Research Report

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A critical review of factors or indicators in the motivation of employees in an organisationA critical review of factors or indicators in the motivation of employees in an organisation


A critical review of factors or indicators in the motivation of employees in an organisation
A critical review of factors or indicators in the motivation of employees in an organisation
Osama Pirzada Mubarak Shah ACCA # 1832696 Osama Pirzada Mubarak Shah ACCA # 1832696

Osama Pirzada Mubarak Shah ACCA # 1832696

Osama Pirzada Mubarak Shah ACCA # 1832696

Table of Contents

Foreword 3
PART 1 - Project objectives and overall research approach 4
1.1 Reasons for choosing topic area and organisation and overall research approach 4
1.2 Project objectives and research questions 6
PART 2 – Data Collection Sources and Methods and Business/ Accounting Techniques 7
2.1 Reasearch Pattern 7
2.2 Data and their Differentiation 7
2.3 Data and Sample Collection Process 8
2.4 Accounting Techniques in Gathering Information 8
2.5 Limitations and Ethical Issues in Gathering the Data 11
2.6 Business Concepts of Motivation 12
PART 3 – Data Analysis and Conclusion 13
3.1 Motivation in the light of Management Writers and Theories 13
3.2 Results of Questionnaire Survey 15
3.2.1 Results obtained from Top Management 15
3.2.2 Results obtained from Middle Line Management 16
3.2.3 Results obtained from General Employee's and Worker's 17
3.3 Conclusion and Recommendation 28
3.3.1 Conclusion 28
3.3.2 Recommendation 30









Foreword

This Study and research on critical factors effecting the motivation within an organization has been conducted in " WAHEED FOUAD JAMJOOM COMPNAY" (WFJC), Jeddah, kingdom of Saudi Arabia. The Company has been established since 35 years having diversified business portfolio relates to media distributions, construction, general contracting, food distribution and building material supplies. The primary data collected through questionnaires for the evaluation of key motivation indicators in the Company.
The questionnaire has been divided into three parts according to the business hierarchy of "WFJC", and in this survey we selected 65 employees from different departments and managerial hierarchy of "WFJC", after taking approval from the management by disclosing them the purpose and the aim of the study.
Out of which 65 employees, respondents were 77% from the survey. The results were analyzed in two different business techniques by using the literature review, management concept's and theories on motivation. In short summary, Employee motivation depends on their needs which relates to financial and non-financial factors which each employee requires at different levels.













PART 1 - Project objectives and overall research approach
Reasons for choosing topic area and organisation and overall research approach

Workforce is like blood in any organization which contributes in the success of the organization. (Abamile, Professor Teresa M, 1996). Organization completely relies on the performance of its workforce which directly relates to the environment, facilities and treatment of the workforce by the organization. Workforce performance can be measured usually in two ways which comprises of qualitative and quantitative performance. As far as quantitative factors are concerned, it is quite easy to evaluate and calculate through budgets and target set by the organization. The qualitative performance is important and somehow require more attention to evaluate. The most important qualitative performance element is motivation which is defined as the process by which people's interest are kept locked in an activity or a task (Stephen P. Robbins, 2012). While discussing above the quantitative performance aspect which can be measured by budgets etc, these performance have direct relation with the employee motivation which depends on factors and need of the employees.
We should know that out of various human states, satisfaction and motivation are very important, satisfaction is state where the employee performance remains good but the state of motivation always force the employee to search more better ways, this state can be related to the contingency theory of (Fred E. Fiedler, 1964) in which the quote says that " human relation oriented supervisory tends to promote increase moral and productivity in a work situation".
(Kahn, 1978) in discussing further argly at (1957) found that the "formen of highly productive work group were more democratic and non-punitive in their supervisory behavior"
The sense of referencing such theory is the way of searching best ways and approaches adopted by the management of organization through which the employee would be motivated and would always find better ways to do his job.The difference between satisfied and motivated employee is the difference of continued search for better ways.
Before going further to justify the reason of selecting this topic, I would like to add some comments which relates to the marvelous growth in the Chinese economy, in books of economy the factors of products are four:- 1- land 2-capital 3-labor 4-resources, out of which the labor is one of the most important success factor for the economy of any country. The fast rate of Chinese growth are mainly due to its workforce who contribute and still contributing in Chinese economy.
The aforementioned concepts were the reason behind choosing topic # 6 i.e. to identify and evaluate the factors that affects the performance of employees that get things done for the business.

In line with selecting the topic the selection of organization was quite difficult in a country like Saudi Arabia. I selected so many companies and sent mail to get appointment in order to disclose my purpose and aim of my study. Due to the some restricted business environment in the Kingdom, I received reply from three companies namely, "WAHEED FOUAD JAMJOOM CO"," AWAL PRODUCTIONS AND DISTRIBUTIONS", and " AL WASIM AVIATION", out of which I selected "WFJC" because of the diversified business portfolio which I discussed above.
The other reason for selecting such an organization was the connection with Mr. Mutahhar who has been working in this organization for past 5 years at the job designation of " Business development manger", who helped me a lot to get approval from the top management for my survey. He told to me the management practices used in the organization and the business hierarchy and the overview of the company which helped me in preparing the questionnaire for my survey.
"WFJC" operations are all over the kingdom of Saudi Arabia. During my first meeting with the management, I observed the environment within office and the communication way between the managers and employees which was in a respected way which consist of openness and problem solving style in which I found element of consultative style, where lower level employee was allowed to some extent to put advises in order to make the operation more better and smooth. All the departments have well defined policy, as they have well defined line of command and division of authorities due to which the authorial boundaries exist which I personally observed in "WFJC".














Project objectives and research questions
Giving a reason in order to achieve something is a useful way to keep one directed and motivated. This is done through setting aims and objectives.
The foremost aim of undertaking this project is as follows:
"To demonstrate that I possess graduate skills as required by OBU by applying relevant knowledge, technical and presentation skills gained in my ACCA studies by uncovering different factors of motivation for employees of a specific organisation and produce a successful research and analysis project".
This aim is expected to be accomplished by achieving following SMART project objectives:
The most important purpose is the completion of my RAP in relation to the selected topic.
Explore the concept of motivation, its importance in today's world and its significance to "WFJC" operations.
Evaluate the motivational strategies recommended by different management writers and their relevance to "WFJC".
Interpret the results of questionnaire survey conducted and identify different factors of motivation for employees working in "WFJC".
Evaluate the impact of identified factors of motivation on the performance of employees of the organisation.
Study the policies deployed by "WFJC" to motivate their employees and evaluate its impact on the motivational level of their employees.
Recommend different motivational policies that "WFJC" can deploy to enhance the motivational level of its employees after careful consideration of existing policies.












PART 2 – Data Collection Sources and Methods and Business/ Accounting Techniques

In this portion we will be discussing the ways and methodologies adopted in carrying out the study and research about the intended purpose, the ethical issue involved in gathering the information and how those issues are addressed and demonstrated, the main purpose of such methods is to ensure that the information collected is well justified and critically analyzed in the light of adopted methodologies and procedures which ensures and strengthens the purpose of Rap.
Reasearch Pattern
In carrying out the research, the nucleus of the idea was to develop the clear understanding of the factors that affect the motivational levels of employees within organization. External factors such as literature, academic books and management writer articles were used which caused the study to be more meaningful and worthy.

The Abstract of the information collected during research was examined in the light of the results focusing all variable aspects in the literature. I thought to be obvious that on the basis of evidences provided in the research, it has made the research more valuable and important where information provided are examined in the light of the management theories which allow the researchers to form solid evidence on which their conclusion will be based.

Motivation concerns the qualitative analysis of performance of an employee within an organization which has correlation with the performance level of the employee. Motivation is an intrinsic value which somehow requires assessing in a different way, which may relate to the employee behavior towards his work, and work may create the value for employee as well as for organization hence the motivation can be assessed.
Data and their Differentiation
This study and research is prepared by using two sets of data, one concerned with the core primary data which is obviously the internal source of data and the other one is external sources or secondary data. In this study the secondary data is based on the concepts and theories gathered from management writer's article books and theories under the light of which primary data assessed.






About primary data, which is obviously collected from the workforce of within the organization from a business hierarchy from top management to common worker, the survey conducted through questionnaires which was divided in three set of question from top management till common work force, where all set of questions are different in nature depend on the business hierarchy. The choosen organization relates to distribution business of food and food equipment, films and media & general construction and contracting business, the questionnaires circulated in all business segments of the organization in order to assess the overall business model of the company and its policy in respect of employees and their motivational level.
Data and Sample Collection Process
After getting the approval from the management of Waheed Fouad jamjoom Company "WFJC" Jeddah, Saudi Arabia. I discussed about my research project with the management in which I requested them to provide me information about business hierarchy and line of commands in order to draft a set of questions that was useful for my research, after getting such valuable information I developed a three set of questionnaire according to the business hierarchy, Which I presented to the management. After getting permission I distributed this questionnaire according to the business hierarchy on the appointed day. Out of 65 selected employees in different levels within organization, 50 took part in survey which created response of 77%. Due to the diversity of the work force in "WFJC", I distributed my questionnaire in three different language which allowed the workers at all levels to express their answer freely .
Accounting Techniques in Gathering Information

Collecting a data with improper plan cause to show the improper results, when I started to plan this RAP and I developed my questionnaire, I took help with my past studies in order to select the best method for taking sample, because i realized after understanding the business and its environment that the collection of data would be difficult to obtain and sample must be sufficient to justify the study conducted on intended topic.
In selection of the sampling methods, in first meeting with my mentor I discussed with my mentor to guide me about the method which will be useful in gathering information, I told him about the "WFJC" business and management hierarchy, and nature of the business. We have mutually discussed about the risk's accompanying the organization and the way's how the organization operates and its policies.
In second meeting my mentor has advised me to make questionnaires according to the business hierarchy and line of command and distribute at all level accordingly, by considering the number of employee's in each department and span of control under one manager, also by considering the managerial level within organization so that I prepared my questionnaire accordingly. He guided me to prepare the question in relevancy with the selected topic while considering the work of the departments and their operations. After getting guidance I prepared the following questionnaire, which I am presenting here for better understanding :-
Questionnaires' for Top Management 

Planning stage 

What are policies in respect of employee performance setting criteria? 

What are policies for grading systems and KPIs assigning techniques? 


Consideration stage 

What are Policies in relation to Employees morale evaluation? 

What are role compatibility measurement techniques (If Any?)
 
Questionnaires' for Middle Line Management 

Implementation stage 

What are Performance evaluation methods? 

How are they conducted? 

How does awarding benefits, rewards, incentives are provided? 

Is there any system of awarding best employee of month/year awards? 

What is the time span set for performance appraisal for employees? 

How are they implemented? 

How does management ensure the independence, fairness and honesty of appraisal process? 

Monitoring & Reviewing stage 

 What kind of Questionnaires' adopted within entity to assess employee's feedback about management policies? 

How does management analyze the feedback? 

What course of action management takes to respond to those feedbacks? 


Questionnaires' for General Employees and Workers
Part I: General Information:-
Select your gender
Male
Female
To which age group do you relate
18 – 30
31 – 45
46 – Above
For how long you have been associated with this organization?
0 – 1 year
1 – 3 years
3 – 5 years
More than 5 years
Part II: Level and Factors of Motivation at Work
In what order do you satisfy following needs while working for this organization?
Use 1 for first, 2 for second and 3 for third.
To meet basic needs
To meet psychological needs
To meet self-fulfillment needs




What impact does the following factor have on your level of motivation?
Factors of motivation
Motivates me highly
Motivates me moderately
Motivates me marginally
Motivates me the least
Monetary rewards




Career progression




Job security




Reputation of organization




Management Behavior




Authority




Competition




Work environment




My job description




Training & development







I have designed three set of questionnaire's for different level. The reason was, in business environment the level of motivation and factors effecting the motivation would be different which depends on several factors, higher management have different, normally strategic nature of objectives due to which their needs are different for motivation. Similarly in the middle line management and the lower level management (Supervisor and workers ), they have different needs due to the changing needs and factors that affect motivation, the questionnaire shall be prepared accordingly, hence I had to consider all level motivational factor's so that the respondent would answer according to their needs for motivation and how much the current level of motivation inspires them in their work which will be considered as a useful and meaningful survey on which I can draw my conclusion.
I know my entire question's from upper and middle line management seems hard to answer because it's directly related to the company policies which are obviously difficult to be disclosed, but "WFJC" management behaviour and openness impressed me a lot and they ensured me that the answers will be answered with full fairness as the workers and the middle line management would be briefed about the purpose of this questionnaire and this could be helpful for the management of "WJFC" to judge or to assess the level of deficiency in an employee motivation and how could this deficiency be rectified.
Limitations and Ethical Issues in Gathering the Data

It's always not so easy to get the information for any project and research. Difficulties and constraint must be noticed and considered which allow the reader to understand the significances of issues and how those matters are treated and resolved. Due to the nature of the business of chosen organization the most difficult issue was availability and timing of employees. Usually middle and top management keep on traveling in different countries and cities and the distribution staff had a very busy schedule in planning and handling of variety of products which caused delay's in receiving the replies of our questionnaire from selected employees and constantly keeping in touch with management to obtain timely and effective information on time.
Second issue was the diversified staff with different culture, background and level of education, for which we had to provide them a brief overview of the questionnaire and its purpose , which i tried to resolve with discussion (in available timings of staff).
The third and the most significant issue related to Ethical issues where employees were somehow in ambiguity that my questionnaire might be used to assess their view about organization and responsible managers which may cause harm to their position in case of unbiased or true answer.





This issue was critical for me in getting correct and proper answers from the employee, because this ambiguity force the employee to express their views in biased manner so that their position and appraisal may be harmed. In "WFJC" their is proper method of employee appraisal which is departmentalized and conducted through responsible manager. Due to the frequent traveling of the "WFJC" management, It took me long time to get those managers in order to address the situation to them which allow me to conduct the survey in a proper manner. In the mean while I discussed this issue with my mentor and told him all the situation, he advised me to wait and adopt a requesting attitude with manager to resolve such issue. Mentor also guided me to set a meeting with managers to explain clearly about the questionnaire and the purpose of the survey.
Moreover there is also a significant element of confidentiality and privacy of information. These were the toughest issues to be resolved. "WFJC" management played a vital role in removing such misconception about survey for which I will always be thankful to them for their culture of transparency and truth.
Business Concepts of Motivation

According to Vroom model, Force(Motivation) is= valence(Worth of outcome)* expectancy(Probability), if we use this equation in Herzberg two way motivational theory where extrinsic rewards( valence/worth) must be provided by the organization and those rewards should set reasonable targets and goals, so the force (Motivation) will be created within employees to achieve them.
Extrinsic Rewards according to Herzberg are mainly based on the monetary values where, salary, bonus, incentives are attached with the performance of the employee. As far as intrinsic rewards are concerned, where organization provides good working environment, responsible manger behavior will be based on appreciation, support, fairness and equality, where equal opportunity is a part of the organization policy, so that employee may own the organization hence proven to be motivated.










PART 3 – Data Analysis and Conclusion

This Part of the study consists of the critical analyses of the data which have gathered from the questionnaires survey. This data has been analyzed in the light of the literature and management theories and the original data itself which shows that how management of "WFJC" fulfills the requirements of those management theories which may cause to create the employee motivation. The most important part of this conclusion is the relation of management theories with the original results extracted from data ,which may lead to conclude the practical importance of management writers theories and justification to adopt their views and ideas.
Motivation in the light of Management Writers and Theories

In an organization the Human resource is an important factor of production. It enables a business to achieve its goals and objectives; therefore, are an invaluable asset to a business (Marshall, 1961) They contribute in establishing, working, sustaining of an organization. They give the value to the business through their working contribution in the organization. In maintaining the contribution of an employee, it's proven that the employee shall not only be satisfied but also be motivated. In order to analyze the satisfaction and motivation of an employee we will look at the management writer theories about satisfaction and motivation and will apply those concepts in our original results in order to understand their practical importance within an organization.
According to (Vroom & Jago, 1978), describes the motivation in a way of expectancy and worth of the outcome in his expectancy theory, he says, "An employee will be motivated if the value of the outcome and achievement is worthwhile and reasonable expectancy of achieving such targets exist". This theory is mainly based on expectancy to achieve the outcome which causes to create the force which is motivation. The abstract of the theory mainly belongs to the rewards set by the management of the organization related to employee's performance which should be reasonably set which may cause to create the force within an employee to achieve such rewards by achieving the goals, so the force created is considered as motivation.
We discussed above that the rewards should be based on performance which is on the management to set reasonably for an employee, this means that organization should have the policy of giving value to their employees in two ways, 1- Monetary terms or 2- Value to employee term. This sense and ideas firstly originated by (Herzberg, 1959), which says that there are two ways to motivate an employee, these factors related to hygiene and motivators. Hygiene factors are also considered as an extrinsic rewards which should be provided by the organization to an employee due to which employees fulfill their basic and physiological needs in order to gain the state of satisfaction.
Moreover, In continuing the discussion on motivation (Hoffman, 1988), discussed on Herzberg hygiene factors in which he said that there is a Need Pyramid ,which an employee seeks to achieve on different level in their lives, it consists of 5 different levels.


In such Pyramid Maslow said that the starting level and the base of Pyramids is a Psychological need, which relates to the person's basic needs which should be fulfilled on first instant in order to reach the next level which is safety, which relates to the safety of body, employement and job security. Once these needs are fulfilled, a person moves forward to the third level where the person requires some social interaction, friendship, sharing ideas and feelings from top down and down top hierarchy which makes the person relaxed. Once this level is achieved a person moves on to the fourth level where they require to be known, appreciated and hold deserving position which force them to enter in the last level of the Pyramid where the feeling of something done in life prevailed and a person analyze their life and achievement .
Furthermore in motivation (Mayo, 1927-1932) says that an employee may be motivated once their work is measured and evaluated, where working environment provided by the management is in such a way that the employees performance is measured and appreciated through rewards and promotions.
The sense of equal treatment and equal opportunity considered by (Adams, 1963), where equal treatment of employees causes to create the motivation within workforce which leads to higher productivity and tremendous performance, this set the value and attitude of employees towards management and work where employees develop a sense of justice and fairness by the management in treating them over the work place.
In discussing further on the employee motivation (David C. McClelland, 1978), says that every employee have different need and their affiliation with such needs and management evaluation of such needs is very important to create the motivated workforce, McClelland actually discussed the needs theory with different perspective where the affiliation of an employee with their needs are essential, which leads toward empathy based management where understanding the people and giving them hope to achieve those needs cause motivation within an employee hence concept of creating motivation justified.
In above literature review we discussed about equality and justice, in equality theory , in recent modern concepts on motivation by (Greenberg, 1982) talked about the organizational behaviors in respect of all stakeholders including employees, where fairness, justice within organization in consequences creates the sense of equality and drive the motivation within work force ,where behavior of employee towards their work results in productivity.
Moreover a survey conducted by (Mackinsay, June 2009), on fortune 500. The data revealed that the non-financial incentive even more effective then financial incentive which consists of:-
Praise and Communication of the immediate Manager.
Attention from the leader.
Opportunity to lead projects and task force.
In conclusion of the literature and management theories, we conclude that the motivated workforce is the most important success factor for organization for which an organization should use the monetary and non-monetary rewards to keep the employees motivated.

Results of Questionnaire Survey

The RAP's most important and core information is the primary information which is considered to be gathered through this survey questionnaire. In the first instance we faced some difficulties in order to get approval for this survey but after elaborating the management for the purpose and the benefit for the organisation itself we were permitted. We have obtained 77% respondant rate and which was obtained by all levels within the organisation.
Results obtained from Top Management (Appendix 1)

Planning stage 

Question 1: What are the policies in respect of employee performance setting criteria? 

Answer:
Top management delegate this authority under defined policies, main are:-
Employee effectiveness on defined job role.
Time management.
Problem solving skills.
Targets and acheivements.


Comments on answer:
In "WFJC" I observed during meetings, that the top management actually have defined plans according to departmental basis and each responsible manager's responsibility is to perform such task with due diligence, each area has individual and collective set of criteria which is clearly communicated to all departments through responsible manager.


Question 2: What are the policies for grading system and KPI's assigning techniques? 

Answers:
Grading is based on designations and assignments, consisting of: a- Best. b- Better. c- Satisfactory, where all the three categories have pointing system (Above 450 points)for best, (350-450) Better & (Below 350) is considered as satisfactory. These points consist of variety of matters, like (attendance, leaves, time, behaviors, day task, week task, demonstrations etc) 

Comments on answer: 
Management policies in KPI assigning is well practiced and implemented which can be cross checked in employees overall views about the company and their association with the company. 








Consideration stage 

Question 3: What are the Policies in relation to Employees moral evaluation? 

Answer:
Policies include:-
Internal Discussions.
Complaint forms.
Internal departmental questionnaires.

Comments on answer:
About this answer I was in suspicion that how the complaint form methologies be adopted, but the feedback of this is evaluated by top management in order to ensure the fairness along with the clear guidelines to manger about possible discrimination and protection provided to an employee. 

Question 4: What are role compatibility measurement techniques (If Any?) 

Answer: Assignments.

Comments on answer:
In "WFJC" I observed a relevant technique to measure the role compatibility. While discussing with management, they disclosed some facts about several employees whose motivation has gone very high once they provided the compatible role which caused to increase the productivity.
Results obtained from Middle Line Management (Appendix 2)

Implementation stage

Question 1: What are the Performance evaluation methods? 

Answer: Methods include:-
Daily Tasks.
Time management.
Professional Behaviour.

Question 2: How are they conducted? 

Answer: Through Internal Reports and pointing system (Half Yearly basis)

Question 3: Is there any system of awarding best employee of month/year awards? 

Answer: Yes, Internal circular.

Question 4: What is the time span set for performance appraisal for employees? 

Answer: Half yearly basis.



Question 5: How are they implemented? 

Answer: Implementation is as following:-
Departmentalizing.
Pointing System.
Reporting to Senior management.
Approvals.


Question 6: How does management ensure the independence, fairness and honesty of appraisal process? 

Answer: Through employees satisfaction form about appraisal, directly submitted to management.

Monitoring & Reviewing stage

Question 7: What kind of Questionnaires' adopted within entity to assess employee's feedback about management policies? 

Answer: Through Discrete Questionnaire.

Question 8: How does management analyze the feedback? 

Answer: Simply by Answers.

Question 9: What course of action management takes to respond to those feedbacks?
 
Answer: Mostly, work on more effective methods for appraisal activities. 

Comments on results obtained from middle line management: 

In relation to the middle line management questions, the purpose of such questions is to provide the factor of justification of such policies through critical analyses of feedback. 











Results obtained from General Employee's and Worker's (Appendix 3)

Question 1: Gender
Result:
In relation to the questionnaire survey , the question related to the gender revealed that the total 6% of the workforce consisted on female workers whilst the percentage of male participants were 94% which is because of the countries restricted business envirmonet for the female. The gender knowledge is very important while conducting any organizational survey as the motivation level differs from Male to Female, (Kathryn W. Hegar, 2011). As far as the culture of Kingdom of Saudi Arabia (KSA) is concerned very less women are working in an organization. However, the government is taking remarkable steps to empower the women working in major sector's of the country.










Question 2: Age Group
Result:
Motivation is examined using four contemporary theories of achievement motivation, including attribution, expectancy-value, self-efficiancy, and achievement goal perspectives (Journal of School Psychology, v44 n5 p351-373 Oct 2006).
The results revealed that 66% of "WFJC" workforce consists of the age ranging from 31 - 45 and 34% of the age group was 46 and above. The surprising result was that none of the employee's from the survey were in the age group of 18 – 30. This resulted in lack of quite young fresh graduate inception in this company which surely is a lack of so called fresh blood in the organization. Age difference will surely be a major factor in changing the needs of employee, as the motivation level changes by changing the age, (Kathryn W. Hegar, 2011). It is widely accepted that the higher number of young people in total workforce will cause the higher rate of motivation because young generation have targets , goals achievements , sense of gaining something, which will definetly create motivation within them which develops the ways where the innovation and innovative style of working plays an important role.










Question 3: How much time is associated with organization?
Result:
The Multiplier Effect. Insights into How Senior Leaders Drive Employee Engagement Higher Research conducted by (Hewitt, 2011).
While analyzing the result of "WFJC" company, we found that 30% of employees are attached with the organization for more than 5 years, even some of them has been working in the organization for more than 15 years ( covered in more than 5 years block), we also found that 26% has been working since 3-5 years and the major 40% are attached with the organization for 1-3 year, the least were 4% who were associated with firm for one year. While critically analyzing such results, it seems that with "WFJC" the employee attachment explains the management policy where long term attachment justify the management policy to some extent. As research conducted by the Avon Hewitt, that the senior leadership drives the employee attachment, which is the case in "WFJC", and which we can conclude by our results.


Question 4: What is the Priority of your needs which makes you satisfied?
Result:
Maslow hierarchy of needs, a sensible model to look at the employee's relation of their needs with their level of satisfaction. The following result revealed that within different level of organization, different needs exist which is associated with their status, education and experience, which is discussed in brief in our part two of RAP. The analyzed result proved such philosophy where the lower level workforce required to fulfill their basic needs, as it does not mean that the basic needs are not so much necessary for the workforce work as middle or upper management but, at this level they can easily fulfill their basic needs where as the lower level workforce has only one option i.e(Salary to meet such needs), infact these needs exists, as analyzed in "WFJC".




















Question 5: How much does your salary motivates you?
Result:
Riley, Shannon, "Herzberg's Two-Factor Theory of Motivation Applied to the Motivational Techniques within Financial Institutions" (2005). Senior Honors Theses. Paper 119.(According to Herzberg (Extrinsic rewards, mainly based on monetary rewards, are the factors which effect the employee motivation within the organization). While considering the Herzberg theory, the results analyzed seems realistic while applying the theory, where different workforce in business hierarchy gets effected through monetary rewards. Moreover it depends on the workforce level where lower level employees seek monetary rewards for motivation on top priority. The results also revealed that such reward factors are reducing in upper management level where the factors of motivation are usually based on self-fulfillment factors.



Question 6: How much the career progression motivates you?
Result:
Career progression is always considered as an important factor in lower and middle level management workforce. The following result revealed the same where the workforce in "WFJC" felt that this is an important factor that would effect their motivation. This is practically a valid factor because everyone wants to grow in their career which will cause to create growth in their income. Hence shift them towards upper status level in respect of work as well as in living standards.



Question 7: In what extent the Job security motivates you?
Result:
It seems obviously high percentage of anxiety in almost all level of employees ( specially lower level workforce) regarding job security, because with the job they can meet their basic needs through earning as described above through Herzberg theory and results revealed in above questions. In "WFJC" this factor contributes at high percentage where the lower level work force give priority to job security factor after monitory rewards that effect their motivation a lot. This gives mental and pshycological satisfaction if an employee works in a job secured organization.




Question 8: Does the name of your organization and its reputation motivates you?
Result:
The Feeling of association and attachment with a firm whose reputation in the industry is well acclaimed and known, makes the employee feel proudness in such attachment, as the employee expresses with a sense of a part and usually say word's like (My company), which is revealed in the results of questionnaire survey in "WFJC", where reputation of the organization is considered as a very important factor for the employee motivation. This seems realistic because attachments with the highly reputed organization has a significant effect on employee's career and personal growth.



Question 9: How much does the management behaviour help's you in performing better?
Result:
In respect of such question the respondent respond that 48 employees are highly motivated whereas only 2 employees are moderately motivated. This scenario is where management behavior is also considered as an important factor that effect the motivation. "WFJC" survey and result revealed that the tone at top management in a sense of equality and equal opportunity is very much appreciated by lower level management and workers.


Question 10: Do you think the Authority assigned to you motivates you?
Result:
In Relation with the answers received which were related to authority, the results showed ( 38 employees are highly motivated, 10 employees are moderately motivated, whereas 2 employees are marginally motivated) that in "WFJC" workforce it is considered that having authority in their respective roles effect their motivational levels. It is also revealed that the management of "WFJC" provide to the worker an environment of opportunity where having authority within the role given to the employee, gives the employees chance to prove their abilities. The result also reveals that the proactive workforce, where accepting the authority, it is an intrinsic value and an element of motivation and characteristic of motivated workforce.



Question 11: Does the Competition in your organization motivates you?
Result:
Competition in some areas is acceptable by the employees whereas the almost all work force are highly motivated but its seems un realistic, because an organization can fulfill needs of workforce but up to some extent, this is revealed in the response of the question on competition where 25 employees consider this factor as moderately motivating ,reason is because of changing positions and status, but a healthy competition within department should be provided by the management where the equal opportunity and fairness must be considered as an important factor for competition , the result also shows that almost 17 employees consider it as highly motivating factor. 7 employees consider this as marginally motivating where as only 2 employees are not motivated at all. This survey through which we can understand the presence of motivated workforce in "WFJC".




Question 12: Are you satisfied with the work environment?
Result:
Working environment and managerial behaviors directly effect the employee working and motivational levels, good working condition, participative style of management effects, punitive behaviors should be avoided instead, counselling and helping behavior in working environment leads to create a motivated workforce. In "WFJC" the surveyed results shows that the employees are highly satisfied and motivated by their work place and its environment.




Question 13: How much does your Job description motivates you?
Result:
Response about the job Description shows the moderate factor for motivation. The results revealed that employee's feel that accomplishing different task and objective provide them to gain experiences and knowledge where doing the same task on repetitive basis cause the specialization in particular work but after sometime such repetitive create isolation which may cause decline in the employee's performance. In response of such question, 27 employees of "WFJC" consider it as moderate factor while 19 employees consider it as high motivation factor.



Question 14: To which extent does the Training & Development motivates you ?
Result:
As observed while meeting with "WFJC" management, responses revealed that the training and development opportunity provided by the organization highly effect the employees motivation. The high percentage of workforce in the Company consider the training and development as important factor for their motivation because of their growth in experience and learning which cause to work with current standards and efficiency which leads toward better productivity hence the productivity in operation's is achieved, which ultimately is related to rewards and recognitions.


Conclusion and Recommendation

This portion consists of the abstract of the research and study, in which we will reach towards conclusion in light of the research and questionnaire survey feedback. We will also analyze the results for intended purpose, which will allow us to draw the conclusion of our research not only for the primary purpose to submit my RAP to OBU, but also for my practical experience and observation which I felt during my survey.
Conclusion

In any research project the most important thing is the purpose of conducting research, and aims and objectives to achieve. We know that labor is one of the important factors of production without which no organization can work, even exist. This workforce is like a blood which is necessary for organization to exist and sustain.
This is crucial to understand that the satisfied and motivated workforce pay large contribution in organizational success. I would like to draw my conclusion and want to explain in a semi mathematical way as Vroom did in his expectancy theory where ( Force (Motivation) = Valance * Expectancy*Instrumentality).
The modification which was felt by me while writing such conclusion based on several things, is required in such model by applying other factors in creating a semi mathematical equation of organizational success through motivated workforce.


Extrinsic rewards * Working environments * Managerial behaviors * Reasonable targets * Learning and Development Policies = Motivational Force.
Where, Motivational force * Targets and Goal = Productivity.
Where, Productivity * Performance = Efficient Utilization of Organizational Resource.
Hence, Efficient Utilization of Organizational Resources – General working practice (in all) = Net Profit (Premium) generated through motivational force.
This Premium is generated through motivational force which depends on several factors. This premium should be include in the company's financial assets. Reason of such argument is that an employee is the asset for an organization from which an organization generate another form of assets (called profits), but what if an organization generates extra assets such as (Profits, increase clientele, large product portfolio, market share etc) through their efficient work force which surely is a result of motivated work force.
As I disclosed in my equation of Motivational force and calculation of premium, I used multiplication instead of addition sign, the reason is to give the effect of relationship between the factors which aggregately create the motivational force. In these factors I tried to grab financial and non-financial factors and give multiplier effect to those factors.
The most important thing which I analyzed were the factors that affect the motivation are depending on the level of the hierarchy, mainly non-financial factors are considerable and have importance in middle and upper management while the financial factors are most important for lower level workforce , but during analysis I observed a slight shift of factors that affect the motivation in lower level work force towards non-financial factors importantly (Managerial behaviors).
We can apply this ideology to our daily routine life as well, where parents give respect to children, they teach them with kindness through counseling style, as a result self-confidence is increased in their children which contribute importantly in practical life. Similarly an employee should be treated with counseling style where self-respect elements provide the self-confidence to employee through which organization prevent scape goating hence an efficient attempt to reduce the possibility of element of fraud.
These are some reason's on which I can establish my conclusion, that Motivation contribute a lot in existence of organization in a broader sense, I observed and analyzed these factors in "WFJC", although there are some areas that is required to be considered, but overall the results are largely positive in relation to the factors of motivation , where management commitments and human resource management policies in relation to the employees motivation , retention, training and growth, combinely lead the organization towards success which also create the ethical impression for the organization in practicing management policies.



In "WFJC" I observed and analyzed through feedback that employees also have concepts and understanding towards self-development and growth which is because of diversified culture workforce presence in "WFJC", where transfer and communication of knowledge and values drive the employee behavior towards work which also help the management in implementing the policies easily. This cultural diversity also play's an important role in employee motivation , because this diversity in culture it creates another culture within organization with the aim of (all in a family) philosophy, where, with the involvement of the management the other family member help each other in order to run the family happily and successfully.
In last I would like to say something about Analyses of data and results of "WFJC" and about the opportunity provided to me from OBU, to work and get information from real life examples where hurdles, difficulties, misconceptions and problems make you re think about the solution, hence the thinking to find new ways prevailed, which we ultimately called motivation (How hard you are willing to work).
Recommendation

There are few things I would like to suggest to the well experienced and organized management of "WFJ" company as per my understanding and capacity, the management should also focus on the non-business activities like (annual picnics and sports) for the work force which will also impact on their performance. Mental relaxation and sense of holiday directly impact on health of an employee as well, also the culture of in house debate competition shall also be considered by the management through this method employee could get the forum on which they can speak and share their views about the topics of their interest, through which the management surely can get the thought of provoking ideas for future business plan, these topics should also consist of business focus and market focus(advise).

PRIORITY WISE SATISFACTION OF NEEDS