RES-825 Original 10 Strategic Points Revision, assignment help

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In the prospectus, proposal and dissertation there are ten key or strategic points that need to be clear, simple, correct, and aligned to ensure the research is doable, valuable, and credible. These points, which provide a guide or vision for the research. The ten strategic points emerge from researching literature on a topic, which is based on or aligned with, the defined need in the literature as well as the researcher's personal passion, future career purpose, and degree area. Previously, you drafted the ten strategic points for a potential dissertation research study based on an identified gap in the literature. In this assignment, you will practice the doctoral dispositions of valuing, accepting, and integrating feedback and reflecting on those inputs as you revise your draft of the ten strategic points created in the preceding assignment.

General Requirements:

Use the following information to ensure successful completion of the assignment:

  • Important note: Successful completion of this assignment does not indicate that this topic and the related 10 Strategic Points have been approved for use as your dissertation research study topic.
  • Locate the draft of the 10 Strategic Points that you created in the preceding assignment and the feedback from your instructor and use them to complete this assignment.
  • This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
  • Doctoral learners are required to use APA style for their writing assignments. The APA Style Guide is located in the Student Success Center.
  • You are required to submit this assignment to Turnitin. Refer to the directions in the Student Success Center.

Directions:

Reflect on the feedback provided by your instructor on the draft of the 10 Strategic Points that you previously completed. Integrate that feedback as well as your own new ideas into a revised draft the 10 Strategic Points for the potential dissertation research study. Please use the attached paper for the original paper and review the comments from instructor on the first page to make adjustments and revision to the paper. Please be sure to cite all references and use APA 6th edition format.

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Running head: EMPLOYEE MOTIVATION 1 Karlatta –For what degree is this work being done? 1. Please use the 10 strategic points matrix template. This should be a high level overview at this point. Keep what you have, though, as you can use it as you continue to develop your documents. 2. GCU has very specific ways in which PS, Purpose, and RQs must be formulated. I recommend the materials in the residency folder under RSD 851 in “course materials.” There are some slides for each of these. 3. Something to keep in mind - 75% of your references need to be from the last 5 years at the time of graduation. In addition, there is a max of 10 books and 5 dissertations. It is often helpful to create a spreadsheet to track this. I can provide a template, if needed. 4. Gap. -It is better not to tell me there is a gap but to show me what the gap is. So instead of saying research has found a gap, go to the research and find the sentence that suggests future research needs to be in an area and why that’s important. You can include in your paper a concise couple of sentences that state what the research did and what they missed in order to show why it is important for you to do your study. Additional comments within. Turn it in is 22%. appropriately. Please remember to use APA format and cite all referenced material Effects of Employee Morale on Employee Motivation in the Workplace Original Research 10 Strategic Points Karlatta Coyle RES-825 Theories of Inquiry 2 EMPLOYEE MOTIVATION March 15, 2017 3 EMPLOYEE MOTIVATION Abstract The purpose of this research paper is to find how employee morale affects employee motivation in the workplace. These are the factors that impact employee motivation and exploring the correlation between organizational success and worker motivation. A model was planned grounded on the literature, connecting causes of employee morale with employee motivation and organizational success. Three assumptions were formed centered on the literature and the model and were established in the outlook of previous research and literature. The literature and several readings determined that factors such as empowerment and appreciation have a constructive impact on employee morale. The more the workers are a motive to responsibilities completion, the higher will the administrative presentation and effectiveness occur. Businesses should design their procedures, strategies and organizational arrangements that provide space to the worker to function well and appreciate them on their jobs satisfaction and accomplishments as this will surely result in organizational development. Background of the Study Diefendorff & Mehta (2007) contend that every business wishes to be successful as much as the present setting is very competitive. Companies regardless of size and market struggle to keep best staffs, recognizing their significant role and impact on organizational success. To overcome challenges, corporations should build a strong and constructive relationship with its staff, guide them towards job satisfaction and make certain that they have job fulfillment. To attain their goals and aims, organizations cultivate policies to strive in highly competitive environments and to raise their performance. However, just a few companies reflect human resources as being 4 EMPLOYEE MOTIVATION their key resource, skilled of leading them to victory or if not lead appropriately can result in failure of the company and his employee throughput. Statement of the Problem Employee motivation is a subject that has gained very noteworthy attention by leaders and scholars equally. It is acknowledged with certainty that no organization may thrive without their employees. Workers are the key cause any business might have the ability to remain in existence for some time. According to Manzoor (2012), well-encouraged workers would impact the effectiveness of the business and could result in attaining the corporation’s dream and objectives. Preceding studies on worker motivation primarily concentrated on the aspects that added to it being reached. Alternatively, not much study on its effect towards performance was prepared. Studies on worker motivation have been done over the ages but they are mainly founded on the western companies, and very few research on motivation have been carried in companies from different countries. This creates a great gap that requires being occupied with incredible study bearing in mind the fact that staffs in different backgrounds and who are united to diverse philosophies cannot achieve motivation from the same aspects. Literature Review This part seeks to provide an assessment of applicable theoretical and empirical literature with regard to the research questions being examined. The chapter also seeks to discuss the extrinsic factors that impact the level of worker motivation in a business and the intrinsic influences that impact the level of employee motivation in business. Extrinsic motivation is the physical rewards like salary, outlying paybacks, work setting, work surroundings, and job safety. 5 EMPLOYEE MOTIVATION Extrinsic factors cannot only be fulfilled by the job itself. That means desire originates from something the work results in, such as currency. Intrinsic motivation, on the other hand, is the need of a person to carry out his/her task well, in order to realize the pleasure of intrinsic desires (Elqadri, Suci & Chandra, 2015). Similarly, a person carries out a chore so as to attain certain kinds of inner conditions, which he/she experiences as intrinsic inspiration connects to emotional recompenses such as the acknowledgment of a task done. Workers desire to earn equitable income or reimbursement, and they also want their bosses to feel that is what they are receiving. Money is the central encouragement, and no other motivation or inducement method comes even near to it with regard to its dominant worth. It has the power to attract, hold and inspire people towards higher enactment. The study has recommended that incentive brings enthusiasm of the employee which openly impacts the performance of the worker. Payments are organization tools that positively contribute to company’s success by influencing personal or shared behavior. All companies use salary, elevation, bonuses or other sorts of payments to inspire and encourage high-level performances of workers (Elqadri, Suci & Chandra, 2015). To use salaries as a motivator effectually, leaders must reflect pay organizations which should comprise the significance business assign to each task, compensation according to the presentation, individual or exceptional payments, outlying benefits, and allowances. Theoretical Framework The motivational theories encompassed in this study are related to motivation to discover what their likely impact could be on those two concepts. The motivational models that are applicable for this study work are the Equity theory, Expectancy theory, and Goal setting theory. 6 EMPLOYEE MOTIVATION One of the commonest things in individuals is to equate themselves to others (Manzoor, 2012). A theory that derives out from this assessing of individuals self and one another is Equity theory. Workers identify a fair arrival for what they donate to their occupation and staffs then run some social judgment what their payment should be with their coworkers. Research Questions The following research questions were answered in the research • How does employee morale influence organizational effectiveness? • How does escalation in motivational tools influence employees in a company? • Does employee morale have any correlation with organizational effectiveness or development? Hypotheses H1: Employee morale surely influences business performance. H2: Increase in motivational tools does not affect workers in a company H3: There is no correlation between the motivation of employees and organizational success. Significance of the Study The findings of this research would be significant to various leaders from diverse companies and would assist them to understand employee performance well. The findings would also help the managers in any other business in general that face the predicament of knowing how 7 EMPLOYEE MOTIVATION to motivate their staffs. The results of this study would benefit researchers as it is a support to the body of information in this wide and so far not entirely exploited part of human resource management including social disciplines (Manzoor, 2012). This would aid to improve knowledge and growth of significant theories and also wide-ranging areas of attention. Sample and Location The scope of this study is limited to the management staff of different organizations. The nature of the study precludes the staff of manufacturing firms who are not expected to be involved in management policymaking procedure of the study collection (Elqadri et al., 2015). Subjects for examination are ones connected to the use of the resource-grounded theory in taking a competitive advantage, improving performance and structural development of the organization. Methodology and Design The study deployed a descriptive analysis design. The motive of using evocative reviews was to gather thorough and accurate data that define a present sensation. Information was composed grounded on the theories described in the research design and hypotheses established. This research is a descriptive survey because it approved the usage of questionnaire intended at finding the effect of Worker motivation on administrative effectiveness. Cluster selection was deployed to gather the alike amount of several businesses from every sample cluster in the research. Purpose Statement The purpose of this research was to determine the factors affecting employee motivation and how it influences employee behavior in the workplace. 8 EMPLOYEE MOTIVATION Data collection The data collection tool used was a designed questionnaire because designed questionnaires are very flexible and could be deployed to collect data regarding almost any subject, from a greater or small sum of individuals. The questionnaires were separated into four segments. The first section gathered undeveloped demographic data concerning the respondents such as gender, age, academic requirement, and working experience (Elqadri et al., 2015). Section two wanted to define the degree to which motivation is accomplished by different organizations from different settings. Section three taken data on kinds of motivation and motivational instruments while section four gathered data on the correlation between extrinsic motivation and workers behavior. Data Analysis It has been established that leaders require knowledge and not simply raw information. Scholars produce data by examining information after its gathering. The purpose of information examination is to decrease collected information to a controllable size, increasing synopses, looking for designs, and relating statistical methods (Jang et al., 2015). The descriptive examination was deployed to define the sizes and rate of the variables. Relationship test was deployed to appeal implications about the population from the sample, and Arithmetical Set for Social Researchers and numerous types were used to help the information exploration. Conclusion Future scholars should carry out a proportional research on the effect of employee morale among the public and private organizations to have a broader understanding of this complex model. 9 EMPLOYEE MOTIVATION Future exploration should also focus on one of the numerous issues and control for other factors in order to establish precisely the method and degree in which the selected factors do define employee motivation. Furthermore, future scholars should use the existing research as part of their literature review and do more research on the factors that this researstudiesches have explored so as to improve the existing research and the overall understanding of employee motivation. 10 EMPLOYEE MOTIVATION References Cristini, A. (2007). High-performance workplace practices from the employees’ perspective. mimeo. Diefendorff, J. M., & Mehta, K. (2007). The relations of motivational traits with workplace deviance. Journal of Applied Psychology, 92(4), 967. Elqadri, Z. M., Suci, R. P., & Chandra, T. (2015). Effect of Leadership Style, Motivation, and Giving Incentives on the Performance of Employees-PT. Kurnia Wijaya Various Industries. International Education Studies, 8(10), 183. Jang, B. G., Conradi, K., McKenna, M. C., & Jones, J. S. (2015). Motivation. The Reading Teacher, 69(2), 239-247. Manzoor, Q. A. (2012). Impact of Employees Motivation Effectiveness. Business management and strategy, 3(1), 1. on Organizational ...

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