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Employee Motivation to Etisalat Corporations Success
Business Description, Memo, and Proposal
Student’s Name:
Institution:
To: Wendy McDonoughFrom: [Student’s Name]Date: [due date]Subject: Employee Motivation to Etisalat Corporation’s Success
Proposal Synopsis
The research project is going to look at the factors that motivate employees at Etisalat Corporation for better performance. It will uncover factors that call for attention in order for attains best employee performance in the Company. It will examine factors that motivate employees in an organization for best performance as well as the features that connect with people performance in a diverse environment.
The Etisalat Corporation has 40 years in business specializing in technological products. It is one of the pioneering telecommunication establishments in the UAE. It is the largest company seizing an approximate of AED 90 billion market value and gets estimated annual revenue of AED 39 billion that is the equivalent of $ 10.6 billion. Owing to its aggressiveness, it has branches in nineteen countries in Africa, Asia, and Middle East. The justification of the study is that at the present day, there is an increasing rivalry on the marketplace. Corporations begin to examine and employ applicants as well as retaining the best performers. Performance is a strategy employed by top world corporations.
The relevance of the study is that owing to a number of theories established in the area of motivation, it is difficult to ascertain the exact factors that motivate employees rather than to carry out an investigation on a particular set company. It is because the level of motivation varies from company to company depending on the manner they treat their employees. It is with this view that the researcher will investigate employee motivation at Etisalat Corporation in order to ascertain the company’s success and provide a recommendation on the way forward.
The design method that will be adopted will be both the qualitative and quantitative design with the utilization of the questionnaire and interview as the instruments of data collection. Twenty resource persons will be conducted where nineteen will answer the questionnaire and interview the human resource personnel (Cooper, & schindler, 2010).
Project Description
The project is going to look at employee motivation to Etisalat Corporation’s Success. It is with a view that management of the employees in an organization is crucial in the pursuit of augmenting effectiveness as well as proceeds in an organization. The essential functions of human resource management thrive well when there is motivation. The significance of motivating employees at work is clear at all sections of the company. The employees, the management, the human resource personnel all have critical roles to play if the company is to succeed. However, owing to human complexity in behavior, motivation is hard to comprehend and to utilize (Javed, & Javed, 2013).
Plan of Action
In realizing the research, permission is going to be sought from the relevant offices so as to permit the researcher undertakes the research. Prior to the real investigation, the research is going to design the questionnaires as well as interviews questions in such a manner that is relate to the topic under investigation based on the objectives. Additionally, a consent form is to be used so as to get the consent of the resources persons. Ethical consideration will as well be taken into account so as to guard the resources persons by treating information attained as confidential and only for research purposes.
Qualifications
Motivation systems get to cheer workforce to carry out task in effective manner and as well attract probable employees. The fundamental to generating the effective motivation scheme is a reaction to the question what motivate workforces. The purpose of this research paper is to examine which motivation aspects are the most significant by employees. The aim is to scrutinize discoveries in relation present motivation theories. The comprehension from the theoretical section of this research paper together with the outcome of the study can be necessary for Etisalat Corporation, administrators and for HR specialists who organize employment campaigns concentrated on enticing workers (Achim, Dragolea, & Balan, 2013).
Conclusion
The reason of carrying out the study is to establish which motivation factors are thought as the most crucial by employees of Etisalat Corporation. The theoretical part of the research paper will depict how motivation is very multifaceted and with no simple solution to the question of inspiring workers. The outcome of the research will establish and scrutinize factors that inspire workforces from Etisalat Corporation. Even though non-monetary motivating factors are strong, they are not likely to direct to the optimum performance if they are the only source of motivation. The study will further suggest suitable motivation and reward scheme that must be endeavored to gratify an assortment of requirements from more than one group.
References
Achim, I. M., Dragolea, L., & Balan, G. (2013). The Importance of Employee Motivation To
Increase Organizational Performance. Annales Universitatis Apulensis Series Oeconomica, 2(15).
Cooper, D.R., & schindler, P.S. (2010). Business Research Methods. 8th Edition. New York: Mc
GrawHill
Javed, L., & Javed, N. (2013). An Empirical Study on the Factors That Affect Employee
Motivation and Their Relationship with Job Performance.
Annotated Bibliography (3)
Annotated Bibliography
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Emma Dorn, Bryan Hancock, Jimmy Sarakatsannis, and Ellen Viruleg, in this article, works towards describing the effects of the Corona pandemic on student wellbeing and learning. This article discusses the effects of Corona pandemic on the student body both in and outside of the education system and provides a solution to this issue. The article also points out that no one is responsible for social action, not even those that have been immune to it. The authors discuss three goals for global health: One, eliminate the remaining Corona pandemic outbreaks; Two, let everyone be productive members of society; Three, end burnout through effective communication between students and educators.
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This article discusses different perspectives of the health leaders and teachers in school. The article talks about how they feel the school leaders and teachers impact health programs. They tried to address their concerns about distance learning of physical education and why it would be difficult for them to fully implement before this pandemic. There are many different ways that online learning is impacting our classrooms today. It is no longer just a supplement for those who may not have seen the inside of a classroom in years, it has become an alternative or replacement for classroom teaching in some districts.
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This article states that a lot of funding is used to cater for the special education in various states. The authors of this article state that there are various “critical moves” that state policymakers can make in order to maintain funding. First, they believe that policymakers could focus on what needs to be done according to the law. Second, they believe that the state should use their money efficiently and dispose of the waste. They argue that this will allow the government to be able to perform their duties better and create a higher quality education. Lastly, they claim that a more diverse range of students should be educated since it is not just special needs but also other students who are struggling with different challenges in schools as well.
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The article describes the major impact of Impact Bonds (I.B). on the education sector. The article is written in the form of case studies and is split up into three different sections. The first section describes how the impact bond was introduced and what it means for the education sector. The second section talks about how private companies have supported I.B programs with company-wide goals and outlines why these companies are interested in I.Bs. The third section discusses the limitations of I.B programs, but also presents that there has been a significant positive impact on organizations who have utilized them through increased collaboration, innovation, and projects that were previously considered impossible to make happen because they had not been resource-limited by traditional fundraising methods.
Willis, J., & Tanner, S. (2020). Fair and equitable reductions to state education budgets: Evidence and considerations for the 2020/21 fiscal year. WestEd.
Jason Willis and Sean Tanner, provides a comprehensive discussion in this article about the economic impacts of public-health stay-at-home orders prompted by the Covid-19 pandemic. This article is the only one to date that provides information about the potential implications of reduced public-school attendance for a state’s budget. Some states, such as Arkansas and Montana, have even begun implementing preemptive measures to protect their budgets from the expected drop in students. These states have enacted legislation that prohibits school districts from using any funds allocated for essential personnel (such as teachers) on anything other than essential personnel during this time of crisis. Other states are considering similar measures due to uncertainty about what will happen once back-to-school rolls around.
Radey, M., Langenderfer‐Magruder, L., & Brown Speights, J. (2021). “I don’t have much of a choice”: Low‐income single mothers’ COVID‐19 school and care decisions. Family Relations, 70(5), 1312-1326.
This article represents a study by Melissa Radey, Lisa Langenderfer-Magruder, and Joedrecka Brown Speights to understand a mother’s decision making process around schooling and childcare during the Covid-19 pandemic. The Covid-19 pandemic has been identified as a “major, community‐level event”. Brown Speights et al. (2021) found that the Covid-19 pandemic caused an increase in fear and anxiety in mothers during the pandemic period. In line with previous research conducted on mothers during community disasters, this study sought to understand whether community disaster exposure is associated with school dropout and childcare decision making among single mothers. The source also elaborates on the role of socioeconomic context and how it contributes to the above decisions.
Matthews, L. E., Jessup, N. A., & Sears, R. (2021). Looking for “us”: power reimagined in mathematics learning for Black communities in the pandemic. Educational Studies in Mathematics, 108(1), 333-350.
This article is a reflective essay that examines new and evolving possibilities for Black leaders, families, teachers, and students in various ways that promote notions of digital equity in mathematics and learning spaces that erupted during the pandemic. This includes the use of digital tools and collaborative inquiry as a means to reinvigorate public dialogue about Black education, specifically in regards to mathematics education, and examine the ways that curriculum and pedagogy can be informed by an understanding of digital equity within a Black context. The article serves as an extension of my previous work (Gottfried, 2011), but with an emphasis on the contemporary relevance of these issues. How problematic perceptions of being Black may have shaped the conversations I’ve had with educational leaders in my role as a contributor.
Goldberg, S. B. (2021). Education in a pandemic: the disparate impacts of COVID-19 on America’s students. USA: Department of Education.
This article represents a report on the disparate effects of the Covid-19 pandemic on students in higher education, secondary, and elementary. Presented in a series of detailed tables and graphs, the article elucidates the deprivation experienced by Covid-19 survivors on their educational outcomes. The authors present evidence for their discussion of COVID-19 as not just an acute infectious disease but also as a chronic condition that has lasting effects on survivors’ lives. For decades, teachers have been tasked with managing students who function at vastly different levels in school, from gifted to struggling. These students have manifested diverse needs beginning early in life and increasingly requiring more specialized support over time.
Barnett, W. S., Grafwallner, R., & Weisenfeld, G. G. (2021). Corona pandemic in the United States shapes new normal for young children and their families. European early childhood education research journal, 29(1), 109-124.
In this article, W. Steven Barnett, Rolf Grafwallner & Georgenne G. Weisenfeld, illustrates how Corona Pandemic changed the health and education systems in the United States. It demonstrates how the pandemic affected the early childhood education in the United States and suggests a need to rethink the country’s technology, human interactions, and infrastructure. The article also gives insight into how the early childhood education system, has been affected and what changes need to be made. This article explores the effect on children and their families of the Corona Pandemic by W. Steven Barnett, Rolf Grafwallner & Georgenne G. Weisenfeld in the fields of early childhood education, health, and technology respectively. The study looks at how this pandemic has affected these three different fields by evaluating the effects of poverty on early childhood education, the research conducted by school nurses during this time period and how it impacted family members, as well as an attempt to determine if schools have taken adequate measures for health screenings for students that are more prone to contracting diseases like Corona.
Knopik, T., Błaszczak, A., Maksymiuk, R., & Oszwa, U. (2021). Parental involvement in remote learning during the COVID‐19 pandemic—Dominant approaches and their diverse implications. European Journal of Education, 56(4), 623-640.
This article discusses the parent’s approaches to remote education of the children, which was necessitated by the Corona pandemic in 2020. It also analyzes the role of parents’ perspectives involving the benefits and challenges of remote education. Moreover it presents the findings of a study conducted by the authors in Poland. The aim of this survey based on the data of 193 parents was to identify the main perceptions and attitudes regarding remote learning and its communication with children during the pandemic. The results show that, despite financial benefits, which are commonly believed to have determined parents’ involvement in remote education, there are many other factors influencing their attitudes towards it. Parents were concerned about and opposed to using smartphones to teach their children remotely both before and during the epidemic. Moreover, they didn’t consider this means of communication appropriate for such an important subject as medical training of children. This study is thus essential in understanding the advantage of involving the parent in their children.
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This article discusses the impact of urban teacher residency (UTR) programs in enhancing the provision of high-quality education to every student in the United States. According to these authors UTR programs provide systematic innovations regarding the preparation, retention, and recruitment of teachers. These programs provide educators with a method of gaining teaching experience and skills through a residency that takes place in a school district. They also emphasize the development of teachers’ knowledge about education policy, leadership and collaboration, instructional techniques, and the community. A content analysis from the data collected from five UTR programs in the United States was conducted to compare their elements with those of two Finnish teacher education programs. The study showed that all UTR programs included clinical practice, but there were differences between them in terms of professional training, field experience development methods, mentorship support and placement characteristics. This resource will assist me in understanding the concept of urban education and teacher education and how they can be improved.
Hodge, E. M., Salloum, S. J., & Benko, S. L. (2019). The changing ecology of the curriculum marketplace in the era of the Common Core State Standards. Journal of Educational Change, 20(4), 425-446.
This source incorporates a manuscript that describes the changing policy context of common standards and its influence on the provision of curriculum materials in U.S. The manuscript provides various innovative approaches that are being undertaken by some organizations to enhance the provision of curriculum materials in the context of common core state standards. The paper shows that the provision of updated and better quality curriculum materials to suit the needs of student’s learning will play a significant role in ensuring quality education. This source will be vital in my research since it will assist me understanding effective applications of innovative technologies to enhance efficiency in education.
Orland-Barak, L., & Wang, J. (2021). Teacher mentoring in service of preservice teachers’ learning to teach: Conceptual bases, characteristics, and challenges for teacher education reform. Journal of Teacher Education, 72(1), 86-99.
Lily Orland-Barak and Jian Wang explores key approaches to undertake teacher mentoring, which is vital when teaching students. The article concludes by providing an integrated approach to teacher mentoring, which is embedded in the instructional practice of teaching concepts. First, to be a great teacher and mentor a teacher must have leadership skills. To be a good mentor, the teacher must be interested in teaching, have good communication skills, and have some knowledge of learning theory. Both students and teachers as students should develop their competence to teach well; they also need to improve their outlook on life, work integrity and self-understanding. They also need to develop confidence with the ability to teach with generosity and empathy.
Employee Motivation Employee Motivation to Etisalat Corporations Success
Employee Motivation: Employee Motivation to Etisalat Corporation’s Success
Student name:
Institution:
AbstractThe fundamental to generating the effective motivation scheme is a reaction to the question what motivate workforces. The purpose of this research paper is to examine which motivation aspects are the most significant by employees. The aim is to scrutinize discoveries in relation present motivation theories. The comprehension from the theoretical section of this research paper together with the outcome of the study can be necessary for Etisalat Corporation, administrators and for HR specialists who organize employment campaigns concentrated on enticing workers.
The investigation relied on a questionnaire given out to 152 resource persons from Etisalat Corporation in UAE. The questionnaire asked from a list of thirteen factors of motivation based their significance. The findings established that an exciting work and better pay are the most essential factors for all employees. Promotion and growth in the corporation and complete acknowledgement of job carried out were as well incorporated among the five factors on the top based their significance
The outcome indicates that the future business people get motivated by aspects from numerous diverse groups. By being aware of the motivating factors that are the most essential for future company growth can tackle the challenge of appreciating, motivating and keeping them.
Key words: Employee motivation, Incentives, Rewards, Motivation factors, Job performance.
ProposalPurpose of the study: The research paper investigated the factors that motivate employees at Elisalat Corporation for better performance. It uncovers factors that call for attention in order for best employee performance in the Company. It examines:
What factors motivate employees in an organization for best performance?
What features connect with people performance in a diverse environment?
Research Statement: At the present day, there is an increasing rivalry on the marketplace. Corporations begin to examine and employ applicants as well as retaining the best performers. Performance is a strategy employed by top world corporations.
Relevance of the study: Owing to a number of theories established in the area of motivation, it is difficult to ascertain the exact factors that motivate employees rather than to carry out an investigation on a particular set company. It is because the level of motivation varies from company to company depending on the manner they treat their employees. It is with this view that the researcher sought to investigate employee motivation at Etisalat Corporation in order to ascertain the company success and provide a recommendation on the way forward.
Research design: the design adopts the qualitative and quantitative design with the utilization of the questionnaire and interview. 20 resource persons will be conducted where 19 will answer questionnaire and interview the HR.
Table of Contents TOC o “1-3” h z u HYPERLINK l “_Toc390174827” Abstract PAGEREF _Toc390174827 h 2
HYPERLINK l “_Toc390174828” Proposal PAGEREF _Toc390174828 h 3
HYPERLINK l “_Toc390174829” Table of Contents PAGEREF _Toc390174829 h 4
HYPERLINK l “_Toc390174830” Literature Review PAGEREF _Toc390174830 h 5
HYPERLINK l “_Toc390174831” 2.1 Work Motivation Concept PAGEREF _Toc390174831 h 5
HYPERLINK l “_Toc390174832” 2.2 Theories of Motivation PAGEREF _Toc390174832 h 6
HYPERLINK l “_Toc390174833” 2.3 The effects of motivation on employee’s performance PAGEREF _Toc390174833 h 6
HYPERLINK l “_Toc390174834” 2.4 Motivation factors – employee choices PAGEREF _Toc390174834 h 7
HYPERLINK l “_Toc390174835” 2.5 Conceptual Framework PAGEREF _Toc390174835 h 8
HYPERLINK l “_Toc390174836” 2.6 Hypothesis PAGEREF _Toc390174836 h 8
HYPERLINK l “_Toc390174837” Methodology and Approach PAGEREF _Toc390174837 h 8
HYPERLINK l “_Toc390174838” 3.1 Introduction PAGEREF _Toc390174838 h 8
HYPERLINK l “_Toc390174839” 3.2 Research Design PAGEREF _Toc390174839 h 9
HYPERLINK l “_Toc390174840” 3.3 Data Collection and analysis PAGEREF _Toc390174840 h 10
HYPERLINK l “_Toc390174841” 3.3.1 Questionnaire PAGEREF _Toc390174841 h 10
HYPERLINK l “_Toc390174842” 3.3.2 Interview PAGEREF _Toc390174842 h 11
HYPERLINK l “_Toc390174843” 4. Factors Motivate Employees in an Organization for Best Performance PAGEREF _Toc390174843 h 11
HYPERLINK l “_Toc390174844” 5. Features Connect With People Performance in Diverse Environment PAGEREF _Toc390174844 h 12
HYPERLINK l “_Toc390174845” Conclusion PAGEREF _Toc390174845 h 15
HYPERLINK l “_Toc390174846” References PAGEREF _Toc390174846 h 17
HYPERLINK l “_Toc390174847” Appendixes PAGEREF _Toc390174847 h 19
1.0 Introduction
Human capital comprises immense world wealth. Management of the employees in an organization is crucial in the pursuit of augmenting effectiveness in an organization. The one of the essential functions of human resource management is motivation. The significance of motivating employees at work is clear at all sections of the company.
Etisalat Corporation has 40 years in business specializing in technological products. It is one of the pioneering telecommunication establishments in the UAE. It is the largest seizing an approximate of AED 90 billion market value and gets estimated annual revenue of AED 39 billion that is the equivalent of $ 10.6 billion. Owing to its aggressiveness, it has branches in nineteen countries in Africa, Asia, and Middle East.
The company is one of the pioneering institutions in the whole of UAE with the cutting edge technologies with utilization of the modern technological advancement in technology. The management is keen to adopting the current technologies in strive to enlarge their market share.
As a way of increasing its market-share, in 2014, it acquired 53% of Etissalat Magrib. It saw the company capturing more than 800 million customers. The success and achievement that the company attains every day is worthy. It is not possible without dedicated ad motivated employees. It is with this view that the researcher sought to look at the employee motivation for the Elisalat success.
Literature Review2.1 Work Motivation ConceptMotives are longings, wants, feelings or instincts that drive an individual perform a task. Motivation is instigation to action. In an environment of working motivation, is to carry out an assigned task. It is a psychological procedure arising from the shared communication amid the person and the atmosphere that influences a person’s selection, energy, and perseverance. Work achievement connects with motivation. Individuals get motivated if they are optimistic of getting targeted results. Well motivated persons are likely to perform assigned task with the intention of attaining set goals (Batista-Taran et al., 2013).
2.2 Theories of MotivationMaslow’s perception of hierarchy of wants is less influential approach. It describes the motivation as an outcome of unsatisfied wants. Herzberg concentrated on dissimilarity amongst motivators categorized as extrinsic and intrinsic. Analysis illustrates that depicts substantial flaws. Vroom’s expectancy-theory describes that the motivation happens when connection in performance and results is apparent and practical. Goal theory stresses the responsibility of a feedback and placing goals relative to performance and motivation. The theory of the equity theory explains that individuals get motivated more if they receive equal treatment (Burchell, & Tumawu, 2014).
2.3 The effects of motivation on employee’s performanceManagers scrutinize means to motivate workers since they presume that the motivation can direct to some optimistic results for the company. Studies present that certainly there is a relation amid motivation and performance. Establishments frequently employ inducements to motivate their workforces (Harvard Business School, 2007). Meta-analysis on the influences of inducements on workstation performance indicates that the average influence of all inducement packages in all work locations shows a 22% boost in performance. It implies that inducements can considerably augment performance and get implemented with much caution. In the investigation, settings better than others display a reasonable degree of performance. Also, the program length determines the performance rate and long programs produce high performance rates than short programs. It as well established that the competition between employees with benefits has some influence in performance (Javed, L., & Javed, 2013).
Inducements in terms of money have a direct bearing in the rate of performance as compared to non-monetary inducements. The ambitions of individuals vary and affect the performance based on certain motivating factors. Individuals who are maximizing on income get motivated differently with individual seeking for status. Person seeking income maximization get motivated when money is a motivating factor whereas person who is seeking status get motivated more when given a position with some status (Khan, Farooq, & Ullah, 2010).
2.4 Motivation factors – employee choicesThere are vast researches carried out and establish that full appreciation of the work done, feeling of attachment in on things and exciting work are the essential motivators for workforces. The motivating factors for each employee in an establishment are safety-implying that employees who get concerned with their job security perform best with the intention of keeping a job. Interesting job is another factor-it is the job with no boredom that gets workers work to their best and delivers results. When there is a chance for progression in the job, employees tend to concentrate very well and hence high performance. Consequently when employees get appreciation, discharge of duties and task is hasten with the intention of getting appreciation and compliments now and then from the boss. The administration of the Corporation as well plays a critical role in the performance. A good visionary management can get workers perform better (Wani, 2013).
It, therefore, concludes that there are factors that motivate a group of employees more than others in a different group. Therefore, factors of motivation vary from company to company, from groups to groups, from programs to programs, and from persons. All these variations depend on the approach adopted by the organization and the individual based on the set goals.
2.5 Conceptual Framework
Figure 1: Conceptual framework
(Source: Researcher)
As the research investigates the interconnection between motivation, motivation factors, and job performance, employees of Etisalat are the sample of the study. The dependent variable is independent variable is job performance, and intervening variables are the motivation factors. The framework of the proposed conceptual model is shown.
2.6 HypothesisH1: Employees’ performances are optimistically connected to the organization’s profitability.
H2: Employees’ motivation is optimistically connected to their performances.
Methodology and Approach3.1 IntroductionThe study sought to find out employee motivation. In particular it sought to find out employees’ motivation in relation to the success of Etisalat Corporation. The study uses two methods-qualitative and quantitative approaches. The reason is to bring into line the researcher’s stand-point, which has come out from an interpretation idea that understanding of the Company purposely as composed of individual‘s working encounter with others (Flick, 2014).
Cooper and Schindler (2010) assert that qualitative-research is utilized by scholars to scrutinize facts from their own standpoint and dig-out the facts and suggestion so as to get an all-inclusive judgment of a dilemma. Based on a study by Corbin and Strauss, (2008) the five features of qualitative research are inductive reasoning, illustrative data, concern with the procedure, and naturalistic. The meaning emphasizes the need and significance of qualitative research.
In investigating current Company system, the tangible justification following such system and what formed the place with Etisalat Corporation in UAE; the study adopts an informative position via questionnaire. Also, phenomenological approach fit with the research-problem. This process takes care of the experiences of individual’s view as championed by Flick (2014), that this approach provides details of the perceptions of human beings via qualitative technique.
In arriving at investigation of Etisalat Corporation in UAE, the researcher got instigated by the success of the Corporation. Therefore, he came up with the goals of looking employees’ motivation in relation to the success of Etisalat Corporation and how the penetrate the various markets in UAE and some sections of Africa. It is evident that the qualitative approach is essential for the study, and that is why the researcher opted to conduct the research in the background of quantitative and qualitative approach.
The sample is 20 resource-people-employees of the Corporation, 19 for questionnaires, and 1 HR for interview questions (Celsi et al., 2011).
3.2 Research Design
The study utilized mixed system. The adoption of the method adopted since it facilitates utilization of both research-methods. The study employed the questionnaire for capturing quantitative collection of data and interview with open-ended questions for qualitative collection of data (Flick, 2014). Jackson (2014), asserts that the researcher get discretion to use both quantitative and qualitative methods that aid sensitivity, contextual, coherence, and creativity and born in mind that the mixture of quantitative data does imply the use of both diverse approaches (Jackson, 2014). The two methods complement one another. The introduction of the quantitative questionnaire in the research is to dig deep into the problems at hand in the study environment.
3.3 Data Collection and analysisBased on mixed research blue-print, interviews and questionnaire were the principal systems of collecting data. The researcher undertook interview and issue out questionnaires for data collection.
3.3.1 Questionnaire
This data collection method utilized to examine employees’ motivation in relation to the success of Etisalat Corporation. It is thirteen point-scales for rating and evaluating employees’ motivation in relation to the success the Corporation. Researcher chooses as it offers an opportunity to gather information regarding the employees’ motivation in relation to the success. Kumar (2005) support that the method utilized via alteration of sentiments and apprehension concerning employees’ motivation in relation to the success as it provides a deeper understanding on employees’ motivation, hence the employees’ motivation in relation to the success of Etisalat Corporation. Kumar (2005) further assert that scales of attitude offer the depth of an aspect or concern as it provides a way of merging diverse aspects to one indicator thereby reducing the danger of manipulating of opinions by a section of respondents on the matter at hand (Kumar, 2007). In addition, a scale for Etisalat Corporation developed which provide a chronological point to the major issues. Zikmund, Babin, Carr, and Griffin, (2012)assert that this present an opportunity for resource-persons to rate themselves with motivating factors and performance It is possible with the use of Likert scale presented as a bi-directional checklist with positive and negative statements ( Zikmund, Babin, Carr, & Griffin, 2012).
3.3.2 Interview
According to Jackson (2014), interviews are major parts of gathering data with the use of mixed-research. Additionally, an interview is an essential for generating procedure of recognizing other incidences. Therefore, the researcher felt that interviews provided an excellent way of getting information from the resource-persons to grasp their opinions and encounters because in an interview situation is probably a researcher to get comprehensive facts by questioning (Kumar, 2005, p.131). Hence, cross-examination is a perfect means of gathering data in a situation requiring thorough facts.
4. Factors Motivate Employees in an Organization for Best PerformanceIt is clear that he most essential factor selected was interesting work. It leads to ranking by mean due to the position of ranking with many respondents. Percentage of interesting work was 55%, 22%-good wage, 74%-well informed.
Interesting work, good wages and feeling of being well informed and involved are essential, and other factors followed in order of importance starting with full appreciation of the work done, promotion and growth in the organization, freedom to plan and execute work independently, job security, open communication, a good match between job requirements and abilities and experience, good working conditions, participation in goal setting, personal charisma to employees by supervisors, and discipline by supervisors. The last place is that of the supervisor getting 22% of responses from employees and more that 50 percent placed on the three positions ranked last. The supervisor’s individual loyalty to workers positioned in twelve and positioned in three places by 33 percent of the employees. The table 1 below illustrates the results.
Factors Results
Job Security 4.5
Interesting Work 4
Personal Loyalty to employees from supervisors 7
Good Wages 3.5
Good working Conditions 8.5
Promotion and Growth in Organization 4.7
Tactical Discipline from Supervisors 8
Full Appreciation of work done 6.5
Open Communication 8.1
Feeling of being Well informed and Involved 8.3
Freedom to plan and execute work independently 6.9
A good match between job requirements and abilities and experience 8.6
Participation in goal Setting 10.1
Figure 2: Mean ranks and other factors
5. Features Connect With People Performance in Diverse EnvironmentIn looking at gender, there is no statistically-significant difference between the distributions in means ranks of men and the mean ranks of women.
The rho correlation test of Spearman employed to assess the relationship between complete ranks given by men of women indicating strong conformity between the groups.
Besides, there are dissimilarities in order of factors for men and women. Growth and promotion are critical to men. Women critical areas are involvements and getting informed. Other factors ranked high are open communication, a good match amongst job requirements and abilities. It received high ranking by women. Independent work execution and freedom of planning ranked high by men. The table 1 indicates the ranking by both male and females.
Factors Male Female
Job Security 7 9
Interesting Work 1 1
Personal Loyalty to employees from supervisors 11 11
Good Wages 2 2
Good working Conditions 12 10
Promotion and Growth in Organization 3 6
Tactical Discipline from Supervisors 13 13
Full Appreciation of work done 4 4
Open Communication 8 5
Feeling of being Well informed and Involved 5 3
Freedom to plan and execute work independently 6 8
A good match between job requirements and abilities and experience 10 7
Participation in goal Setting 9 12
Table 1: Ranking of motivation by gender
Figure 3: Factors that motivate other people.
In looking at subordinate staff, the figure 3 indicates the results with a good wage being the leading factor that motivates people to work.
From the results, the predominant factors are interesting work and good remuneration for employees of Etisalat. It confirms the factors established by Xie, and Haidung, (2013). Work, that is interesting to employees get them performs better owing to interest and concentration. Remuneration is another critical factor. Monetary terms, allow employees meet all the needs and want in life hence they work best when given better terms. According to the theory of Maslow, the wants on a higher rank take place when, the lower get met. It explains why better pay is a critical factor for employees. Money allows one meet basic need connected to everyday expenditures.
McClelland (1968) proposed that needs alter over time. The reason is that people modify them via experience. Because a comparable group of factors was more crucial for women than for men, the difference is worth to mention. Kovach proposed that maybe women are more interested in inter-personal relations and communication than men. That confirmed in the study of employees. Open communication, was, in fact, more important for female employees than for male employees. The reason is due to the orientation to work as a life responsibility (Hafiza et al., 2011).
The study establishes that the probable options of turning a job interesting is designing a job through variety of tasks and enlarging it. Another good way is enriching the job however; it affects the pay level since there is an increase in responsibilities. Appreciation and good work environment are other factors that emerged in the study. Therefore, Elisalat and other organizations must ensure that these factors are in place for good work performance.
Conclusion
The reason of carrying out the Investigation was to establish which motivation factors thought as the most crucial by employees of Etisalat Corporation. The theoretical part of the research paper depict that motivation is very multifaceted and with no simple solution to the question what inspire workers. The outcome of the research carried out so as to establish and scrutinize factors that inspire workforces from Etisalt Corporation illustrated that motivating factors in the category of intrinsic and extrinsic are among the top of the list.
The outcome advocates that administrators and HR specialists who deal with employees or newly employed workers must not rely only on monetary terms as a principal motivation instrument. Conversely, even though non-monetary motivating factors are strong, they are not likely to direct to the optimum performance if they are the only source of motivation. The study further suggests that the most suitable motivation and reward scheme must endeavor to gratify an assortment of requirements from more than one group. The perfect job for a person has to be interesting and well remunerated. Furthermore, the work atmosphere should generate a feeling of attachment, indebtedness and protection.
Conceivably there have to be as well an immense opportunity for elevation. The designated job would encourage workforces to execute tasks very well. Even though, it may be difficult to present a position that meets all those necessities, Etisalat and another Corporation must be aware of their presence. Establishments can convene the task of drawing, inspiring and keeping workforces by being equipped for a multiplicity of the anticipations. The facts gotten from the research paper may be a decent beginning position for generating motivation structures for employees as well as for preparation of recruitment focused on future employees for Etisalat Corporation.
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AppendixesQUESTIONNAIRE FOR EMPLOYEES
Dear employees
In the course of my research project, I would like to ask you to fill a short questionnaire about factors that motivate you in your job.
Your answers are anonymous and confidential. It will take no more than 3 minutes to complete the questionnaire. Tick where applicable.
1. Gender:
Male
Female
2. How old are you?
3. What is your nationality?
4. Do you already have a study related job?
Yes
No
5. Please rank the following factors in order of how each one will motivate you in your future job or motivates you if you already have a study related job. Insert a number in front of the factors.
(Where 1 = Most, 13 = Least)
Job security
Interesting work
Personal loyalty to employees from your superiors
Good wages
Good working conditions (such as light, temperature, cleanliness, low noise level)
Promotion and growth in the organization
Tactful discipline from your superiors
Full appreciation of work done
Open communication
Feeling of being well informed and involved
Freedom to plan and execute work independently
A good match between your job requirements and your abilities and experience
Participation in goal setting
6. If there is any other factor that you find motivating at work please state it here:
……………………………………………………………………………………………………
……
7. What are three the most important factors that motivate other people?
(Please mark them using X)
Job security
Interesting work
Personal loyalty to employees from superiors
Good wages
Good working conditions (such as light, temperature, cleanliness, low noise level)
Promotion and growth in the organization
Tactful discipline from superiors
Full appreciation of work done
Open communication
Feeling of being well informed and involved
Freedom to plan and execute work independently
A good match between job requirements and abilities and experience
Participation in goal setting
Your help is very much appreciated.
Thank you for your support
INTERVIEW QUESTIONS FOR HR
What kind of motivating system or method are you currently using for reporting progress on your organization?
What kind of metrics or measure do you currently use to measure the employees performance in your organization?
How do you follow through on work that you delegate to workforce? Can you give an example of the method employed?
Indicate some of the significant development efforts you have undergone in the last few years in performance management.
What are the challenges encountered in the organization in relation to the performance management and employee motivation?
What are the challenges do you encounter in relation to poor performance?
How do you deal with these challenges
Is the organization has reward system/structure? How often do you reward your employees?
What are the motivating factors employed in the company as a way of motivating employees?
Describe in your own words motivation system in the organization. How has it assisted in the organization’s function?
In general what can you say about the performance appraisal system in relation to the company/ achievements?
Thank you for your support