How Jaws Went from Best Selling Book to Blockbuster Movie

How Jaws Went from Best Selling Book to Blockbuster Movie
By Don Kaye
Jaws was the horror thriller that made Steven Spielberg a star
director and changed the face of
modern moviemaking and marketing. The simple story, about a
Long Island beach town
terrorized by attacks from a great white shark, became one of
the most iconic films of all time
and is both one of the cinema’s great adventure stories and most
memorable monster movies.
The roots of the movie lie in a novel by Peter Benchley, a writer
and journalist who was trying to
salvage his career when he penned the tale of the shark that
drove millions of readers and
moviegoers out of the water.
Benchley, who had always had an interest in the water and in
sharks, came up with the idea for
Jaws when he read about a fisherman who caught a 4,500-pound
great white off the coast of
Long Island in 1964. Benchley had written one book, a travel
memoir called Time and a Ticket,

but had spent most of the ’60s as a reporter and editor for
outlets like The Washington Post and
Newsweek before taking a job as a speechwriter for President
Lyndon B. Johnson. By the early
1970s, however, Benchley was having a hard time making ends
meet and supporting his family
as a writer, and perhaps in desperation pitched his shark story
idea to publishers.
Doubleday offered Benchley a $1,000 advance for the first 100
pages of his shark tale, with the
author eventually receiving a total of $7,500 in advance money
for the complete novel. But after
Benchley delivered his first four chapters, his editor was not
pleased and demanded a rewrite,
reportedly keeping only the first five pages — the now-
legendary scene in which a woman
swimming at night becomes the shark’s first victim. The editor,
Thomas Congdon, wanted the
entire book to follow the tone of that first scene. After a year
and a half, Benchley finally
delivered his manuscript, and he and Congdon threw around
titles like The Stillness in the
Water, The Jaws of Death, and Leviathan Rising before settling
on one word: Jaws.

Jaws was published in February 1974 and, thanks to some canny
marketing moves by Congdon
— like getting the then-influential book clubs interested —
became a tremendous success,
spending 44 weeks on the New York Times hardcover best
seller list. The film rights were sold to
Universal and the paperback rights went to Bantam, which paid
$575,000. More than five
million copies of the paperback were in readers’ hands by the
time the movie came out.
Peter Benchley was given first crack at the screenplay for Jaws
and wrote three drafts, but none
were satisfactory and the script passed through several other
hands, including award-winning
playwright Howard Sackler, before Spielberg gave it to his
friend, actor and writer Carl Gottlieb
(who plays the newspaper editor Meadows in the film). Gottlieb
was rewriting throughout the
production while on set and is credited as the main screenwr iter
with Benchley, although
filmmaker John Milius and others contributed further additions.
Benchley’s original novel is a fairly dark affair with pulp
thriller pacing and overtones. His prose

is not remarkable but functional. Compared to many modern
paperback thrillers, which tend to
fatten out at 400 pages or more, the first-run paperback of Jaws
was a relatively slim 310 pages.
And yet the author still managed to pack a variety of subplots
into his story that had to be
jettisoned for the screen (spoilers ahead if you’ve never read the
book or seen the movie, as
unlikely as that seems).
Perhaps the biggest changes had to do with the characterizations
of Matt Hooper, the
ichthyologist played by Richard Dreyfuss in the film, and Ellen
Brody, the wife of police chief
Martin Brody (played by Lorraine Gary and Roy Scheider,
respectively). In the book, Ellen is an
Amity native who came from money and, it is hinted, married
“down” when she walked the aisle
with the more blue-collar Brody. Hooper is also from the area,
also from money, and Ellen at
one time dated his older brother and hung out with young Matt
occasionally back in their
carefree summer days. Ellen’s longing for her previous life
leads her to initiate a fling with

Hooper – a brief afternoon one-off that nevertheless raises the
suspicions of her husband, who
is already feeling insecure over his wife and Hooper’s shared
background.
Unlike the film, where Hooper and Brody quickly become a
team despite their disparate
backgrounds, there is a steadily rising tension between the two
in the novel that culminates in a
near-physical confrontation on Quint’s (Robert Shaw) boat
during the shark hunt in the latter
third of the story. And also unlike the movie, Hooper does not
survive his encounter with the
great white while in his shark cage: he dies horribly in its
massive jaws, and to make matter
worse, Brody accidentally hits his corpse in the neck with a
bullet while shooting at the beast.
Brody never does find out what happened between the scientist
and Ellen, deciding to let it go,
and Ellen realizes that her present life is more important than
anything she held onto from the
past.
The second major subplot eliminated from the movie is Mayor
Larry Vaughan’s (Murray

Hamilton) connections to the Mafia. In the film, Vaughan’s
fatal reluctance to close the beaches
is seen as, at best, trying to save his town’s economy and, at
worst, sheer greed and ignorance.
But in the book, Vaughan has helped members of the Mafia
invest considerably in prime Amity
real estate, and the longer the town beaches are closed, the more
the value of their property
goes down. This is discovered by Meadows, the newspaper
editor who publishes the story as a
way to redeem himself for helping with the cover-up of the
initial shark attack (with the Mafia
subplot removed, Meadows becomes far less important in the
film, with Carl Gottlieb admitting
in interviews that he cut a lot of his own role out of the
picture).
There’s even one grim sequence late in the book where Brody
returns home to find his wife and
family distraught: someone has walked up to their front yard
and snapped their cat’s neck right
in front of Brody’s youngest son as a “message” to the chief.
Outraged at the clear threat, Brody
brings the dead cat to Vaughan’s house and throws it at him. A
horrified Vaughan, his life and

career in ruins, soon leaves town with his wife.
There are numerous smaller changes from book to screen – such
as an old man killed by the
shark early in the novel being changed to a younger man eaten
after the beach is reopened later
in the story – but perhaps the third biggest alteration is in the
way the fish eventually dies. In
the book, Brody is left alone in the sinking wreck of Quint’s
boat, the Orca, after the shark has
swamped it. Quint is dead (not eaten as in the film, but drowned
as he is dragged underwater by
a rope attached to one of the harpoons he struck the fish with)
and the shark is now swimming
for Brody, who floats helplessly in the water and awaits death,
only to open his eyes and see the
fish — mere feet away from him – suddenly stop and slip
beneath the waves, finally overcome
by the three harpoons embedded in its flesh.
While that ending plays into the random nature of the shark’s
overall attacks, it doesn’t sound
like something that would make for an exciting or cinematic
finale. So in the movie Brody shoots

an air tank that has become lodged in the beast’s throat,
blowing it to bits. As in the book, Brody
swims back to shore, only accompanied in the movie by a still -
living Hooper.
Some critics pointed out at the time of the book’s publication
that none of the characters
seemed particularly likable, and with the exception of Brody,
they may be right. Quint comes off
as more money-hungry, willing to let people die if the town
doesn’t pay double his usual rate,
and of course there’s already the sordid doings of Hooper,
Ellen, and Vaughan. The book also
has a more dour, cynical tone to it. What Jaws the movie did
was take the core story, strip away
the other elements, and most importantly, start out as a horror
tale and gradually shift into a
high-seas adventure tale – a delicate balancing act that it pulls
off incredibly well.
That’s why, 40 years later, we’re still talking about it and
watching it. And while Benchley’s book
was well done on its own terms – it’s a fast, terrific “summer
read” – it’s the movie version of
Jaws that has been more fully imprinted in our cultural memory.

Kaye, Don. “How Jaws Went From Bestselling Book to
Blockbuster Movie,” Den of Geek.
https://www.denofgeek.com/movies/how-jaws-went-from-best-
selling-book-to-blockbuster-
movie/ Accessed 12 January 2022
selling-book-to-blockbuster-movie/
selling-book-to-blockbuster-movie/
Introduction
The success of an organization or corporation is contingent
upon the level of employee motivation. Motivation is critical to
the accomplishment of the organization's goals and objectives.
It is critical for firms with varied cross-cultural teams to
guarantee that their employees are highly engaged. The
management is responsible for ensuring that workplace goals
and objectives are consistent with the company culture (Vlaev
et al., 2019). Setting workplace goals is critical for establishing
and monitoring the organization's level of employee motivation
(Pang & Lu, 2018). Employee commitment, engagement, and
motivation are critical components of an organization's success.
Financial remuneration practices play a significant role in
motivating employees.
According to many surveys, if an organization does not try to
motivate its employees through monetary incentives, the
organization is likely to have low performance (Vlaev et al.,
2019). Organizations in the United States work diligently to
increase employee engagement through monetary and financial
pay and awards. Financial and monetary incentives have a
stronger effect on employee motivation, according to studies

(Pang & Lu, 2018). The United States government has
implemented policies aimed at increasing compensation and
incentive programs throughout all sectors of the labor market
(Vlaev et al., 2019). As with any other firm, the government is
attempting to improve employee performance through a variety
of financial incentives.
The Federal Reserve System is the United States of America's
central bank. It is responsible for issuing currency to all
financial institutions and exercising influence over the economy
via monetary policy (Coccia & Igor, 2018). The Federal Reserve
System has a number of financial incentives in place to
motivate its personnel. Several of these tools include the
following:
· This assists in meeting rental obligations.
· Gratuities are paid to all contract employees. This is a
component of their terminal benefits and a token of appreciation
for their long-term contribution to the business.
· Employees are eligible for personal loans and medical
insurance coverage if they have worked for the bank for an
extended length of time.
The Federal Reserve System (FRS) is in the position of
regulating the United States monetary system as well as the
financial system. The FRS's main functions include the banking
institutions' regulation, protecting the consumers' credit rights,
monitoring financial system stability as well as aiding in the
provision of financial services to the government of the United
States. Therefore, the Federal Reserve System forms one of the
major forces in banking and the general economy at large.
Notably, Fed equally controls the general money supply in the
US economy. Of importance, Fed offers lending services to
various financial institutions and as well serves as a l ender.
The services of the Federal Reserve System to its personnel set
a notable example to other institutions in regard to motivating
employees. The benefits such as medical insurance covers are
vital to employees in ensuring their good health so that they can
perform exceptionally well thus higher production (Novianty &

Evita, 2018). Additionally, the Fed governors' board highly
values the diverse backgrounds of employees. Consequently, the
Fed relies on networking and teamwork to effectively
implement policies alongside practices that are inclusive of all
employees and enhance diversity as well as success. Through
the provision of equal opportunities to all employees, Fed has
managed to foster an inclusive work environment that presents
all the employees with an environment that promotes the full
use of their talents and related skills.
To maintain a strong workforce, Fed employees indulge in their
responsibilities with the fulfillment of their mission as their
driving force. Significantly, Federal Reserve System ensures a
payment system that is dependable to all the employees. A
payment system that is dependable is vital for economic growth
and general nation stability. Notably, the involvement of the
Fed in the system of payment enhances efficiency in many
ways. The Fed has the interest of the public as its motivation
for stimulating related improvements in payment efficiency
(Coccia & Igor, 2018).
The role of financial incentives in motivating employees should
not be under noted. Past research indicates that motivation by
incentives can increase the motivation of employees as well as a
company’s profit margin (Novianty & Evita, 2018). Usually,
when workers go past their normal levels of work, it is prudent
to offer them financial incentives that range from bonuses,
additional allowances, and many other monetary benefits.
Notably, the monetary benefits and allowances aid the
employees in compensating for their time of challenging work,
dedication as well as efforts. According to research done by
authors Novianty and Evita, financial incentives are sure
motivators, especially in the workplace. From the two
researchers' studies, it is pointed out that the provision of
financial incentives at the workplace fosters a healthy, work
environment, positive relationships, as well as outputs of higher
quality (Novianty & Evita, 2018).
Additionally, financial incentives such as increases in salaries,

allowances, and employee bonuses increase employee morale,
function as a sign of appreciation in recognizing the efforts of
the employees encourage collaboration among employees, and
equally motivate all the employees to work towards achieving
the set objectives and company goals. Worth noting, financial
incentives for employees may come in the form of profit shares,
wage incentives, raises in salaries, benefits of retirement,
commissions, bonuses, extra allowances, and referral programs
(Landry et al., 2017). In evaluating the implementation of
employee financial incentives, there is a need to determine the
measure of performance (Novianty & Evita, 2018). Thus, this
call s for key the identification of key metrics in relation to
progress, achievement as well as improvement. On the same
note, a program that is inclusive of all employees has to be
developed. The program, therefore, needs to incorporate
incentives based on different employment cadres. Significantly,
there is a need for organizations to offer incentives on team
levels and individual levels. In so doing it will be better award
individual and team accomplishments. Consequently, it is
important to collaborate effectively with the involved staff as
well as the supervisors. Collaboration will provide insights on
employee preferences. Comment by Diana Cole: In your
introductory chapter, you were suppose to have your research
aim, research questions at least 2, which you know you will be
able to answer within your research, and your research
objectives, again these should be identified as to why you are
carry out the research.
Literature Review
Previous research has established that the public sector does not
operate in a businesslike manner. This has resulted in subpar
performance from its employees, who do not receive the same
treatment as those working in a corporate context. With the
implementation of management services in the American
government's public sector, it is critical to consider employee
motivation via financial incentives (Coccia & Igor, 2018). The

government intends to consider pay for performance and
compensation in particular. Historically, monetary prizes and
incentives were viewed as bribes and unethical. Nevertheless,
other scholars have provided explanations for the effect of
financial incentives on employee performance. Financial
incentives serve as a foundation for the organization's sustained
interaction with its employees.
The authors, Coccia and Igor lay a theoretical framework in an
attempt to order the clarification of cadres in rewarding
employees. Therefore, their research work lays a solid
foundation for developing sophisticated taxonomies and related
theories to enhance better management implications. Further,
the two authors point out that the sector of public
administration has been faced with difficulties concerning
reward taxonomy (Coccia & Igor, 2018). Notably, the research
out to a gap in the public sector, especially on the criterion of
employee reward as well as the taxonomies involved.
In addition, the study of public sector rewards categorizes
rewards as measurable and immeasurable rewards. The
measurable reward can therefore be defined as elements that are
tangible usually measured in monetary form and designed
metric systems. According to Coccia and Igor, monetary
rewards prove effective only if they are accompanied by better
systems of performance appraisal (Coccia & Igor, 2018).
However, in the public sector and organizations systems of
performance appraisal have proved inadequate and inefficient.
Thus, the impact of the financial incentives highly relies on
superior performance appraisal systems.
On the other hand, the immeasurable rewards include elements
that are intangible for instance professionalism, responsibility,
and many more. Additionally, there are the intrinsic as well as
the extrinsic rewards. The intrinsic rewards are immeasurable
and may involve work satisfaction to employees, recognition,
and empowerment (Coccia & Igor, 2018). Ostensibly, the
intrinsic reward in most instances enhances the positive
involvement of the employees with work. On the other hand,

extrinsic rewards consist of tangible elements such as money
gifted to employees because of specific accomplishments. Both
the intrinsic reward and the extrinsic reward are vital in the
motivation of employees. Studies indicate that with gradual
development many organizations are in the process of shifting
to extrinsic reward, as it is effective and initiative-taking.
Additionally, research shows that extrinsic benefits to
employees are in most instances incorporated by institutions
that are mission oriented (Coccia & Igor, 2018).
From previous research, it has been known that the system of
financial incentives to employees is determined by two aspects
namely, tangibility and the aspect of formality. The aspect of
formality is concerned with the legitimacy of the financial
incentives as well as the transparency involved. The second
aspect of tangibility determines the physical characteristics of
the reward. Significantly, human behavior to a greater extent
can be determined by the provision of financial incentives.
Employees are more likely to do their best when the workplace
puts in place systems of financial incentives as a form of
reward. Notably, payments made regarding performance
increase individual efforts and overall performance (Coccia &
Igor, 2018). Additionally, according to the research conducted
by authors Coccia and Igor, Intrinsic reward, which is reward of
no monetary form is mainly practiced in the public sector and
can only aid in the satisfaction of personal needs in a direct
manner for the employees to attain given accomplishments. On
the other hand, employees in private sectors are in most cases
rewarded with extrinsic rewards, which is tangible elements for
instance pay rises and wages.
Consequently, the underlying motive in employee reward
whether intrinsic or extrinsic is the aspect of motivation.
Notably, the motivation of employees plays a crucial role in
elevating employee performance spirits thereby resulting in
increased production. Looking into past research, several
theories are attributed to employee motivation, for instance, the
theory of content. The content theory looks into the needs of the

employees as well as their strengths (Coccia & Igor, 2018). On
the same note, the theory looks into the. involved processes
pursued by the employees to attain the set goals and standards.
The content theory, therefore, incorporate famous theories such
as Maslow's model, Clelland's achievement model as well as
Herzberg's theory.
Further, the research paper clarifies process theory. The theory
puts more emphasis on motivation processes such as good and
healthy relationships, initiation of behavior, the direction of
behavior, and the sustaining of the initiated behavior (Coccia &
Igor, 2018). Some of the models under this theory include the
model of expectancy, goal theory, theory of attribution, and
equity theory. From the conclusion of the research done by
Coccia and Igor, the public sector and the civil servants are
more aligned to intrinsic reward as opposed to extrinsic reward.
On the contrary, the private sector highly values extrinsic
reward.
The majority of enterprises worldwide have adopted
performance-based compensation. This involves monetary
compensation based on an employee's performance. Employees
are monetarily rewarded for their accomplishments. Financial
incentives are the most fundamental way for employees to feel
motivated, as they increase their morale (Coccia & Igor, 2018).
Employees feel understood and respected in the workplace when
they receive such financial presents and incentives. As a result,
employees are more inclined to stay in their current
employment, resulting in lower employee turnover.
According to research work done by Lynn DeVito and fellow
authors, it is the responsibility of the managers and the leaders
of organizations to provide a work environment that motivates
the employees. Additionally, the research hints that motivation
for employees is a survival necessity in order for organizations
to remain competitive in terms of the workforce (De Vito et al.,
2018). Similarly, it is important for managers to conduct audits
on the related culture of their organization and get to know how
the employees feel in regard to certain cultures and practices

incorporated in the companies. Nonetheless, motivation gives
room for the needs of the employees to be recognized both from
an internal perspective as well as the external perspective.
In regard to DeVito's research integrating motivation, theories
would result in an improved motivation theory as well as value
and time maximization (De Vito et al., 2018). Notably, the
motivation theory may vary from one aspect to another, but the
underlying motive remains the same. Taking Maslow's theory,
the needs of the employees are to be looked into first before
focusing on more advanced needs. The needs incorporated in
Maslow’s theory are the need for a decent salary, employees’
safety that involves insurance as well a work environment that
is safe. Lastly, there is the need to belong. It is the role of the
managers and the general manager to ensure work practices and
cultures that are inclusive to enhance the sense of belonging in
employees (De Vito et al., 2018). When the employees have a
sense of belonging, this provides a comfortable work
environment, and the employees will strive to do their best in
relation to performance. Maslow established a hierarchical
classification of human needs in 1943. Security, self-
actualization, self-esteem, physiological needs, and belongings
are the five areas of human wants. According to the professor, a
person must first be biologically driven (De Vito et al., 2018).
This is to ensure that the mental health and value of the
employee are determined. When employees' physiological needs
are met, they become content and work toward achieving their
own demands (De Vito et al., 2018). The following step is to
address security concerns. This practice is repeated until all
needs are met. Maslow asserts that unmotivated employees are
less likely to be productive. By addressing their requirements,
employees remain motivated and perform better.
According to Herzberg, some employment result in employee
satisfaction, whereas others result in employee dissatisfaction
(De Vito et al., 2018). According to the scholar, employee
motivation results in a sense of accomplishment, responsibility,
and promotion opportunities. Herzberg states that some factors

in the workplace result in job satisfaction and motivate
employees. The theory is considered practical in the workplace.
According to the scholar, employees find gratification of higher
levels such as recognition, advancement, achievement, and
responsibility. He also states that the presence of one set of
characteristics in the workplace leads to satisfaction at work.
Herzberg disregards the fact that a higher level of satisfaction
leads to a low level of dissatisfaction. He however states that
both are independent phenomena that are not a continuum.
According to the scholar, for employers to attain workplace
productivity through enhancing motivation, they should focus
on both ends of the equation. As they work on satisfaction, they
should also focus on dissatisfaction.
Herzberg’s two-factor theory distinguishes between motivators
and hygiene factors. Some of the motivators captioned in this
theory include recognition of one’s achievements, opportunities
from work, responsibility, and involvement in decision making
(Novianty & Evita, 2018). Hygiene factors as recorded by
Herzberg include salaries, fringe benefits, good pay, pay raises,
and job security. According to the scholar, lack of hygiene
factors leads to dissatisfaction of employees hence a lower
performance. However, their presence in the workplace does not
guarantee satisfaction. Eliminating dissatisfaction in the
workplace is halfway to creating a conducive environment
(Novianty & Evita, 2018). The other task is to increase
satisfaction through motivation.
Articulately, in view of authors De Vito and her peers,
managers should recognize the various needs that call for
improvement in workplaces. Additionally, factors associated
with discouragements and low morale to a greater extent
contribute to instability and put employees in s state of
jeopardy. De Vito alongside her peers affirms that such events
result in employees having emotional distress and demeaning
their efforts and, in most instances, prefer to look for other jobs
elsewhere (De Vito et al., 2018). However much it may prove
easy to get other employees and replace the vacancies, this

poses as a barrier to continuity thereby. contributing to
instability and discouragements.
The research further details that employee who are unmotivated
put little to no effort into their performance avoid the workplace
in most instances and are usually willing to leave their working
places if granted the opportunity (De Vito et al., 2018). On the
other hand, motivated employees put more effort and are
creative, and give quality work. The authors equally note that
the motivation of employees has been a problem for many
managers. Worth noting, from the research work, the authors
found out that monetary elements form part of consistent
motivation factors for employees. This is because monetary
value remains the only process and way to attaining financial
stability.
The research work recommends hiring employees on the basis of
their motivation factor in regard to the hiring company. In this
manner, the employees would be able to identify their fit,
whether the intrinsic reward or extrinsic reward. This will help
in sieving the employees in accordance with their motivation
preferences (De Vito et al., 2018). Further, the researchers
recommend that the belonging needs of all the employees need
to be addressed in regard to Maslow's theory. Under this, the
employees are to be provided with a suitable work environment
as well as enough motivation for quality work.
Consequently, in reference to the research work of Landry and
his fellow researchers, they concluded that when employers
embrace the aspect of motivation such as bonuses, for
employees alongside other financial incentives, it contributes to
competency in employees (Landry et al., 2017). When the
employees are motivated performance is likely to improve. The
research suggests that financial incentives have positive impacts
on employees and the general growth and development of
workplaces. Often the plans to issue financial incentives are
inadequate including the performance measurements, this,
therefore, makes it difficult for proper incentive measures. With

the appropriate plans, financial incentives would prove more
effective. Comment by Diana Cole: In writing your literature
review you should have researched on different literatures
regarding your research topic area. You exhausted only one
sources, and 3 in total. More needed to be done here.
Methodology
The chapter explains the methodologies that the study will
adopt for it to be successful. The area under description of the
study is covered as well as data collection methods, research
designs, and the sources that the data is collected from. The
details about the description of the study population are also
discussed in the paper as well as the sampling procedure,
sample size, and the tools used for data analysis.
Research strategies
A cross-sectional survey will be used in this investigation. This
is due to the fact that the research is defined. The research will
collect data in both quantitative and qualitative formats. The
study will take place at the Federal Reserve System and other
important US government agencies. The study will focus on
existing employees at large government agencies. They will
represent all other government employees. The Federal Reserve
Bank, the Department of Defense, the Department of Education,
and the Department of Commerce will provide data for this
study. As a result, the sample size will be limited to twenty
people employed by the United States government. The reason a
cross sectional survey was adopted is because the problem was
well defined and the aim here is to come up with the
relationship between the two variables and that is the incentives
and the employee motivation. A cross sectional survey will help
the researcher to come up with the root of this problem so that
strategies can be created from a point of information. The
researcher will be able to approve or disapprove any wrong

information given about the topic using the data collected in the
survey. Quantitative approach is also used to gather data.
Quantitative approach is chosen in this study because it is more
statistical than the qualitative method. This is a study that is
more concerned with data. The aim is to come up with the
impact of the incentives on the performance of the employee
and their motivation. Therefore, it is only wise to use a method
that is more statistical to understand the relationship between
the two variables (Novianty et al.,2018). This information will
be collected using different methods that will be discussed later
in this paper, but the method of analysis used will be the
quantitative method which will give more meaning to the data
by statistically analyzing it.
Population and study area
This study will be carried out in the federal reserve system and
other important government agencies. The study mainly targets
employees and employers, the study aims at establishing the
relationship between the incentives given to the employees and
their motivation. Therefore, the researcher will focus their study
on the employees and the employers to try and understand the
relationship between the two because it is the employers who
give the incentives while the employees receive them. The few
employees chosen from the federal reserve and the other
important agencies in the US will represent all the other
employees in different organizations and will help to come up
with a conclusion on how the incentives and the employee
motivation impact each other (Ritala et al., 2020). The profile
of the number of people who were included in the study was
described in categories such as their gender, educational level,
their income, their qualifications on their jobs, and their work
experience. This sample size's profile will be characterized in
terms of age, degree of education, work experience, and attitude
toward motivation. The sample technique employed represents
4% of the entire population. This is a good number of
representation because it will give a reliable insight on the
variables being investigated. Although the variables might have

a different impact on different people what majority of people
believe in is most likely to be the true answer. Comment by
Diana Cole: Are you sure of this? Will you be able to get
consent to carry out the research? Did you state it in your
ethics?
Secondary data will be collected. Secondary data will be
gathered through library resources and surveys completed
previously by others. The data collected will be evaluated using
a social science-specific statistical software. Comment by
Diana Cole: good
This research will take place from March 16th, 2022. The
research will be conducted for a period of three months.
Therefore, the research will be concluded on June 17th, 2022.
Sampling design and procedure
This research will involve different sampling designs, these
sampling designs will be combined to come up with the best
results. The probability sampling will involve random selection
allowing the researcher to make strong statistical inferences
about the whole group. As discussed earlier the only sample that
is considered is 4 percent of the whole population. Therefore,
using the probability method of sampling allows the researcher
to have an easy time when making inferences about the rest of
the population. In addition, in this method every member of the
sample can be selected. There is no limitation when it comes to
the people who can be chosen as the sample. Any employee has
the chance to be chosen as well as any employer. This method is
also appropriate because the research is quantitative, and this
method is perfectly compatible with the quantitate research
(Nurlina & Jumady, 2021). The method also produces results
that are representative of the whole population that is the main
advantage of this method and that is why it is used in this study.
Sample random sampling is also used where all the members in
the population have an equal chance to being selected. The
sampling frame here includes the whole population.
Sampling design
The purposive sampling technique was used to select the

respondents of the study. This method involved the selection of
a sample with a clear purpose in the mind of the researcher. In
this case the purpose of the researcher is to establish the impact
of the incentives on the motivation of the employees. Hence the
sample selected must be able to give this relationship, the
purpose guides the researcher to choose the sample. In addition,
the kind of people chosen also is important. For instance, the
researcher cannot choose a sample that does not relate with
their topic in any given way. In this study therefore the sample
chosen is relevant to the topic being investigated. They are
employees who receive incentives the employers who give the
incentives (Monnot, 2018). This is the perfect sample to collect
information about incentives from. The purposive technique
also gives the researcher a good base of the sample that should
be taken from the population because there is a clear distinction
between the sample that is relevant to the topic and that is not.
It becomes simple to choose the sample knowing the topic and
the purpose the researcher is trying to achieve.
Sample size
This study will use sample sixes between thirty and five
hundred people. The sample sizes that are greater than 30 have
the tendency to give a normal distribution trend which has the
validity for generalization. There are other researchers who
have suggested that the minimum of the sample size should be 5
percent of the total population. This increases the chance of
representation and gives the researcher better results which are
not biased. Having a five percent representation of the
population gives more insight on the whole population. The
decision arrived at is more inclusive than when the
representation is lower than that number. Therefore, in this
study the total number of employees in the federal reserves and
the other government agencies is determined so as to determine
the number of employees which should be selected as the
sample. The same procedure is also applied to the employers.
The goal is to get a number which is very inclusive, but which
is not too huge that it will be difficult to even collect the data

from the sample. The population size is a main determinant and
once it has been determined it becomes possible to determine
the sample size.
Variables and measurement procedures
The data collection methods in this study will include the
techniques which are used by the researcher to carefully select
the methods for his own study based on the scope, nature, and
the objectives of the research. Other factors to be considered is
the availability of funds and the time factor. The data collection
methods used in this study therefore include questionnaires, the
questionnaires are given to the respondents where they are
asked to fill anonymously how having incentives impacts their
moods. The employers are also given the questionaries’ to
explain how they have experienced motivation changes in
employees after they have given them incentives. The second
data collection method used is the interviews, this is to collect
the primary data from the respondent. Interviews are sincerer
than the questionnaires. The researcher is able to tell when the
respondent is lying. Interviews are also less biased since the
researcher gets to ask questions on the issues that they do not
understand clearly and therefore doing away with the bias and
prejudice. This study will employ both the primary and the
secondary data to collect information that is more concrete.
Primary data
This is the data collected from the participants, the employees
and the employers from the federal reserve and the other
important agencies in the US will be the one providing this
data. The researcher will not reveal the main purpose of their
questionnaire in the study. Therefore, the participants are asked
questions that relate to the topic mixed with other questions that
are not relevant to the topic. This increases the chances of the
respondents to be more open since they do not know why those
questions are being asked. The questions however will be made
simple and easy to understand for the respondents. The survey
method is also employed in collecting primary data. this is to
collect the primary data from the respondent. Interviews are

sincerer than the questionnaires. The researcher is able to tell
when the respondent is lying. Interviews are also less biased
since the researcher gets to ask questions on the issues that they
do not understand clearly and therefore doing away with the
bias and prejudice. These two methods will enable the
researcher to come up with the most accurate and unbiased
primary data.
Secondary data
The secondary data will be used to construct the literature
review and the information collected from the past research to
build on the topic. Different books and scholarly articles
published on the topic about incentives and motivation from
different libraries are used to come up with the explanation
about the two. During the literature review of the secondary
data the researcher also tries to come up with the gap that exists
and that the researcher should fill. Secondary data is important
because it gives the researcher direction to know if the primary
data is accurate. The scope of the secondary data is guided by
defining a research topic this keeps the researcher vested at the
right path and the materials used are relevant to the topic. In
addition, the researcher having a goal when reviewing the
literature is important. The goal helps the researcher to focus on
the important materials that are associated with the topic. It
keeps the researcher from looking into materials that do not
include the content about the incentives or the motivation of the
employees. Then lastly the researcher will design a process of
analyzing these materials to come up with the best information
needed.
Data processing analysis
The data that is obtained either from secondary sources or the
primary sources is summarized, analyzed, and coded using
different tools. The statistical package for social science (SPSS)
is used. This is a software for analyzing data, the main objective
here is to come up with a meaningful data that conclusions can
be drawn from. The software will help in making the

researchers work easier because it will help in showing patterns
and coming up with conclusions about the variables. The
software also helps in structuring the unstructured data and
giving this data more meaning. The descriptive statistics tools
were also used to analyses the specific objectives of the study.
The objectives of the study and the goals that the researcher is
trying to achieve are already known. Hence the descriptive tools
help the researcher to reach these goals with ease by putting
data in a way that is more understandable and more sensible for
the researcher to draw their desired conclusions. The specific
objectives are analyzed using the descriptive tools. The
researcher will also make the use of the Chi square for the
purposes of testing the hypothesis, to evaluate the relationship
between the variables. After data is analyzed, it is represented
in form of tables for easy interpretation. Comment by Diana
Cole: You will need to discuss the research paradigm, and state
which one your research will be.
Reliability and validity of data
A reliable data means that the results yielded are consistent.
What was intended to be measured it is measured to the degree
it was intended to be measured in, that is what reliability of
data means. The researcher used the survey method to test
reliability of data collected from respondents. The responses
collected from the respondents who indicates a series of
attributions when making choices of motivation, it is attributed
to a 5-point measure of the Likert-scale. The data is said to be
reliable if the results are consistent and they are not confusing.
A valid measure in statistics is one measure of what is supposed
to be measured. Validity is getting the results that are supposed
to be gotten and those are accurate, and which reflect the
concept that is being measured. In this study validity will help
the researcher to get the measure of the impact of incentives on
motivation. The researcher will test the validity of the
questionnaire by making use of the content validity to argue
logically about the questionnaire content. This testing aims at
showing if the questionnaire is appropriate and complete for

further analysis and findings.
Expected results study
The researcher expects to come up with the relationship
between the incentives offered to the employees by their
employers and how these incentives affect the motivation of
these workers. The researcher also hopes to identify in detail
how employees appreciate the role of incentives in their jobs.
This will help in coming up with compensation plans and
determining the best strategies for motivating employees. The
employer might use the incentives to motivate employee but
without the knowledge of the impact of the incentives on
motivation these strategies might not have any impact on the
employee motivation. The researcher also aims at understanding
the various monetary incentives for the workers that companies
can use to motivate their employees. This study is very
important for the employers because it can be used to help the
employers in developing motivation strategies for employees.
The research will determine the attitude of employees towards
incentives to determine the importance of incentives in an
organization. The types of incentives are also known determined
so that if the results find out that there is a positive impact
between the incentives and the motivation the leaders in the
organization can take advantage and create the best strategies
for the employees.
Bibliography
Ali, B. J., & Anwar, G. (2021). An Empirical Study of
Employees’ Motivation and its Influence Job Satisfaction. Ali,
BJ, & Anwar, G. (2021). An Empirical Study of Employees’
Motivation and its Influence Job Satisfaction. International
Journal of Engineering, Business and Management, 5(2), 21-30.
Comment by Diana Cole: Always provide the links and the
date you accessed the resources or the links.
Coccia, M., & Igor, B. (2018). Rewards in public
administration: a proposed classification. Journal of Social and

Administrative Sciences, 5(2), 68-80.
Hopper, E. (2020). Maslow's hierarchy of needs explained.
ThoughtCo, ThoughtCo, 24.
Landry, A. T., Gagné, M., Forest, J., Guerrero, S., Séguin, M.,
& Papachristopoulos, K. (2017). The relation between financial
incentives, motivation, and performance. Journal of personnel
Psychology.
Mhlanga, O. (2018). Factors influencing employee motivation in
hotels. African Journal of Hospitality, Tourism and Leisure.
Monnot, M. J. (2018). The effect of incentives on intrinsic
motivation and employee attitudes: A multilevel study across
nations and cultural clusters. Thunderbird International
Business Review, 60(4), 675-689.
Novianty, R. R., & Evita, S. N. (2018). Financial incentives: the
impact on employee motivation. Academy of Strategic
Management Journal, 17(6), 1-8.
Pang, K., & Lu, C. S. (2018). Organizational motivation,
employee job satisfaction and organizational performance: An
empirical study of container shipping companies in
Taiwan. Maritime Business Review.
Vlaev, I., King, D., Darzi, A., & Dolan, P. (2019). Changing
health behaviors using financial incentives: a review from
behavioral economics. BMC public health, 19(1), 1-9.

12
RESEARCH PROPOSAL
RELATIONSHIP BETWEEN FINANCIAL INCENTIVES AND
EMPLOYEE MOTIVATION
INSTRUCTION
I am now doing this in stages.
So we will continue to expand on
CH 1 Introduction which must be a 1000 words.
We now need to talk more about “THE FEDERAL RESERVE
SYSTEM” which you have already made mention of, so the
proposal would be surrounding that, also
CH 2 Literature Review 2000 words
Bear in mind you have started this already so expanding on

what you have started
CH 3 Methods (secondary /qualitative & quantitative)
2500words
CH 4 Findings 2500 words
CH 5 Conclusion 2000 words
Be sure to critically evaluate, examine and explore the
objectives.
Name:
Course Code and Name:
Instructor’s Name:
Institutional Affiliation:
Date:

Table of Contents
Introduction 4
Problem Statement 5
Objectives 7
Literature Review 8
Methodology 10
Reflections and Resources 10
Bibliography 11
Introduction

central bank. It is in responsible of issuing currency to all
following:
extended length of time.Problem Statement
Numerous researchers have sought to determine the effect of
motivation on working institutions. According to research,
motivating employees increases their performance and morale
by making them feel wanted in the workplace (Coccia & Igor,
2018). However, there is a dearth of research on the effect of
financial incentives on employee motivation. Motivation has
been discovered to bring workplace commitment. Employees are
more committed to where they gain their motivation from. A
committed employee tends to work with enthusiasm and effort.
Most employees have testified to find motivation from financial
incentives. A workplace that offers financial incentives keeps
its employees motivated hence they get committed to the
organization. Humans have specific needs that need to be
fulfilled for effective performance. In the current world,
employees value workplace motivation.
Employee motivation increases employee commitment to the
workplace. The more committed an employee is, the less likely
he is to leave the workplace. Therefore, organizations which
motivate their employees are more likely to have a higher
employee retention. Due to global competition in finding the

best skills and talent for maximum productivity of the
workplace, organizations have resulted to finding intrinsic
methods of motivating their employees. Most organizations now
fully understand the impact of employee motivation on job
performance in the workplace. Managers have focused resources
on motivating their employees to boost their morale.
Financial motivation is known to be the leading factor to an
effective and good performance. Motivation can be realized
from different actions and items. While some employees cherish
motivation from good deeds and good experience in the
workplace, there are other employees who major their
motivation on financial incentives (Landry et al., 2017). It is
the role of each organization’s management to ensure that its
employees are highly motivated through different means. A
motivated task force tends to be highly productive and achieve
set goals and targets (Landry et al., 2017). As mangers focus on
motivating their employees, they should also consider financial
incentives as a motivation plan. Currently, the world is facing
an economic turmoil, which makes it hard for people to balance
their finances in expenditure. This has led to demoralization in
the workplace as people tend to spend more than their actual
earnings. The global economic status has made it difficult for
employees to maintain a balance between work and normal life.
Therefore, the managers should come in and increase financial
incentives for employees as a means of motivating them.
Most studies have discussed the importance of employee
motivation in the productivity of an organization. However,
little is known on the relationship between financial incentives
and employee motivation. Therefore, the purpose of this study
is to close this gap by determining the relationship between
financial incentives and employee motivation. This is a case
study of government employees in the United States. Is there a
relationship between financial incentives and employees’
performance?Objectives
The primary aim of this study is to investigate the relationship

between financial incentives and employee motivation.
· Empirically determine the impact of financial incentives on
the productivity of employees.
· Formulate the recommendations on employee motivation and
financial incentives.
Through this research, employers and organizations’ managers
will understand the relationship between financial incentives
and employee motivation. This study aims at thoroughly
discoursing the impact of financial incentives over other forms
of motivation. The study also aims at discussing the form of
financial incentives that can be used as a means of motivation
by employers. The study will also aid in understanding the
impact of employee motivation from incentives to workplace
productivity and performance.
When the research problem is answered, employers will be able
to use financial incentives as the best method of employee
motivation. The recommendations from the study will help
managers and employers understand the relationship between
using financial incentives and the level of employee motivation.
Therefore, employers will make more informed decisions.
1, Do financial incentives have any impact on employee
motivation?
2. Is there a relationship between financial incentives and
employees’ performance?
Literature Review

Maslow established a hierarchical classification of human needs
in 1943. Security, self-actualization, self-esteem, physiological
needs, and belongings are the five areas of human wants.
According to the professor, a person must first be biologically
driven (De Vito et al., 2018). This is to ensure that the mental
health and value of the employee are determined. When
employees' physiological needs are met, they become content
and work toward achieving their own demands (De Vito et al.,
2018). The following step is to address security concerns. This
practice is repeated until all needs are met. Maslow asserts that
unmotivated employees are less likely to be productive. By
addressing their requirements, employees remain motivated and
perform better.
in the workplace result to job satisfaction and motivate

characteristics from the workplace leads to satisfaction at work.
on both ends of the equation. As they work on the satisfaction,
they should also focus on the dissatisfaction.
Herzberg’s two factor theory distinguishes between motivators
from work, responsibility and involvement in decision making
(Novianty & Evita, 2018). Hygiene factor as recorded by
Herzberg include salaries, fringe benefits, good pay, pay rises
and job security. According to the scholar, lack of the hygie ne
performance. However, their presence in the workplace do not
satisfaction through motivation. Methodology
people employed by the United States government.
This sample size's profile will be characterized in terms of age,
degree of education, work experience, and attitude toward

motivation. The sample technique employed represents 4% of
the entire population.
a social science-specific statistical software.
Reflections and Resources
This research will be critical in assisting firms in recognizing
the importance of financial incentives in motivating employees.
This research will make use of periodicals, magazines,
newspapers, and books on employee motivation. Additionally,
electronic sources such as the internet and the World Wide Web
will be used for research. Bibliography
De Vito, L., Brown, A., Bannister, B., Cianci, M., & Mujtaba,
B. G. (2018). Employee motivation based on the hierarchy of
needs, expectancy and the two-factor theories applied with
higher education employees. IJAMEE.
Psychology.
employee job satisfaction and organizatio nal performance: An

2
RESEARCH PROPOSAL
RELATIONSHIP BETWEEN FINANCIAL INCENTIVES AND
EMPLOYEE MOTIVATION
INSTRUCTION
I am now doing this in stages.
So we will continue to expand on
CH 1 Introduction which must be a 1000 words.
We now need to talk more about “THE FEDERAL RESERVE
SYSTEM” which you have already made mention of, so the
proposal would be surrounding that, also
CH 2 Literature Review 2000 words
Bear in mind you have started this already so expanding on
what you have started

Name:
Course Code and Name:
Instructor’s Name:
Institutional Affiliation:
Date:
Table of Contents
Introduction 4
Problem Statement 5
Objectives 7
Literature Review 8
Methodology 10
Reflections and Resources 10
Bibliography 11

Introduction
central bank. It is in responsible of issuing currency to all
following:

extended length of time.Problem Statement
Numerous researchers have sought to determine the effect of
motivation on working institutions. According to research,
motivating employees increases their performance and morale
by making them feel wanted in the workplace (Coccia & Igor,
2018). However, there is a dearth of research on the effect of
financial incentives on employee motivation. Motivation has
been discovered to bring workplace commitment. Employees are
more committed to where they gain their motivation from. A
committed employee tends to work with enthusiasm and effort.
Most employees have testified to find motivation from financial
incentives. A workplace that offers financial incentives keeps
its employees motivated hence they get committed to the
organization. Humans have specific needs that need to be
fulfilled for effective performance. In the current world,
employees value workplace motivation.
Employee motivation increases employee commitment to the
workplace. The more committed an employee is, the less likely
he is to leave the workplace. Therefore, organizations which
motivate their employees are more likely to have a higher
employee retention. Due to global competition in finding the
best skills and talent for maximum productivity of the
workplace, organizations have resulted to finding intrinsic
methods of motivating their employees. Most organizations now
fully understand the impact of employee motivation on job
performance in the workplace. Managers have focused resources
on motivating their employees to boost their morale.
Financial motivation is known to be the leading factor to an
effective and good performance. Motivation can be realized
from different actions and items. While some employees cherish

motivation from good deeds and good experience in the
workplace, there are other employees who major their
motivation on financial incentives (Landry et al., 2017). It is
the role of each organization’s management to ensure that its
employees are highly motivated through different means. A
motivated task force tends to be highly productive and achieve
set goals and targets (Landry et al., 2017). As mangers focus on
motivating their employees, they should also consider financial
incentives as a motivation plan. Currently, the world is facing
an economic turmoil, which makes it hard for people to balance
their finances in expenditure. This has led to demoralization in
the workplace as people tend to spend more than their actual
earnings. The global economic status has made it difficult for
employees to maintain a balance between work and normal life.
Therefore, the managers should come in and increase financial
incentives for employees as a means of motivating them.
Most studies have discussed the importance of employee
motivation in the productivity of an organization. However,
little is known on the relationship between financial incentives
and employee motivation. Therefore, the purpose of this study
is to close this gap by determining the relationship between
financial incentives and employee motivation. This is a case
study of government employees in the United States. Is there a
relationship between financial incentives and employees’
performance?Objectives
The primary aim of this study is to investigate the relationship
between financial incentives and employee motivation.
· Empirically determine the impact of financial incentives on
the productivity of employees.
· Formulate the recommendations on employee motivation and
financial incentives.
Through this research, employers and organizations’ managers
will understand the relationship between financial incentives
and employee motivation. This study aims at thoroughly
discoursing the impact of financial incentives over other forms

of motivation. The study also aims at discussing the form of
financial incentives that can be used as a means of moti vation
by employers. The study will also aid in understanding the
impact of employee motivation from incentives to workplace
productivity and performance.
When the research problem is answered, employers will be able
to use financial incentives as the best method of employee
motivation. The recommendations from the study will help
managers and employers understand the relationship between
using financial incentives and the level of employee motivation.
Therefore, employers will make more informed decisions.
1, Do financial incentives have any impact on employee
motivation?
2. Is there a relationship between financial incentives and
employees’ performance?
Literature Review

Maslow established a hierarchical classification of human needs
in 1943. Security, self-actualization, self-esteem, physiological
needs, and belongings are the five areas of human wants.
According to the professor, a person must first be biologically
driven (De Vito et al., 2018). This is to ensure that the mental
health and value of the employee are determined. When
employees' physiological needs are met, they become content
and work toward achieving their own demands (De Vito et al.,
2018). The following step is to address security concerns. This
practice is repeated until all needs are met. Maslow asserts that
unmotivated employees are less likely to be productive. By
addressing their requirements, employees remain motivated and
perform better.
in the workplace result to job satisfaction and motivate
characteristics from the workplace leads to satisfaction at work.
on both ends of the equation. As they work on the satisfaction,
they should also focus on the dissatisfaction.

Herzberg’s two factor theory distinguishes between motivators
from work, responsibility and involvement in decision making
(Novianty & Evita, 2018). Hygiene factor as recorded by
Herzberg include salaries, fringe benefits, good pay, pay rises
and job security. According to the scholar, lack of the hygiene
performance. However, their presence in the workplace do not
satisfaction through motivation. Methodology
people employed by the United States government.
This sample size's profile will be characterized in terms of age,
degree of education, work experience, and attitude toward
motivation. The sample technique employed represents 4% of
the entire population.
a social science-specific statistical software.

Reflections and Resources
This research will be critical in assisting firms in recognizing
the importance of financial incentives in motivating employees.
This research will make use of periodicals, magazines,
newspapers, and books on employee motivation. Additionally,
electronic sources such as the internet and the World Wide Web
will be used for research. Bibliography
De Vito, L., Brown, A., Bannister, B., Cianci, M., & Mujtaba,
B. G. (2018). Employee motivation based on the hierarchy of
needs, expectancy and the two-factor theories applied with
higher education employees. IJAMEE.
Psychology.
employee job satisfaction and organizational performance: An

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