How Employers should Motivate their Employees (Research Paper Sample)

Research Proposal
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Abstract
Employee motivation and their involvement in the decision making in an organization is key in realizing a better organizational management. When employees feel to be part of the managerial process they tend to work harder and thus leading to an organization achieving it intended organizational goals and objectives. This notion poses the question of whether managers are willing to involve employees in the decision making process by empowering them through training and motivation. This paper targeted the survey research topic which has been identified for the research question. The paper also provides a description of the research topic, as well as the statement of the problem under study. It also provides an explanation about the purpose of the research study, the explanation of the testable theories on the basis of this particular survey. In addition, the paper illustrates the proposal of the research topic, as well as, the drive for the available hypotheses and the well-stated hypotheses. It also applies an interaction analysis whereby a survey and a study on individuals is conducted. The paper in cooperates the operational definitions of those main concepts, as well as constructing and exploring the association in between the operational definitions with regards to the available measurements in research.
Keywords: Employee motivation, training, organizational management, Survey research.
Statement of the problem
The main focus of this paper will be answering the research question in relation to application of various methodology and theories. The question of concern is “How likely are bosses willing to choose, provide employment or groom, training as well as extra resources to those workers who are actually deemed as per roles of leadership who have or developed a disability?”. Other sub problems of focus by the proposal also in cooperate relation between employees socio-demographics and their level of trust in the organization, how these socio-demographics affect the employee’s level of desire to perform tasks in the organization. Whether or not the desire to work and the level of trust of employees in an organization is influenced by socio-demographic factors. Also a focus on the perceptions the employees have on the entire organization and whether they also have any relation with demographics.
This question demands for response as it affects many organizations and is crucial in determining the realization of organizational goals hence a study had to be conducted, findings compared and implementations done so as to improve this trend.
Review of literature
Organizational success can be attributed to various factors both external and internal factors. Organizational approaches to these factors is also key in realizing success. Organizational effectiveness can be achieved by application of the high involvement approach (Edward, 1986). Team work, employee survey feedback and job enrichment are also vital in the course of achieving organizational success. Human resource practices also a profound influence on the success of an organization, organizational change also influence trust levels in both employees and managers in an organization. Statistical studies indicate that organizational change have a negative impact on trust however, these effects vary with regards to the type of change and the level of employee involvement (Morgan & Zeffane, 2010). The key concern of this journal how change negatives impacts trust in an organization and how this effects can be minimized to achieve organizational success. Use of an employee survey feedback often evaluated using an organizational commitment questionnaire (OCQ) to measure employee commitment to work organizations is therefore recommended (Mowday & steers, 1979).
Method
An approach to the interaction analysis approach would be effective for these particular research proposal. This is whereby an analysis and evaluation of the interaction between the employee and their bosses, how often does the interaction occur and what is the level of trust between the bosses and the employees.
Survey research is another method that has proven to be effective in the assessment of the essential measurement parts within applied social research. Survey research encompasses any measurement procedures that involve asking questions of participants. Surveys provide us with a methodology for asking people to tell us about themselves (Cozby, 2009). The widespread portion of this survey research mostly encompasses any process of measurement that normally includes making questions for respondents. In most of the cases survey is anything that creates a petite paper as well as pencil response form toward an intensive one-on-one within depth interview. In most of the organization, survey research usually gives out essential information to the management team to deal and solve any problems that are more likely to occur in the business. In addition, an open and clear management’s targets understanding about the study usually makes topics selection as well as questions direct for NBRI consultants, as well, there is the possibility of clients making the specification of their most interesting topics. The problem or the issue that requires examination is the willingness of the employers in most of the organization toward selecting, providing employment as well as training to those workers who have been the judge with a leadership role as well as developed disabilities (Barlett, Kotrlik, & Higgins, 2001).
Employee involvement and commitment in most of the organization is said to be the extent to which workers actually feel that they are more valued as well as included within their daily activities. In most of the organizations, workers feel that they are invested in the mission and vision of the organization. Albrecht, Bakker, Gruman, Macey, and Saks (2015) suggested that “employee engagement has been shown to influence a range of attitudinal, behavioral, performance, and financial outcomes” (p. 6). In most of the time, operating an employee engagement survey never measures the happiness of the workers but it usually measures the dedication of the workers toward the mission as well as the result of the organization. Measuring employee engagement is more crucial, this is because this is one of the essential reflectors of the organizational health as well as the best way of spotting those areas