Employee motivation

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Employee motivation

  1. 1. EMPLOYEE MOTIVATIONResearch Survey
  2. 2. RESEARCH OBJECTIVEThe survey is conducted to answer the following questions:
  3. 3. ARE EMPLOYEES MOTIVATED WHEN THERE ISA CLEAR LINK BETWEENEFFORT, PERFORMANCE AND REWARDS?
  4. 4. ARE EXTRINSIC REWARDS THAT MOTIVATEEMPLOYEES SALARY, MERIT BONUS,ALLOWANCES (E.G., HOUSING),CONTRIBUTIONS (MEDICAL & PENSION), ANDPAID LEAVE?
  5. 5. ARE INTRINSIC REWARDS THAT MOTIVATEEMPLOYEES ACHIEVEMENT, RECOGNITION,PROMOTION OPPORTUNITIES, WORKINGCONDITIONS AND JOB SECURITY?
  6. 6. ARE INDIVIDUAL PERFORMANCE-RELATEDREWARDS CONSIDERED MORE EFFECTIVETHAN GROUP PERFORMANCE-RELATEDREWARDS?
  7. 7. DO MOTIVATIONAL JOB DESIGN CRITERIACONSIST OF SKILL VARIETY, TASK IDENTITY,TASK SIGNIFICANCE, AUTONOMY, ANDFEEDBACK?
  8. 8. SURVEY QUESTIONS
  9. 9. BACKGROUND INFORMATIONManagement Senior Management (Level 13-16)Level Middle Management (Level 9-12) Lower Management (Level 6-8)Race African Colored Indian WhiteAge ≤ 29 years old 30 to 50 years old ≥ 51 years oldGender Male Female
  10. 10. QUESTION #1 Please rate how motivated you would feel by circling the number that matches your view most closely? 1.1 if your efforts lead to a good performance appraisal 1 2 3 4 5 Not Slightly Moderately Very ExtremelyMotivated Motivated Motivated Motivated Motivated 1.2 if you knew that a good performance appraisal would lead to a merit 1bonus 2 3 4 5 Not Slightly Moderately Very ExtremelyMotivated Motivated Motivated Motivated Motivated 1.3 by receiving a merit bonus for good performance; i.e. would it satisfy 1a personal goal for you? 2 3 4 5 Not Slightly Moderately Very ExtremelyMotivated Motivated Motivated Motivated Motivated
  11. 11. QUESTION #2.APlease rate the importance of the following rewards to you bycircling the number that matches your view most closely. Motivational Value Extrinsic Rewards Extremely No Slight Moderate Great GreatSalary 1 2 3 4 5Merit Bonus 1 2 3 4 5Allowances (e.g., Housing) 1 2 3 4 5Contributions (e.g., Medical & 1 2 3 4 5Pension)Paid Leave 1 2 3 4 5
  12. 12. QUESTION #2.BPlease rate the importance of the following rewards to you bycircling the number that matches your view most closely. Motivational Value Intrinsic Rewards Extremely No Slight Moderate Great GreatSense of Achievement 1 2 3 4 5Recognition 1 2 3 4 5Promotion Opportunities 1 2 3 4 5Working Conditions 1 2 3 4 5Job Security 1 2 3 4 5
  13. 13. QUESTION #3Which compensation system do you feel wouldmotivate you more? Individual performance- Group performance-related related rewards rewards (Merit bonuses are only given (Everyone shares the merit to individuals who have bonuses equally irrespectively excelled) of individual work performance)
  14. 14. QUESTION #4Please rate how motivated this makes you feel bycircling the number that matches your view mostclosely. Motivational Value Job Design Criteria Extremely No Slight Moderate Great GreatSkill Variety 1 2 3 4 5Task Identity 1 2 3 4 5Task Significance 1 2 3 4 5Autonomy 1 2 3 4 5Feedback 1 2 3 4 5
  15. 15. SURVEY ANALYSIS
  16. 16. DATA SHEET
  17. 17. ANALYSIS SUMMARY Survey Data were:  Collected from 52 employees  Entered into MS Excel  Analyzed using SPSS 17.0 Data are represented numerically and graphically. Survey Analysis is represented into two sections:  Descriptive Statistics  Test Statistics
  18. 18. DESCRIPTIVE SUMMARY – BACKGROUNDINFO Management Level Race 15% Middle 34% Management African (Level 9-12) Coloured Senior Indian 54% Management (Level 13-16) White 85% 8% 4% Age Gender 35% 35% 51 years or Femal more e 65% 65%
  19. 19. DESCRIPTIVE SUMMARY – BACKGROUNDINFO 85% of the total employees participated in the survey were from the middle management level, while 15% were from the senior management level. Most employees were either African (54%) or White (34%), while 8% of them were Indians and only 4% were colored. 65% of employees ages lied between 30 and 50 years old, while 35% of them were 51 years old or more. 65% of employees were men, while 35% of them were women.
  20. 20. DESCRIPTIVE SUMMARY – EMPLOYEES’RESPONSES Compensation System 21% 79% Group Performance-Related Rewards Individual Performance-Related Rewards
  21. 21. DESCRIPTIVE SUMMARY – EMPLOYEES’RESPONSES Influence of Effort & Rewards on Work Performance3025201510 5 0 Not Motivated Slightly Motivated Moderately Motivated Greatly Motivated Extremely Motivated Effort - Appraisal Appraisal - Merit Bonus Merit Bonus - Self Satisfaction
  22. 22. DESCRIPTIVE SUMMARY – EMPLOYEES’RESPONSES Influence of Extrinsic Rewards on Work Performance3025201510 5 0 Not Motivated Slightly Motivated Moderately Motivated Greatly Motivated Extremely Motivated Salary Merit Bonus Housing Allowances Medical & Pension Contribution Paid Leave
  23. 23. DESCRIPTIVE SUMMARY – EMPLOYEES’RESPONSES Influence of Intrinsic Rewards on Work Performance353025201510 5 0 Not Motivated Slightly Motivated Moderately Motivated Greatly Motivated Extremely Motivated Sense of Achievement Recognition Promotion Opportunities Working Conditions Job Security
  24. 24. DESCRIPTIVE SUMMARY – EMPLOYEES’RESPONSES Job Design Criteria3025201510 5 0 Not Motivated Slightly Motivated Moderately Motivated Greatly Motivated Extremely Motivated Skill Variety Task Identity Task Significance Autonomy Feedback
  25. 25. TEST STATISTICS – ANSWERING QUESTIONS Question #1  Chi-Square Test: Significant. Good performance appraisals and merit bonus significantly motivate employees.  Correlation: the motivation to have a merit bonus caused by the appraisal has the highest impact on employees. Question #2.a  Chi-Square Test: Significant. Extrinsic Rewards significantly motivate employees.  Extrinsic Rewards ordered by motivation: (1) paid leave, (2) merit bonus, (3) salary, (4) medical & pension contributions, (5) housing allowances.
  26. 26. TEST STATISTICS – ANSWERING QUESTIONS Question #2.b  Chi-Square Test: Significant. Intrinsic Rewards significantly motivate employees.  Intrinsic Rewards ordered by motivation: (1) promotion opportunities, (2) sense of achievement, (3) recognition, (4) working conditions, (5) job security. Question #3  Chi-Square Test: Significant. Employees significantly prefer individual performance-related rewards to group performance-related rewards.
  27. 27. TEST STATISTICS – ANSWERING QUESTIONS Question #4  Chi-Square Test: Significant for all criteria of job design but task identity. Skill variety, task significance, autonomy, and feedback significantly motivate employees. Task identity does not significantly motivate employees.  Job Design Criteria ordered by motivation: (1) feedback, (2) autonomy, (3) skill variety, (4) task significance.
  28. 28. THANK YOU!

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