Employee Retention and Motivation Research Paper by Nicky

Employee Retention and Motivation
A research paper on the impact of employee motivation on the retention of critical employees.
# 148682 | 7,140 words | 33 sources | APA | 2011 | US
Published on Oct 29, 2011 in Business (Management) , Labor Studies (General)

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This paper presents the hypothesis that organizations fail to recognize the impact that employee motivation has upon retaining the organization's critical employees and because of the failure to understand this impact, organizations often fail to retain critical employees. The paper provides a literature review on motivation theories that demonstrates how motivation of employees involves meeting basic needs and then advancing to the more complex needs of the employee. The paper outlines a study on this issue and presents the findings that are relevant to managers who wish to retain their employees.

Statement of the Problem
Literature Review
Herzberg's Motivation-Hygiene Theory
Self-Determination Theory
Maslow's Hierarchy of Needs
Contingent and Non-contingent Rewards
Participative Management Theories and Motivation
Vroom's Expectancy Theory
Strategic Human Resource Management
Wiley - Study on Forty Years of Motivation Surveys
Leadership and Motivation
The Study
Questions on the Impact of Employee Motivation To Keep Critical Employees

From the Paper:

"Past research has clearly demonstrated that motivation of employees determines whether they will remain with their employer or if they will instead seek work with a new employer. Many times critical and key employees leave their employment when that employee would have been satisfied to remain with their previous employer if only some seemingly unimportant issues were addressed. In the present business environment which is characterized by instability and an economic downturn, retaining critical and key employees is of vast important to organizations as maintaining organizational efficiency, stability, and productivity is critically reliant upon these specific key employees of the organization remaining in their positions of employment with the organization. Because of this, it is critically important that today's organizational leaders understand precisely what factors serve to motivate employees."

Sample of Sources Used:

  • Deci, E. L., & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior. New York: Plenum.
  • Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11, 227-268.
  • Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55, 68-78.
  • Self Determination Theory (2009) Rochester University. available online at: http://www.psych.rochester.edu/SDT/theory.html
  • Deci, Edward L. and Ryan, Richard M. (2000) The "What" and "Why" of Goal Pursuits: Human Needs and the Self-Determination of Behavior Department of Psychological Inquiry 2000, Vol. 11, No. 4, 227-268. Online available at: http://www.psych.rochester.edu/SDT/documents/2000_DeciRyan_PIWhatWhy.pdf

Cite this Research Paper:

APA Format

Employee Retention and Motivation (2011, October 29) Retrieved June 09, 2023, from https://www.academon.com/research-paper/employee-retention-and-motivation-148682/

MLA Format

"Employee Retention and Motivation" 29 October 2011. Web. 09 June. 2023. <https://www.academon.com/research-paper/employee-retention-and-motivation-148682/>