MEMORANDUM
Fergusons Company has for a long time been the leading marketing company nationally. however the current analysis of the performance of this company has reveal that the company is not performing to its optimum potential, The need to improve the employee’s performance has prompted the research teams to come up with various proposals that may help us achieve this ultimate goal. I take this opportunity to inform you that, a study would be conducted to determine the role of management in motivation of employees, and the effectiveness of the motivational strategies used in the Fergusons company. In addition, there will be a discussion on the importance of motivation at Fergusons Company to come up with a better motivational tool, which can help this company revive and establish as past. The members would be expected to cooperate during the study. They would also be expected to give accurate information so that the right intervention measure can be established.
In closing, I would like to say that the success of this proposal shall depend on your cooperation. I believe that achieving the objective of this proposal shall propel the organizational performance of this company to higher limits.
Please let me know if you have any questions or comments.
Summary
Fergusons has for a long time rated as the best marketing company in the country. This performance has been attributed to the tireless effort of the employees. However in the last two years, the annual general meetings has been revealing a significantly low turnover and the profits generated has significantly reduced the research team in collaboration with the management has been working tirelessly in trying to find out what might be the problem. For a long time this company has been assessing the managing human resources through the assessment of their performance and the implementation of a good salary system. This form of management has been successful until recently when despite good salary system the general performance has been unappealing.
The company is therefore committed to establish a better motivational tool that may help counteract the current state of the company. A study on a correlation among the corporate productivity, performance assessment system and the motivational strategies would be conducted to find out information necessary for formulation of appropriate strategies necessary for improving the performance of the company.
An ordinary survey with multiple choices would be conducted to elucidate correlation among various factors acting on companies. In order to obtain as unbiased answers from responding companies as possible the survey questionnaires should be as innocuous as they can be.
In the survey conducted, the respondents will be allowed to choose more than one answers to each of the questions in order to minimize any interference or control by the surveyors. The obtained answers to the questionnaire are then subjected to the analysis. An initial proof that the proposed methodology works would be shown in terms of Spearman rank analysis correlation coefficients that would show the correlation between corporate productivity against performance appraisal system and motivation system.
The data collected shall be presented with graphs, pie charts, or tables. The conclusion made shall form a base through which the motivational process shall be prioritized. The findings and recommendations shall then be announced to the staff members so that they get to know the relevance of the new research and hence ensuring that they cooperated accordingly to the new adjustment.
Purpose
The current era is full of external stimulus from different sources such as media, internet, and people. These stimuli tend to fix any individual to a certain pattern, which he or she may not afford or sustain. This would eventually create stress to such a person hence leading to poor performance in the organization. However, through appropriate motivation, such individuals can be made to understand their selves, and how they can be their selves at all time without being swayed away. This research is to determine provide a better art of motivating the workers by basing on the psychological motivation
The scope
The scope of this study is limited to the large-scale organization. This is because the study requires highly trained personnel and statistians who can conduct the appraisal accordingly so as to avoid wrong intervention
The problem
The fact that every employee has different needs and different desires implies that the nature of motivation used to motivate such employees should gather for these specific needs if the productivity of the organization is expected to improve. This is because the productivity of an employee’s work is affected by their. Manager should also acknowledge the differences of behavior among members and understand the motivation that is expected by each member of the.
This era of information explosion has brought about some advantages as well as disadvantages. A lot of information are being passed on how to motivated workers but these information are meant only for some specific big organization that are able to give out rewards to its workers without any loss. However, these organizations still cannot realize their optimum potential. It implies that the system of performance appraisal are poor and also the motivational strategies cannot satisfy the needs of the employees It is due to this that this paper finds its base to research the motivational ways that they can be used to improve on the statues in the nation.
Hypothesis
There is a close correlation among corporate productivity, performance appraisal system and the kind of motivational system employed.
Assumption of the study
The research assumes that the current poor performance of the company is attributable to the inadequate motivational system and that the era of information explosion is implicating negatively on the workers performance and hence the need to adjust the motivational system accordingly can solve the current problems experienced by the company.
Limitation of the research
It is extremely expensive to adopt several motivational systems and to conduct the performance appraisal. Due to this, the research would be only significant to the big companies.
Literature review
Performance appraisal systems have a vital role to play as far as the success of the organization is concerned (Latham, 2007). This is because it forms an important mechanism for controlling the organization, where employees can view their performance in the immediate past and take concrete actions for improvement. it also provide important information for the management of human resources to create fair and correct decisions regarding intervention measures, promotions, incentives and training programs and career management (Goble, 1970). Special companies typically require different performance appraisal systems that go according to the needs of the functions and processes
For appropriate motivation, appropriate performance assessments must be done (Goble, 1970). Especially the provision of feedback to enable employees to learn how the employee worked; setting specific goals about what employees should do; team building to enable employees to participate with friends and their managers in solving problems that hinder their productivity, and monetary incentives that reward good performance.
According to Maslow (1954), there are three factors that affect performance: 1) individual factors: ability, skill, family background, and experience of employment, social and demographic levels of a person. 2) Psychological factors: perception, roles, attitudes, and personality, motivation and job satisfaction 3) organizational factors: Organizational structures, job design, leadership, reward systems.
Most organizations are using different modes of performance appraisal. Compensation is one of the performance appraisal commonly used. Compensation is the benefit received by employees for services that have been given to the company; it could be financial benefits in the form of salary, wages, wage incentives, bonuses, insurance, and allowances, and non-financial benefits in the form of physical conditions of work environment and payroll systems applied by the company. These rewards can motivate some employees but not necessarily other employees (Maslow, 1943). Employees will be motivated to do better work when they feel the benefits granted meets their internal and external needs. Company must realize that the system of compensation that is applied will affect employee motivation. In his equity theory, (Oliver, 1974) claims that the most highly motivated employee is the one who perceives his rewards are equal to his contributions. If he feels that he is working and being rewarded at about the same rate as his peers, then he will judge that he is being treated fairly. Conversely, according to needs theory, Abraham Maslow’s states that motivation can be achieved when the human needs are met in certain manner, which he describes in his hierarchical pyramid of needs. Although these theories attempts to justify how motivation can be done, they are not feasible in the current era. This research study therefore aims at providing a more feasible art of motivation, which can counteract the negative aspects of other theories.
Research design
This study shall adopt qualitative research design whereby a well-designed questionnaire that covers various aspects of performance appraisal and motivational system shall be administered to collect information on employers’ views about the motivation and its influence on the productivity. The level of productivity shall be determined through the review of the balance sheet. The Spearman rank analysis correlation coefficients would be used to determine the correlation between corporate productivity against performance appraisal system and motivation system.
Data presentation
The data collected shall be presented using simple graphs. The dependent axis would represent the agreement levels about various aspects of the performance appraisal and motivational system. The graph would be based on the fact that creating a nurturing environment, one in which everyone seems to be pulling in the same direction and in which peoples' contributions are valued, is even more important than reward and recognition.
The strongest relationships between the intention of people to stay and other attributes include such items as pride in the employer, the employees' affinity for the type of work, the leadership skills of management, trust, and teamwork. Thus, appropriate reward and recognition should be viewed as an important component in the creation of an overall positive environment in which both employees and employer can thrive. The level of agreement by the individual employees shall be based on questions asked in questionnaire pertaining the motivational system.
References:
Goble, F. The Third Force: The Psychology of Abraham Maslow. Richmond, Ca: Maurice
Bassett Publishing, 1970. Pg. 62.
Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The motivation to work.
New York: John Wiley & Sons.
Latham G, (2007) ‘Work Motivation-History, Theory, Research and Practice’ Foundations
for Organizational Science, Sage Publications California
Maslow, A, (1943) A Theory of Human Motivation, Psychological Review 50(4):370-96
Maslow, A. (1954). Motivation and Personality. New York: Harper. pp. 236
Oliver, R. (August, 1974). Expectancy Theory Predictions of Salesmen’s Performance.
Journal of Marketing Research 11, 243-253.
