Employee Satisfaction-Performance Research Proposal by Nicky

Employee Satisfaction-Performance
Presents a general discussion of related literature and research methodology but does not give a research question for the investigation of specific ways to motivate employees.
# 149025 | 9,950 words | 46 sources | APA | 2011 | US
Published on Nov 20, 2011 in Business (Human Resources) , Research Designs (General) , Labor Studies (General)


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Description:

This paper explains that how to motivate employees especially those in sale positions is a complex issue requiring more than the standard monetary compensation. Next, the author discusses the use of career anchors through which the company can understand what motivates individual workers at various periods in their lives. The paper concludes by investigating methodology issues about research design and approaches, population and samples, collection and data tabulation, data analysis procedures, limitations, reliability and validity, ethical considerations and research styles.

Tale of Content:
Review of Related Literature
Motivation in the Corporate World
Trends and Pay-For-Performance
Career Anchors
Models of Human Motivation
Maslow and Herzberg
Real-World Examples and Motivation Techniques
Case Examples - Tesco and ASDA
Methodology
Research Design and Approach
Population and Sample
Collection and Tabulation of Data
Data Analysis Procedure
Limitations of the Study
Reliability and Validity of the Data
Ethical Considerations
Research Styles

From the Paper:

"However, where money is concerned as a motivator, the pay-for-performance compensation that is being used for a lot of sales individuals seems to be very popular. It is also important to be aware that a lot of of these employees are 'contingent employees,' which means that their continued employment with that business is contingent on them being good salesman and making money both for themselves and the business. As the pay-for-performance trend gets stronger, these contingent employees must work very hard in order to be sure that they are making enough money, keeping their employers happy, and putting away money for pension plans so that they can have money when they retire.
"The pay-for-performance plan works well because the money that these employees can make is literally unlimited. The key, however, is using the motivators that are offered correctly and understanding that each employee has goals, dreams, and desires that must be understood if these employees are to be motivated in the best way possible. What works for one employee will not necessarily work for another employee, and this is true of the way that they are paid, just as it is true of other employment issues (Leonard, et al, 1999).
"This is due to the fact that employers in a lot of industries and companies have noticed that their employees have what are called 'career anchors' and these dictate what is important to those employees during their working lives (Schein, 1985). These career anchors and their tie-in to motivation will be discussed as well. Now that employers are becoming more aware of this, they are working harder to ensure that their employees are able to get what motivates them, instead of simply being offered more money annually (Dubinsky, et al, 1995). More money is always welcome, but there are other areas that mean more to some employees, and other ways that monetary compensation can be adjusted (such as pay-for-performance). This is why the issue of motivation and compensation has become so important in recent years, to employees that work in sales and to various industries as well."

Sample of Sources Used:

  • Adams, J. S. (1965). Inequity in social exchange. In L. Berkowitz (ed.), Advances in experimental social psychology. New York: Academic Press.
  • Adams, A. & Sasse, M.A. (1999). Users Are Not The Enemy. Communications of the ACM, 42(12), 40-46.
  • ASDA (2008). Retrieved from http://www.asda.co.uk/corp/home.html
  • Backer, W. (1973) - Motivating workers. Johannesburg: McGraw-Hill: New York.
  • Beer, M., & Nohria, N. (2000) - Breaking the Code of Change. Harvard Company Review, May-June, 2000, pp. 133.

Cite this Research Proposal:

APA Format

Employee Satisfaction-Performance (2011, November 20) Retrieved January 27, 2022, from https://www.academon.com/research-proposal/employee-satisfaction-performance-149025/

MLA Format

"Employee Satisfaction-Performance" 20 November 2011. Web. 27 January. 2022. <https://www.academon.com/research-proposal/employee-satisfaction-performance-149025/>

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