The paper "Employees’ Motivation and Job Satisfaction " is a good example of a human resources research proposal. Employees’ motivation and job satisfaction plays a major role in the productivity of any given company. Managers have to find ways of motivating the workforce to give their best in their capacity in the organization. There are various ways that can be used by managers to motivate employees. Both intrinsic and extrinsic incentives are required to boost the morale of the employees and make sure there are performing to the best of their ability (Baldoni, 2012).
Employees have to be involved in decision-making in order to give them a sense of belonging in the organization. Promotion and financial benefits play a role in motivating employees to work harder. The emphasis of the higher education sector in the United Kingdom on the employability of university graduates calls for investigation of the difference in human motivation for graduates and non-graduates (Lauby, 2005). Abraham’ s Maslow’ s hierarchy of needs provides a good way of comparing the two groups through research. Sources of motivation can be different for different categories of people and the level of education plays a role in this.
Managers have to be in a position to tell what motivate different employees within the workforce in order to increase productivity. This research proposal seeks to explore motivating factors among graduate and non-graduate employees within organizations. Background and literature review Motivating employees effectively has long been one of the most crucial and challenging duties of management. Motivation defines the psychological processes that result in excitement and persistence of actions that are voluntarily targeting a certain goal. Since motivation can be individualized to a high degree, managers employ a variety of techniques to make sure their employees are happy and motivated (Dewhurst, Guthridge & Mohr, 2009).
Consequently, it is prudent for managers to comprehend the psychological processes that encompass motivation in order to effectively lead employees in achieving organizational goals. Needs theories try to point out internal factors that influence individual behavior and are founded on the premise that people are usually motivated by needs that are unfulfilled (Udechukwu, 2009). Needs refer to physiological or psychological insufficiencies that provoke some kind of behavioral response in a person.
An individual’ s needs can vary from weak to strong and can differ depending on environmental factors, place and time (Kurtz & Boone, 2008). One of the most known theories of needs is Maslow’ s hierarchy of needs theory. Maslow stated that motivation is an outcome of an individual urge to fulfill five fundamental needs: physiological, social, safety, esteem and self-actualization. These needs have a capacity for creating internal pressures that influence the behaviour of an individual. Physiological needs describe those needs that are required in order for someone to survive such as food, air, shelter, clothing and sleep.
Managers are able to account for physiological needs of the employees through offering working conditions that are comfortable, work hours that are reasonable and necessary breaks for using the washrooms and also eating (Sommerville, 2007). Safety needs are those types of needs that offer an individual a sense of security and well-being. Financial security, good health, personal security, protection from accidents, harm and any adverse effects comprise of safety needs. Managers can account for the safety needs of employees through providing secure compensation, safe working conditions, and job security which is very important when the economy is bad.
Social needs are also known as love and belonging. They refer to the need for feeling a sense of acceptance and belonging (Ryan & Deci, 2000). Social needs are very necessary to human beings so that they do not feel alone, depressed and isolated. Family, friendships, and intimacy work in fulfillment of social needs. Managers can enhance the social needs of their employees by making sure employees know each other, encouraging working in teams, being a supervisor who is kind and accessible and enhancing good work-life balance.
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