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Topics for Research Proposal on Motivation

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topics to discuss in your research proposal on motivation

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For example those worker which have low salary will get motivated by some monetary rewards on the other hand, individuals which earns enough money will get motivated if more power or higher position is rewarded to them. According to Douglas McGregor, views of human beings can be differentiated into two parts. One are the passive people which are denoted by theory X and remaining are active people which are denoted by theory Y. Passive people do not like to work and run away from the responsibilities.

On the other hand, active people like to take responsibility are have desire to success Wall and Wood, Thus, if manager wants work from passive individual, he needs threaten and control then, whereas, for active individual he must provide them open environment so that they feel motivated and can come up with innovative ideas.

According to him, there are two factors that significantly influence job satisfaction of the employees. First are the motivator factors which leads to motivation but lack of these factors does not result in dissatisfaction.

These factors are responsibility, growth, advancement, achievement, reorganization. Such factors includes relationship with supervisor, company policy, supervision, relationship with employees, relationship with peers, working conditions, salary, personal life, status and security. Frederick Herzberg believes that if a manager wants to motivate his team, he must focus more on motivator factors. Adam proposed equity theory on the basis that people do not live in vacuum and at workplace they keep on comparing themselves with others.

For achieving equality in rewarding they keep on comparing their work assignment, knowledge, skills with their peers. In case of positive imbalance, employee performs necessary actions to gain it again Gong et al. Vroom proposed the expectancy theory of motivation and developed a formula to measure the motivation. The three main variables of the formula are valence, expectancy and instrumentality. Thus, if any of the variables is not present, the value of motivation becomes zero; it means employees are not motivated Guest et al.

After discussing different motivational theories it can be said that before applying any of the theory into practice, managers must first give attention towards their employees. It is essential to first communicate with them and then plot a picture of their expectations and behavior.

Further, none of the theory is fully applicable on any of the situation as all are based on certain assumptions. If an individual is motivated to achieve something or to perform certain action, he or she will put all the efforts in the task. Thus, it is essential for a manager to hire a motivated person with knowledge, skills and experience because hiring a de-motivated worker with knowledge, skills and experience will not solve the purpose.

Only motivated employees can attain their goals in sync with the goals of the organization. Every organization has two kinds of people.

One which are self motivated and do not require any external impulse to perform a task and other which are much more common and requires external impulse to get motivated for completing the assign task Cappelli and Neumark, Three factors play crucial role at the time of evaluation of job performance; motivation, ability and working environment.

Thus, job performance can be defined as:. Motivation is explained in detailed in the above section; ability is related to the physical and mental limits of an individual. It also includes qualification, technical knowledge, training and work experience Flynn, Finally, working environment includes relationship with colleagues and supervisors, the level of safety in the workplace, machines or instruments, etc.

In the past few years there has been lot of talks regarding transparency in reward systems. Transparency in reward system is very important for the organizations and they cannot keep it in isolation.

This is the reason companies are facing pressure from employees and other stakeholders to share more and more financial information and this is one of the growing feature of reward architecture Lee, Law and Bobko, The main reason behind this is lack of communication in the organizations and their lack of understanding regarding their reward packages Lee, Law and Bobko, Further, to have better understanding of the financial information, companies need to train their employees so that they can understand how their benefits and rewards are derived.

In this regards the report by Mercer is align with other studies conducted on the similar issues. They found that in most of the cases employees do not have thorough understanding regarding this issue Shaw and Gupta, Moreover, they also found that employees are very eager to know how pay and grading decisions are formulated and how rewarding schemes affects them. However, if the employees do not have any knowledge regarding interpreting financial information, they are higher chances that they will misunderstand the final outcome and it will affect engagement and motivation.

Thus, it is essential for the companies to make the employees understand that contribution made by them in the company has been recognized and in return they are getting fair rewards. This raised a question that how a firm can link performance with reward without disclosing required information. Two of the most important concept associated with the perceptions of pay fairness is equity and justice.

All the three elements, that is, reward fairness, equity and justice are strongly related to attitude of the employees which include pay satisfaction, intention to quit, commitment and perceived organization support. In addition to this, these three elements also have their impact on the behaviour of a worker such as individual performance, citizenship behaviour absenteeism and organization outcomes.

Perceptions of reward fairness of employees is strongly related to performance, behaviour and attitude of workers, but still it is not clear how reward practices impact these elements. In organization, employees come from varied background with different experience and skill set Cohen and Gattiker, Thus, to motivate all the employees and to achieve sustainability with enhance performance it is essential for the companies to include the concept of fairness in their reward programs.

In addition to this, formulating a fair reward policy becomes more challenging for those firms which operate globally and have to follow different legislative requirements, cultural, traditional, business and norms. The sense of belongingness helps in creating identity of an individual and is simply a human necessity.

The GVS group has included belongingness in his philosophy. The company believes in team work and to maintain this in all the aspects of its business management keeps on providing training and development activities to all the new workers GVS , This helps it in achieving synergy and develops positive competition among the workers and because of this company is able to achieve its goals. Moreover, company communicates necessary financial information to all the stakeholders and standard procedure is followed for calculating bonus for all the employees whether the worker is from lower management or from top management.

All the information are floated in the entire organization on monthly basis and thus employee working in the company not only works to fulfil his or needs but also for attaining the goals of the firm GVS , The main difficulty in making every employee feel part of a big family consist in matching cultures and different backgrounds of all the participants from all the states of the world.

The second key point of the GVS is cantered on transparency and communication inside the company. The transparency gives confidence, cooperation and information to all elements of the group.

GVS exploits this idea to make sure that the clarity of the business remains within the company in its evolution. In many companies, the EBIT is kept secret to the structure, creating a lack of communication between levels and between business elements.

This does not happen in the GVS group who firmly believes in communication, transparency and trust inside the corporate strategy. A classic example is the production that has consumed too much material in a short time, increasing product costs and decreasing EBIT or maintenance that has failed to keep the plants as efficient as the target and this has caused increase in the cost of the product.

Finally, another case may be the logistics that has not shipped, the sales that have not sold enough etc. Keeping this transparency every group and every single person knows why the company has been good or bad and knows what their participation in the result was.

The objectivity of the bonus and the reward system. This is what GVS wants to avoid absolutely, every single person should be able to monitor their progress in bonuses during the year and the company provides all the necessary tools to do it. As previously explained the objectives come from the top, then the managing director compiles a series of personal goals based on the strategies of the group that subsequently declined in a number of objectives for all corporate managers and general manager of the geographical groups which in turn directs creating a series of targets for all the groups below them that in some cases open more subgroups going down until the last person in the group.

These objectives must be very clear and should be able to decide the difficulty level of achieving them. Every objective must always be discussed and agreed with the subject because so as to seek challenging but achievable goals. The assigned objectives must be easy to interpret and should be easy to understand so as to decide whether you have achieved them or not, so that every single person in the group will always know at any time in the year if he will receives a bonus or not and what he needs to do to get it.

This allows people to self-evaluate their work, while avoiding subjectivity where the manager decides whether to give or not the bonus and then not disclose the motivations or reasons for the subject.

This is a key and an essential step inside the GVS; human resources make this process one of the pillars of corporate strategy, because motivation as Frederic Taylor says in his theory must be a process of economic achievement directly related to personal fulfilment.

GVS firmly believes in challenging but achievable bonus, and this drives the employee to strive in a positive way to get it, reaching a state of self-esteem and satisfaction that will push him to give more to the company and to give more to his team.

If that teacher never gives full marks as may be the boy motivated to give the maximum of him? It is impossible, because it is a system non motivational. GVS has conducted extensive studies on this, going all the motivational theories of historical bonuses and developing it with the tools of today to reach a strategy of stimulating and motivating awards which will work forever keeping the eyes to the long term profit GVS , Everybody have to participate to the company success.

The GVS group is divided into geography subgroups: Each geographical group is then divided into functional subgroups like: Each geographical group is measured on its ability to generate EBIT and within the geographical group each subgroup is measured on its ability to generate EBIT with its activities, with clear objectives that are given at the beginning of the year.

Above all geographical groups there is the Corporate Group performance that is measured on its ability to generate EBIT at head level supporting all the geographical groups and rising everybody with the planning and choosing of future strategies. In this way the objectives are developed in October at a corporate level and then are divided by geographical area and then their individual managers are divided again on the breakout thus having a consistency of objectives from the first to the last person inside the company GVS , This strategy allows the company to make everyone feel the company is developing and this injects confidence and motivation in the employees.

Thus from the above discuss it is clear that to enhance the performance and productivity and to achieve sustainability it is essential for the companies to keep on motivating their employees. Different employees many have different motivating factors, thus companies must work on different strategies so as to motivate all employees. Moreover it is essential for the organizations to formulate fair reward system.

In case if reward systems are not fair enough, employees will compare themselves with other co workers and this will affect the working environment. Bonus and rewards must be as per the performance of an individual and companies must disclose all the information to all the stakeholders.

This is the best mode to keep the worker motivated and injects healthy competition. In simple language, research refers to systematic examination of subject matter so as to acquire detailed knowledge about the same.

To gain certain knowledge, researcher undertakes series of action such as data collection, analysis and interpretation. Accurate investigation and analysis of relevant facts and issues are of paramount importance for quality research.

Several methods, tools and techniques are employed by researcher in order to carry out research in systematic manner and to reach at valid and accurate conclusions Bryman and Bell, For this reason, researcher is required to have adequate knowledge about various methods and tools so that correct methodology can be developed Ethridge, This chapter of dissertation elucidates all techniques and methods that are implemented in present research so as to get better understanding about the topic.

It outlines the research techniques that have been employed to collect, evaluate and analyze the relevant data in order to draw valid inferences. With a view to achieve this aim, following objectives have been formulated:. It defines the background and nature of study. It helps researcher in drawing accurate and valid conclusions without getting biased. Basically, research philosophy is of two types Interpretivism and Positivism.

According to Interpretivism philosophy, world is too vast and complex to understand Williams, Therefore, it is not plausible to develop generalized theories and laws.

On contrary, positivism philosopher assumes that everything in this world can be generalized into laws, concepts and theories. It focuses on investigating the facts and realities so as to gather relevant information for study Newman and Benz, As different companies have different views of HR policies and its impact on employee motivation, therefore Interpretivism philosophy is deemed to be appropriate for present research. Research design provides the framework for carrying out the study in systematic and logical manner.

It encompasses four main aspects of study namely research questions, data required for study, methods of collecting data and techniques employed to analyze the data. Primarily there are four types of research design: An Introduction , n.

Descriptive research design has been applied in the present study as the researcher tries to find out the characteristics of the HR policies that lead to employee motivation. This research design will aid researcher in gaining deep insight into the topic. There are two research types; qualitative and quantitative. It concerns with acquiring extensive knowledge and understanding of issues under consideration.

This type of research attempts to assess beliefs, ideas and opinion of individuals regarding the topic, this further aid the researcher in drawing valid conclusions Glesne, While on other hand, quantitative research focuses more on mathematical and statistical concepts and tools with a view to carry out study and derive accurate findings. It will aid researcher in understanding the views, beliefs and opinion of different professionals regarding the impact of HR polices on employee motivation.

Inductive and deductive are two main research approaches. Under deductive approach, theoretical facts and concepts are used in order to make rational inferences which are further verified with the data so acquired. On contrary, under inductive research approach, new theories and model are developed. Researcher makes general conclusions from specific facts.

In addition, this approach allows researcher to make necessary modifications Kumar, Initially the researcher will study the HR policies of company and then will find out their impact on employee motivation.

There are two types of data sources that are usually used in collecting relevant data for research study; this include primary and secondary data sources. Primary data refers to the information that has been gathered for the first time by researcher for the purpose of study. There are myriads of methods for collecting primary data such as interviews, surveys, observation, focus group and questionnaire. Secondary data refers to the data that has already been collected by some other researcher.

This type of data can be gathered from various sources such as books, journals, magazines, online articles, periodicals, annual reports of company, published reports etc Bryman and Bell, The present study employs both types of sources i. In order to strengthen knowledge regarding HR policies and their effects on employee motivation, various journals, books and periodicals have been explored. In addition to this, Internet tool has also been used to search online articles and information regarding the subject matter.

Apart from this, for collecting primary data, interviews of the employees of the GVS Pvt. Undertaking a research is complex task as it demands huge amount of time, efforts as well as money. It is not possible for researcher to carry out study with such vast population, therefore to make work easy and simple, it is important to employ certain type of sampling technique. Primarily, there are two type of sampling techniques; first is probabilistic in which all the elements in population have equal chances of getting selected for sample and second is non-probabilistic sampling which elements of population do not have equal chances of getting selected.

Researcher selects the sample as per his comfort and convenience Merriam, In present work, a sample of employees of the company was selected on the basis of simple random probability sampling technique. Data analysis is considered to be the most essential and complicated stage of whole research process. Human Resource management HRM, or simply HR is the process of recruitment, selection of employee, providing proper induction, orientation and handling grievances within the company.

HR is primarily concerned with the management of people inside the organizations, focusing on policies and systems. Human Resource Management is the fundamental resource for building or constructing anything. Behind every successful management, there is a team of astute human mind and efforts of human resources. Writing a human resource management assignment is certainly not an easy task, and that is why, It is highly beneficial to take assistance from the expert writers from the field of HRM.

We tend to help at every step regarding to Assignment for getting on track Training and development is a function of human resource management that is concerned with organizational activity aimed at enhancing and improving the performance of individuals and employees working in a corporate system. Under this segment, writing an assignment could be very intriguing.

The performance appraisal is the process of assessing and evaluating every employee performance on the job by comparing current performance with the already set standards and targets. Below are few Dissertation Topics to make your writing assignment on human resource management captivating and gripping. Motivation is one of the most important concepts in HRM. It is required to gain the best performance from the employee when a particular employee is not motivated and hence not providing significant results.

This is the reason companies spend exorbitant amounts of money in arranging training sessions for the employees to motivate them and earn higher productivity.

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