This chapter introduces the details on the study of relationship between motivation and employees satisfaction. It presents background of study and company, problem statement, research objective, research question, research hypothesis, significant of study and definition of terms.
1.1 Background of study
Nowadays, managing organization has become more complex and challenging. The context of motivation influence employee satisfaction is the biggest challenge to the entire leader to ensure a success organization. According to
1.2 Background of Company
Guocera Tile Industry is a member of the Hong Leong Group, a Malaysian conglomerate with diverse businesses interests in various countries globally. CERAMICHE GUOCERA ranks among the most reputable brands in the global marketplace, supplying tiles to many prestigious commercial and residential development projects in over 50 countries worldwide. We provide a complete range of products ranging from glazed wall and floor tiles, porcelain tiles to fashionable crafted decorative accessories. Our team of more than 1,600 employees in our operations in Petaling Jaya, Kluang and Meru are committed to providing the best products to our customer wherever they are in the world. In line with our continuous quest for growth and globalization of our business activities, we seek ambitious and dynamic professional’s to join our team.
Hong Leong Group is involved in a wide range of manufacturing and distribution activities that generate a revenue base exceeding USD 2.5 billion. The Group’s manufacturing and distribution operation and products are represented and distributed by a worldwide network of branches, appointed distributors and agents. Leveraging on its diversity and strength, the Group is committed to producing goods of the highest quality of affordable prices through continues improvement, innovation, research and development.
1.3 Problem Statement
A major concern of the study is to describe factor staff motivation among employee in Guocera Sdn Bhd (GSB).
1.4 Research Objective
This research aims to achieve the following objectives:
i. To find out the most factor influencing employee motivation in GSB.
ii. To determine the relationship between pay and salary factor with employee motivation.
iii. To determine the relationship between work environment factor with employee motivation.
iv. To determine the relationship between leadership with employee motivation.
v. To determine the relationship between training factor with employee motivation.
1.5 Research Question
1.6 Research Hypothesis
The hypotheses of this study are shown as follow:
1.7 Significant of Study
1.8 Definition of Terms
Pay and salary
This chapter briefly discusses on literature of employee motivation. This review will elaborate more on the factor influencing employee effect their motivation during doing their task.
2.1 Employee Motivation
The motivation of employee should be the most important thing to encourage them to more motivate doing their job in the organization.
2.1.1 Definition of Employee Motivation
According to Ayesha (2015), motivated employees are needed for the survival of the organizations and it helps to increase productivity.
Theory of Employee Motivation
1. Abraham Maslow Theory
Maslow’s theory known as ERG theory. He consolidated five levels of Maslow’s hierarchy into three levels: existence (E), relatedness (R), and growth (G). Existence needs include physiological factors such as food, shelter, clothes, good pay, fringe benefits, good working conditions, etc.
Relatedness needs address our relationship with others such as families, friends, work
groups, etc. Growth needs are associated with Maslow’s last two levels, i.e. self-esteem
2. Herzberg Theory
2-factor (motivators and hygiene factors). Herzberg (1968) argued that eliminating the cause of dissatisfaction (through hygiene factors) would not result in a state of satisfaction. Satisfaction (or motivation) would occur only as a result of the use of motivators.
3. Equity Theory
Equity theory rests upon three main assumptions (Carrell and Dittrich, 1978). First, the theory holds that people develop beliefs about what constitutes a fair and equitable return for their contributions of their jobs. Second, the theory assumes that people tend to compare what they perceive to be the exchange they have with their employers. The other assumption is that when people believe that their own treatment is not equitable relative to the exchange they perceive others to be making, they will be taking actions that they deem appropriate.
2.2 Factor influence Employee Motivation
2.2.1 Definition of Pay and Salary
2.2.2 Definition of working environment
2.2.3 Definition of Leadership
2.2.4 Definition of Training
This chapter describes the method designed by researcher to conduct the study. Research methodology will explain more on research design and instrument used to develop a survey. The sampling design of the research will be summarized in population, sampling technique and sample size. This chapter also discuss on data collection and data analysis. For data analysis, it is divided into descriptive analysis, reliability testing and hypothesis testing.
3.1 Research Design
According to Sekaran and Bougie (2013), research design is a description of how to make, build oe achieve collection, measurement and data analysis based on the research questions of the study. This study aims to objective kita
The research applied a descriptive and analytical methodology to establish whether the factor of independent variables affect the dependent variable. Descriptive studies were used to describe the factor of employee motivation. As Sekaran (2013) perceptively states, a descriptive study is basically more on describing the characteristics of the interest in a situation. The demographic characteristics of the GSB employees can be describe in term of gender, age, marital status, employment and working experience.
The quantitive analysis has been adopted to gather the information on the factor influencing staff motivation among employees in GSB.
3.2 Instument Development
The instrument used was adapted and modified from __________________________. The questionnaire has been used as guidelines to examine the factor of staff motivation at GSB.
Questionnaire is a pre-formulated written set of question to which respondents record their opinions and thoughts ( Sekaran, 2013). A structured questionnaire has been designed and adapted from _____________________. The questionnaire used to obtain data related to the factors that give impact to staff motivation.
The questionnaire is comprised of six sections that focus on demographics data, dependent and independent variables section. The first section is comprised of 5 closed-ended questions on demographics data. The second, third, fourth and fifth sections are comprised of 19 questions on factor influencing staff motivation. For the last sections, 5 questions aim to evaluate the level of staff motivation. Details on the sections are as below:
Section A: Questions designed to obtain data on demographic details.
Section B: Questions designed to obtain data on pay and salary factor.
Section C: Questions designed to obtain data on work environment factor.
Section D: Questions designed to obtain data on leadership factor.
Section E: Questions designed to obtain data on training factor.
Section F: Questions designed to obtain data on staff motivation.
A 5 point Likert
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