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Running head: EMPLOYEE MOTIVATION
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
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%.
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
RES-825 Theories of Inquiry
March 15, 2017
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
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.
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.
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.
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.
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.
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
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
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
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
The purpose of this research was to determine the factors affecting employee motivation
and how it influences employee behavior in the workplace.
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
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.
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.
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.
Cristini, A. (2007). High-performance workplace practices from the employees’ perspective.
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.
Effectiveness. Business management and strategy, 3(1), 1.