An Empirical Study toward the motivational factors of Employees in Egypt; An Empirical Study on the Factors That Affect Employee Motivation and Their Relationship with Job Performance; Attitudes towards money and motivational orientation to work in Egyptian young workers; Employees motivation; reasons to go to work
2. Team Members
Mahmoud El Mahdy
Mohamed Abou ElGheit
Mohamed Farid
Mohamed Sami
Mohammed Yehia
Omnia Ibrahim
Wael Abd El-Sattar
Walid Zohair
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3. Agenda
Project Stages
Project Plan
Literature Review
Operational Definitions
Data Analysis
Conclusion & recommendations
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4. Project Stages
1. First Survey (Convenience Sample – 135 subjects),
2. Literature Review,
3. Operational Definitions,
4. Second Survey (Panel),
5. Data Analysis (Descriptive analysis, data visualization and Logical
Reasoning),
6. Conclusion and Recommendations,
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5. Project Progress 5
2014
Jun Jul Aug Sep 2014
Results
9/1/2014
D. Analysis
8/27/2014
Lit. Review
8/20/2014
2nd Survey
8/16/2014
1st Survey
8/1/2014
6/1/2014 - 8/19/2014 Literature Review
8/27/2014 - 8/30/2014 Logical reasoning
8/19/2014 - 8/26/2014 Data analysis
8/16/2014 - 8/18/2014
Panel focus group
sessions
7/15/2014 - 8/15/2014
Panel formulation &
preparation
7/15/2014 - 8/15/2014 Operational definitions
6/1/2014 - 7/31/2014
Offline data collection -
first survey
6/1/2014 - 7/31/2014
Online data collection -
first survey
7. Articles List
Papers Author Papers Author
Abraham Maslow Chris Joseph Appreciate to Motivate Ed Sykes
Carrot and Stick Jeremy Bentham How Can Low Wages Affect Employees
in an Organization?
Ruth Mayhew
Motivation-Hygiene Theory Frederick
Herzberg
How Do Employees Get Motivated by
Promotions?
Dennis Hartman
Instinct Theory of Motivation William James Appreciation Motivates Employees To
Work Harder, Study Says, Business
News Daily
Chad Brooks
Theories of motivation Kendra Cherry What motivates Egyptian IS managers
and personnel
Omar E. M. Khalil
1997 article
How the Most Successful People
Motivate Themselves
Paul brown The Egyptian Worker: Work Beliefs and
Attitudes” Journal of Business Ethics”
Sidani, Y., and
Jamali, D. (2010
Egyptian Job Quality Ragui Assaad,
Rania Roushdy,
and Ali Rashed
Job Security: Betsy Gallup
The Top 9 Things That Ultimately
Motivate Employees
Glenn Llopis Factors of Job Security Neil Kokemuller
What Really Motivates Employees? Ken Sundheim
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8. Motivation Theories
Hierarchy of Needs
Carrot and Stick
Incentives and fears
Motivation-Hygiene Theory
Management must look for ways to provide job enrichment for workers.
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9. Egyptian articles
Measuring Job Quality in Egypt
The Egyptian Worker: Work Beliefs and Attitudes
What motivates Egyptian managers and personnel
1. Income security: defined in terms of having an adequate income, access to social
insurance and access to medical care.
2. Employment security: defined in terms of employment regularity, presence of a legal
employment contract, paid sick leave and paid annual leave.
3. Voice representation security: defined in terms of being a member of a trade union or
professional syndicate.
4. Work security: defined in terms of having adequate working hours, decent workplace,
and reasonable commuting distance to work
5. Humanist-belief system
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10. Preliminary observation
Accordingly we hypothesize the following for Egyptian workers:
Humanistic beliefs will be rated the strongest compared to all other
belief dimensions.
Most of researches about Egyptian employees used to talk about
security even if talking about material or physical benefits.
Women are more humanistic compared to Egyptian men.
Older respondents will display less humanistic beliefs compared
with young others.
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14. Good working
conditions
Physical working
conditions
Relationship with the
staff
14Job security
Arbitrary termination
Employee
performance
Adjustment
15. Being included
Communication
Input to be
considered
15Sympathetic help
Rewarding besides
normal income
Work life balance
Retirement plans
17. Loyalty To
Employee
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Loyalty to employee
Employee satisfaction
Career development
Good Wages
Loyalty to
employee
Comparability
Number of points
Point value
Sustainability
Ann. inc. Vs.
inflation
29. Conclusion 29
Under 30 31 - 40 41 - 50 Over 50
Appreciation of Work 7 5 6 9
Being Included 4 8 8 1
Good Wages 10 10 7 5
Good Work Conditions 3 2 2 6
Interesting Work 9 1 1 4
Job Security 5 7 10 8
Loyalty to Employees 6 4 9 3
Promotion & Growth 8 9 3 2
Sympathetic Help 1 3 4 7
Tactful Discipline 2 6 5 10
30. Recommendations
To sustain capable workforce your HRM function must retain the below
preferences:
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Under 30:
Good Wages,
Interesting Work,
Promotion & Growth,
Appreciation of Work,
31 – 40:
Good Wages,
Promotion & Growth,
Being Included,
Job Security,
41 – 50:
Job Security,
Employee Loyalty,
Being Included,
Good Wages,
Over 50:
Tactful Discipline,
Appreciation of Work,
Job Security,
Sympathetic Help,
31. Recommendations
Further studies can aim toward:
Research the actual population,
Enhance the sampling, decrease the
error level
Clarifying the correlation or
causality of the variables,
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