,


both talent and skill is required characteristic. Managerial skills are based on training,

mentoring, and experience.

According to Priolo, there are six common managerial success traits; they are

communication, leadership, adaptability, relationships, development of others, and

personal development ( Priolo, Business Profile, 2011).

1. Communication: A strong communication skill is very helpful to control over hard

situations for a manager. Effective communication skill can process information on

time and in place.

2. Leadership: Leadership is a vital attribute that many managers are poor despite their

job position.

3. Adaptability: This attribute contributes to a manager’s effective management skill.

In order to adjust quickly to unexpected conditions, adaptability has to be known by

managers.

4. Relationship building: Effective manager has to have strong relationship building

ability. When a manager build a strong relationship, he or she will effective in the

organization.

5. Developing others: The best managers know how develop employees in an

organization. Developing means cultivating each individual in an organization.

6. Developing themselves: Lastly, an effective manager takes care on his own personal

development. In order to successfully develop and lead others, managers must

regularly improve their knowledge and themselves.

Evaluation of Alternative Interventions

From the results of the Employee Motivation and Morale Traits Survey, the researcher

of the study will have opportunity to identify what motivational and morale traits are

important for general public employees. Form this point of view, the researcher will be

able work with local professional and local companies and general public employees to


increase important motivational traits that are not enough in an organization or by an

employee.

Herzberg motivation survey, which was originally worked on 200 Pittsburgh engineers

and accountants, is a fundamentally important study in motivational study. While the

study surveyed only 200 people, Herzberg's investigations, and the design of the research,

helped Herzberg and his colleagues to gather and analyze an extremely important level of

data. A pioneering approach was used by Herzberg.

Very little empirical evidence is known linking the motivational traits and morale. This

study explored relationships between motivational traits, and morale. Assessment of these

relationships, we assessed whether task-specific self-efficacy mediates relationships between

motivational traits and morale. In the current research, we also examined the ability of

motivational traits to provide the prediction of motivational results.

.The overlap between the results and the motivational traits were accepted important by

Herzberg. Motivational training can be gained through a number of outside sources.

Some suggestions on the simple side are employee lead research and webinars. The

American Psychological Association (APA) offers some books, articles and research

papers.

Another suggestion is day to day training seminars would be very helpful for the

employees. Those seminars will be generally be administered by guest speakers. These

seminars require employee preparation for a presentation. they may require the employee

to prepare a presentation.

Action Planning with Management

In this part of paper, I will discuss bout Performance Management. Performance

management evaluates the employee motivation and morale. Original problem of my


research study is why employees cannot have enough motivation to their work. My

recommended solutions will show and address the possible resolutions for the managers

and owners. Also it is very important for employee integration to the company. Well

motivated employees perform very creative management process. Performance

management includes practices and methods for goal setting, performance, and reward

systems. In order to teach something new, practicing and training are strategically

important. Practicing will increase the ability of knowledge acumulation, training will

increase the number of persons who will cretae value for the organization.

In my research paper, I will classify the differences between high performed employees

and low performed employees. High performance means high motivation and

satisfaction, high performance creates how much motivation that employees have. Also,

motivation is the main concern of performance. In order increase performance of

employees, higher motivation must be in an organization.

a. Goal Setting:Goal Setting is also important for managers and subordinates in jointly

establishing and clarifying employee goals. For example, as mangement by

objectives, it also can facilitate employee counseling and support. Future plans of the

organization has been managed by the goal setting

b. Performance Appraisal: Performance appraisal is a feedback system that involves

the direct evaluation of individual or work-group performance by a supervisor,

manager, or peers. Most succesfull business evaluation system has been cotrolled

performance appraisal. Each employee has own account in an organization with

different evaluation results. As result of evaluation period, employees performace is

evaluated by the performance appraisal system.


c. Reward Systems: This system is very important for employees and organizations;

because, employees have been incentived by rewards, and alos their motivation has

become higher with rewarding system. In my study, I have also studied on

organizational Development which is relied on intrinsic rewards, such as enriched

jobs and opportunuties for decision making, to motivate employee performance. Early

quality-of-work-life interventions were based mainly on the intrinsic satisfaction

derived from performing challenging, meaningfull types of work. Work-life

interventions were based mainly on the intrinsic satisfaction derived from performing

challenging, meaningfull types of work.

Action and Planning

According to results of my paper, general public employees needs to higher motivation

to be successful at their organizations. The first step should be done at 3 months and

second step should be completed in the following 3 months and then final step should be

completed last six months.

The first step in training and evaluating is related on basic knowledge and employee’s

mental health. Employee training is to determine the employees’ basic skills and

knowledge. Employee training is demanded by the employers to specialize the employee

in a specific area to start a special project. Successful key in a business project is based

on how much employees focus on their particular project. The training should be

conducted by special people who are professional on related subject. Especially, training

course topics should include customer service, and working without direction and money

handling and making the workplace safe and secure environment and coping with stress

for general public employees.


The second step will be completed in the following 3 months. If the purpose of the

training has been successfully completed, this step can be shortened by CEO. This step

evaluates the net results of the first step. For example, if an employee has an issue with

training motivation, the training should be repeated and evaluated by special educators.

Employees’ mental health is evaluated on behalf of job’s requirements, if the employee is

lack of ability for the job, their department will be changed.

The final step is net evaluation of all motivational progress for the general public

employees. This step will make a final evaluation for the total gain of motivational

progress. If the net results show, that means program is successful. In my paper, final step

determined the motivational performance of all organization. This step determines total

gain of the organization, if the manager is able to handle well with high risky issue,

which means the motivational progress, is successful in my organization. As results of

my data in my findings, the employee motivation leads more time spending on related

subject, more motivation means more success.


References

1- Christ, M., K. Sedatole, K. Towry, and M. Thomas. 2008. When formal controls

undermine trust and cooperation. Strategic Finance (January): 38–44. From CHRIST,

M. H., EMETT, S. A., SUMMERS, S. L., & WOOD, D. A. (2012). The Effects of

Preventive and Detective Controls on Employee Performance and Motivation.

Contemporary Accounting Research, 29(2), 432-452. doi:10.1111/j.1911-

3846.2011.01106.x

2- From Ke, W., Tan, C., Sia, C., & Wei, K. (2012). Inducing Intrinsic Motivation to

Explore the Enterprise System: The Supremacy of Organizational Levers. Journal Of

Management Information Systems, 29(3), 257-290.

3- From Gardner, H. K. (2012). Performance Pressure as a Double-edged Sword:

Enhancing Team Motivation but Undermining the Use of Team Knowledge.

Administrative Science Quarterly, 57(1), 1-46. doi:10.1177/0001839212446454

4- Berl, R. L., Williamson, N. C., & Powell, T. (1984). Industrial Salesforce Motivation:

A Critique and Test of Maslow's Hierarchy of Need. Journal Of Personal Selling &

Sales Management, 4(1), 33-39.

5- Fumham, A., Eracleous, A., & Chamorro-Premuzic, T. (2009). Personality,

motivation and job satisfaction: Hertzberg meets the Big Five. Journal Of Managerial

Psychology, 24(8), 765-779. doi:10.1108/02683940910996789

6- Employee Benefits; Aug. 2006 Taylor, V. (2006); It needn't end in tiers. Employee

Benefits, 7-9. By: Taylor, Vicki, Employee Benefits, Aug. 2006, Special section p7-9.

3p. Subjects: EMPLOYEE motivation; NEEDS assessment


7- JOURNAL OF MANAGERIAL ISSUES Vol. XX Number 2 Summn 2008: 255-271;

Kopelman, R. E., Prottas, D. J., & Davis, A. L. (2008). Douglas McGregor's Theory X

and Y: Toward a Construct-valid Measure. Journal Of Managerial Issues, 20(2), 255-

271.

8- Wall Street ,December 2004 By Hertzberg, Robert, Financial Planning. Jun2005,

Vol.35 Issue 6, p64-65. 2p. 1 Chart, CORPORATE profits; BROKERS; DEALERS

(Retail trade); FINANCIAL planning; UNITED States; Investment Advice;

SURVEYS

9- Baard, P. P., E. L. Deci, and R. M. Ryan. 2004. Intrinsic need satisfaction: A

motivational basis of performance and well-being in two work settings. Journal of

Applied Psychology 34 (10): 2045–68.


Appendix

INDIANA TECH

INSTITUTIONAL REVIEW BOARD

APPLICATION FOR INITIAL REVIEW OF RESEARCH USING HUMAN

SUBJECTS

Date ___09/04/2013____________

Name of Principal Investigator/Supervising Faculty_ Dr. James Schaffer____________

Class (Day or CPS)/Campus Office__ CPS, Fort Wayne Campus_____________

Email [email protected] ___

Name of Co-investigator (student or faculty)___Umit Yilman____________________

Email____ [email protected] _________________________

Does this particular project continue every semester and/or year _No_______

Project Title __Employee Morale and Motivation in the Working

Place________________

Electronic signature of Principal Investigator__Dr. James Schaffer_______________

1. Conflict of Interest: (Please check)

Investigators do_____ do not__×____ have a real or potential conflict of interest.

2. Please indicate whether this research should be exempt or non-exempt from further

human subjects review and indicate which of the six exemption reasons (Section A)

justifies an exemption status.

3. Please attach a copy of your responses to items 1 – 7 of the instructions (Section B),

including all related documents, such as questionnaires, interview questions, surveys,

etc. that you will hand out to participants.

4. If you are only going to be doing a survey, please provide a copy of the survey

with the following statement: YOUR COMPLETION OF THIS SURVEY IMPLIES

CONSENT TO PARTICIPATE IN THIS RESEARCH. You do not need to provide a


Sample of Informed Consent (Attachment C) unless you are going to be doing

something more than a survey.

5. Please provide a copy of Sample of Letter to do Research at a Specific Location

(Attachment D)

Attachments:

A. Exemption Categories

B. Non-exemption materials

C. Sample copy of Informed Consent

D. Sample of copy of Sample of Letter to do Research at a Specific Location

Additional reference material about this process can be found in the companion site

“Additional Information about the IRB Process”.

Please email completed form to Dr. James B. Schaffer, [email protected]


SECTION A

EXEMPTION CATEGORIES.

SECTION B

1. Abstract:

Employee morale is an important part of working conditions. In the workplace, highly

motivated employees are going to positively influence the organization. Motivation will

also help to create better employment conditions for other employees and third parties.

Creating higher motivation, which helps to increase company volume and power, has a

direct influence on the organization. In my paper, I will analyze and show important

results and recommendations as well as the impact of Employee Morale within the

organization to show its’ effects on performance, productivity, employee profiles, and

employee working conditions. In this study, you will also have the opportunity to read

employees’ real time performance and expectations from the working environment and

supervisors. These opportunities will also help you to understand financial systems and

general working procedure. Some of the research survey subjects hold administrative

positions while others hold non-managerial positions. Non-managerial positions are

important because they help management understand things outside of the managerial

scope. Management positions are important because they help non-managerial employees

understand remain organized and they guide their employees in the most suitable way to

create a well-managed organization. Additionally, in my paper, you will also have the

opportunity to see that employees can be better than before, and how they can be stronger

than the competition. Also, in my research paper I will use the questionnaire research

method to show employees follow their job performance and measure their success. If

employees are not motivated, their morale will be low, their performance will be low and

the successful output amounts of the production line will greatly suffer. During the period

of my pre-research paper, the employees who have high morale have high expectations

and performance levels because they are hopeful. How can an employee’s morale be

increased? Employee morale increases are based on that how supervisors and managers

are communicating with employees. In my pre-research I also found that employees who

have positive morale inspire the other employees and 3rd parties by showing positive

motivation. In order to create higher and successful results, employees’ morale must be


stable in short term and long term. When an employee has strong morale, he or she will

also have high confidence and positive results in the company.

2. Subject selection:

a. The subject for my research will be general public employees. I plan to enlist their

participation by doing online survey on social media by asking some questions which are

relate to their job area.

b. I do not have any specific characteristics other than the participants being general

public employees.

c. I have decided to use general public employees, because, they are most likely to

demonstrate large amount of public.

3. Procedures:

We will have some research questions. We will follow the respondents’ answers to

complete the research project. This paper will teach us motivation management in the

working area. Survey is an important part of motivation management. The respondents’

private information will be carefully stored to protect respondent’s privacy.

4. Risks and Benefits:

A potential risk of my study is the respondent’s answers in the survey. If the employee is

facing with low performed leadership abilities, he or she may not provide sufficient

knowledge about the study.

5. Confidentiality:

The information in study paper is confidential, because the study is keeping private

responses. In order to protect privacy of the respondents, the information will only be

shared with IRB (Institutional Review Board), also the study is protected by laws. Ensure

data in the related research is important, second parties and others can only cite from the

related research paper. The paper may be published on the online data bases; but, the

respondents identity will not be shared with others.

6. Information and Consent Forms:

During the investigation, I will give detail about my project. The detail will include

explanation of the survey and the respondents’ position level in the organization also; I

will show up the detailed reasons about the topic in my paper. There will not be any


deceptive information in the paper; the information will be as much clear and descriptive.

The subjects’ informed consent will be obtained by giving a descriptive consent paper.

7. Conflict of Interest:

The certain conflict of interest will be that questioning managers can create unexpected

problems between managers and lower level employees; because, they might create

unexpected results.

SECTION C

INFORMED CONSENT FORM

• Identification of Project/ Title:

Employee Morale and Motivation in the Working Place

• Statement of Age of Subject:

I state that I am over 18 years of age, in good physical health, and wish to Participate in a

program of research being conducted by Dr. James Schaffer at Indiana Tech, Ft. Wayne,

Indiana.

• Purpose:

The purpose of this study is to find workforce loss in the working environment

• Procedures:

The procedures of this paper will simply follow the responses of the survey participants

within the organization who hold medium level and lower level management positions.

The survey completion time is only 10-15 minutes.

• Confidentiality:

The information in this study is confidential also is protected by law. I accept the data

and information will be kept in a safe place and the names will never be used in the

public.

• Risks :

This project will take long time to write; during the project paper writing the distribution

of the time and study are important to relive from sleeplessness and extreme tiredness.

• Benefits, Freedom to Withdraw, & Ability to Ask Questions:


This study will help to readers to obtain more detail about employee motivation and

morale in a working place. During the investigation of my paper and survey, I have

authority to modify in my paper and survey.

• Medical Care:

Indiana Tech does not provide any medical or hospitalization insurance for participants in

this research study nor will Indiana Tech provide any compensation for any injury

sustained as a result of participation in this research study, except as required by law.

• Contact Information of Investigators

Dr. James Schaffer, [email protected]

Statement of permission to allow this research on these premises.

I give permission to allow Indiana Tech to proceed with the above named research at

______General Public_(online)_________________________ location.

General Public Employee Survey_____

DATE ____09.14.2013____

Survey Please check the appropriate response. 1. Gender

o Male o Female

2. Age

o Under 20 o 20-30 o 31-40 o 41-50 o 51-55


o 56-60 o 61-65 o Over 65

3. How long have you been working in the your organization?

o Under 1 year o 1-5 o 6-10 o 11-15 o 16-20 o 21-25 o 26-30 o Over 30

4. The organization I am working at has potential low motivated environment and infrastructure.

o Completely Disagree o Somewhat Disagree o Neither Agree or Disagree o Somewhat Agree o Completely Agree

5. In an emergency I know how to communicate effectively with my supervisors, other managers, executives, and employees who work in the organization.


6. The organization I am employed for has recently increased employee working conditions’ quality?


7. Our senior leaders have recently trained as a team.

o Completely Disagree o Somewhat Disagree o Neither Agree or Disagree o Somewhat Agree


o Completely Agree

8. Our senior leaders train us for new and unanticipated situations. o Completely Disagree o Somewhat Disagree o Neither Agree or Disagree o Somewhat Agree o Completely Agree

9. We have enough experts to schedule good planning and training. o Completely Disagree o Somewhat Disagree o Neither Agree or Disagree o Somewhat Agree o Completely Agree

10. We communicate to our senior leaders for motivational orientation in that way we build morale in our working area.


11. Your role in decision-making process

o Decision Maker o Advisor to Decision Maker o Not in Direct line of Decision Making.


General Public Employee Survey

Dear Survey Participant,

My name is Umit Yilman and I am conducting research for the completion on my

Master’s Degree in Management at Indiana Institute of Technology. I have made a

decision to research Employee Motivation and Morale. In order to conduct my further

research, I would be very happy it if you would take 15 minutes to complete the survey I

have attached to this letter.

You are not obligated to take this survey if you do not wish to. I thank all of your help

with my research paper.

If you have any questions I can be reached at [email protected] or

[email protected] .

Thanks for helping me.

Umit Yilman

MSc in Management Student

Indiana Institute of Technology

msc in management 7200

Documents