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ASSINGMENT

SUBJECT - ORAGANISATIONAL BEHAVIOUR

RESEARCH TOPIC – MOTIVATION
PROGRAM – MBA JAN BATCH 2023
SUBMITTED BY – ANAND
SUBMITTING TO – PRIYANKA CHOUBEY
REG NO – anandMBA722@bus.alliance.edu.in

TOPIC – WHY MOTIVATION IN ORGANISTATION IMPORTANT?

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Employee motivation and engagement are key to employee performance.

Motivated employees are more productive and committed to their work.
Engaged employees are more likely to follow instructions and achieve their
goals. Organizational characteristics such as work motivation, employee
wellbeing, and employee engagement all have a strong positive impact on
employee performance. Employee performance is an effort to systematically
and continuously manage employees' ability to perform in a company.
Therefore, employees can meet the desired level of performance in a company
by giving their best to achieve company goals. The success of an organization is
influenced by employee performance. This is because every company seeks to
improve employee performance in order to achieve organizational goals that
have been set. Performance can be accepted as a result of a process or work,
this is because all employees are required to have the ability, that is, the ability
to carry out the duties charged or entrusted to him. Each task or job has an
activity that processes inputs and converts them into value-added outputs as
products or deliverables.

BELOW ARE THE 5 REASEARCH PAPERS ATTACHED TO UNDERSTAND HOW

EXACTLY MOTIVATION PLAYS AN IMPORTANT ROLE IN ACHIVING
ORGANISATIONAL GOAL IN DIFFERENT SECTION OF THE EMPLOYEE ACTIVITY.

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RESEARCH PAPER - The Influence of Leadership Style and Motivation on

Employee Performance in Drinking Water Distributor Company.

AUTHORS - Gusti Ngurah Bagus Dion Susila Abimayu

- Gusti Salit Ketut Netra
- Gusti Made Suwandana
PUBLISHED ON – 01 MAY 2023

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Research Objectives:
The primary goal of this research was to investigate how leadership style and motivation
impact employee performance within PT. Bintang Sidoraya a drinking water distributor
company in Bali, Indonesia. Specifically, the researchers aimed to understand the
relationship between these factors and employee performance.

Methodology:
The researchers adopted a quantitative research approach using an associative method. To
collect data, they surveyed 50 employees from PT. Bintang Sidoraya. The research
instrument employed for data collection was a questionnaire. This survey-based approach
allowed the researchers to quantify and analyze the responses to assess the relationships
between leadership style, motivation, and employee performance. Multiple linear
regression analysis was utilized as the statistical technique to examine the data.

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Research Findings:
The study yielded significant findings. Firstly, it found that leadership style had a positive
and substantial influence on employee performance. This implies that the manner in which
leaders within the company managed and led their teams directly affected how well
employees performed in their roles. Secondly, the research also revealed that motivation
had a positive effect on employee performance. This indicated that higher levels of
motivation among employees were associated with improved performance outcomes.

Research Results:
In summary, the research demonstrated that the leadership style employed within the
organization and the level of motivation among employees were critical factors influencing
employee performance. Essentially, when leaders adopted effective leadership styles and
employees were motivated, it led to better performance outcomes for the company. These
results suggest that organizations should pay attention to their leadership practices and
foster motivation among employees as strategies to enhance overall employee
performance and, consequently, organizational success. These findings have practical
implications for businesses and can guide them in improving their leadership practices and
motivation strategies to optimize employee performance.

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RESEARCH PAPER – THE INFLUENCE OF JOB SATISFACTION, WORK

MOTIVATION, AND EMPLOYEE COMMITMENT ON EMPLOYEE
PERFORMANCE.

YEAR OF PUBLICATION – 23 APRIL 2023

AUTHORS - Michael Sanjaya
Lilik Indrawati

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Research Objectives
This study sought to delve into the intricate dynamics between job satisfaction, work
motivation, employee commitment, and their combined impact on the performance
of permanent employees with a minimum of 1-year tenure at PT Salam Pacific
Indonesia Lines (SPIL), a container shipping company. By doing so, the research
aimed to uncover valuable insights into the factors driving employee performance
within this specific context.

Methodology :
Employing a quantitative research approach, this study collected data from 138
employees at PT SPIL through the distribution of structured questionnaires. The
data was meticulously analyzed using multiple linear regression techniques within
SPSS version 25. This rigorous methodology allowed for a comprehensive
examination of the relationships between job satisfaction, work motivation,
employee commitment, and performance, offering a solid foundation for drawing
meaningful conclusions.

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Research Findings
The study's findings were noteworthy, revealing that job satisfaction, work
motivation, and employee commitment all exerted statistically significant and
positive influences on the performance levels of employees at PT SPIL. These
insights underscored the importance of these factors in driving employee
effectiveness within the company and hinted at the potential benefits of enhancing
these aspects of the work environment.

Research Results
The study yielded crucial findings with significant implications for organizations like
PT Salam Pacific Indonesia Lines (SPIL) seeking to enhance employee
performance and overall success. Firstly, job satisfaction emerged as a pivotal
influencer of employee performance. Those reporting higher job satisfaction
demonstrated superior job performance, underlining the importance of a positive
work environment.

Secondly, work motivation was identified as another critical factor. Employees with
higher motivation levels displayed elevated performance, highlighting the need for
strategies to boost motivation, including skill development and recognition.

Furthermore, employee commitment played a substantial role, with committed

employees showcasing better performance. This emphasizes the importance of
fostering loyalty and clear communication.

Notably, these factors were interconnected, with increased job satisfaction

correlating with heightened work motivation and commitment. Thus, addressing
these aspects simultaneously through HR policies, training, and culture can
significantly enhance employee performance, offering a competitive edge in the
container shipping industry.

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RESEARCH PAPER - Effect of Reward & Recognition On

Employee Motivation

Authors: Mr. Ashish Waghe – Research scholar Yashaswi’s IIMS, PUNE

Miss Sajeeya Mulani – MBA student Yashaswi’s IIMS , PUNE
Miss Pratiksha Dambe – MBA student YCSRD Shivaji university

YEAR OF PUBLICATION – FEB 2023

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Research Objectives
This research aimed to see how rewards and recognition affect how motivated
employees are and how this impacts a company’s success. We wanted to find out if
employees feeling appreciated and getting rewarded for their work would make
them more motivated and satisfied. We also checked if different types of employees,
like those who work on the floor and those who work in offices, prefer different kinds
of recognition. By doing this, we hoped to help companies understand how to make
their employees more motivated and improve their overall performance.

Methodology
Surveys used to gather information from employees in a car company, both those
who work on the floor and in offices. Asked 112 people about their thoughts using a
scale from strongly disagree to agree. Used numbers to describe the people who
answered our questions, like their age, education, and what kinds of rewards they
liked. also did math to find out how different factors were connected. used a test to
make sure our information was reliable.

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Research Findings
The research showed that rewards and recognition have a big impact on how
motivated employees are and how well a company does. It is found that when
employees feel recognized for their achievements, they are more motivated and
satisfied with their jobs. Most employees like both getting money rewards and other
kinds of recognition. Some employees prefer one over the other. We also learned
that its’s important to make sure employees basic needs, like pay, are met before
focusing on other ways to motivate them.

Research Results
The research results show that rewards and recognition are essential for boosting
employee motivation and improving a company’s performance. The key finding is
that recognizing employees accomplishments and how it affects their performance
has the most significant impact on motivation. In our study, this accounted for 61%
of the influence of rewards and recognition on employee motivation. It is also found
that employees preferences for recognition types vary, with many appreciating both
monetary and non-monetary forms of recognition. It’s crucial for organizations to
address employees basic needs, like fair pay, before concentrating on other
motivation strategies.

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RESEARCH PAPER - THE ROLE OF EMPLOYEE MOTIVATION

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YEAR OF PUBLICATION – NOVEMBER 11 2022

AUTHORS - GABRIEL ALIER RIAK PHD
- DUT BOL AYUEL BILL
- UPPER NILE UPPER UNIVERSITY SOUTH SUDAN

Research Objectives:
This study aims to investigate the pivotal role of employee motivation in both public
and private sector organizations. The primary research objectives are:
1) To examine the positive impact of employee motivation on service quality.
2) To assess how employee competence contributes positively to service quality.
3) To explore the positive influence of employee motivation on overall employee
performance.
4) To analyze how employee competence positively affects employee performance.
5) To investigate the positive impact of service quality on employee performance.

Methodology:
This research likely employs a mixed-methods approach, incorporating quantitative
surveys and qualitative interviews. The data collected from employees in various
organizations are likely analyzed using statistical techniques such as regression
analysis to examine the relationships between variables. Qualitative data may be
subjected to content analysis for in depth insights.

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Research Findings:
The research is expected to reveal significant findings, including the positive
correlation between employee motivation and service quality. It may also confirm
that employee competence plays a vital role in enhancing service quality.
Additionally, the study is likely to demonstrate that employee motivation positively
influences overall employee performance, and employee competence is linked to
improved employee performance. Furthermore, the research may conclude that
service quality indeed has a positive impact on employee performance.

Research Results:
The results of this study could hold substantial implications for organizations. They
underscore the critical importance of fostering employee motivation and
competence to elevate service quality and overall employee performance.
Moreover, the findings emphasize the role of service quality as a catalyst for
improved employee performance. This research provides valuable insights that can
guide management strategies in public and private sector organizations to optimize
employee motivation, competence, service quality, and ultimately, overall
performance.

END
THANKYOU

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