Hrm practices on employee motivation

Employee motive is a cardinal factor in employee public presentation which adds up to public presentation of the whole house. That is why today houses are seting particular accent to seek people who are motivated. In a house the HRM section performs the undertaking of pull offing the most of import assets – the people working at that place. Thus it is the responsibility of human resource section to turn to the motivational demands of employees. It is besides of import to understand here that motive is non a undertaking but an on-going procedure. Organizations change all the clip, as do people and to prolong a changing environment each employee needs to be motivated. Another of import concern of organisations today is employee keeping which can besides be addressed through employee motive.

Background Information

It can be deducted, that from earliest recorded times group of people have been organized to work together towards planned ends. See the direction accomplishments required to construct the pyramids or the Great Wall of China. From these same beginnings we besides come to happen out that bondage was common and labour was forced. It was thought that work was something to be avoided as it got in the manner of more ideal chases. Therefore our earliest ascendants used force as tool to actuate. The division of labour was recognized by Plato. He wrote in The Republic, “ A adult male whose work is confined to such limited undertaking must needfully stand out at it ” , but it was non until the coming of Islam that bondage was banished and gaining a life through labour recognized as a esteemed signifier of business. Work was seen necessary and a service towards society. The motive behind work in the age of faiths was to prolong a life which can so be invested in worship and researching new bounds. The start of industrial revolution brought with it what we now call “ scientific direction ” . Scientific direction focused on economic efficiency labour productiveness and occupation specification ensuing in specialised sections like that for human resort. This epoch besides saw the rise of “ patriotism ” which finally gave manner to “ capitalist economy ” . Capitalism today has radically changed the bases of motive. Competition and unequal distribution of income have today led to motive theories which base on personal demands.

Problem Development

Most of the research in the topic of motive at the workplace has been carried out from a psychological and theoretical position. There are a twelve theories, which have developed over clip, seeking to turn to the implicit in factors of motive. All these theories consider the human nature and human demands as the base of rating. The Human Resource sections all over the universe are utilizing these theories to develop tools and patterns to actuate their employees. This research is directed to quantitatively analyse whether these tools and patterns have any important consequence on employee motive. From a house ‘s position this research can assist to acquire a better apprehension of practical stairss while developing HR patterns to hike employee motive which can take to greater employee public presentation.

Literature Review

The term motive represents “ those psychological procedures that cause the rousing, way and continuity of voluntary actions that are end oriented ” ( Mitchell, 1982 ) . Motivation as defined by Robbins ( 1993 ) is the “ willingness to exercise high degrees of attempt towards organisational ends, conditioned by attempt ‘s ability to fulfill some single demand ” . The effectivity of even extremely skilled employees will be limited if they are non motivated to execute, nevertheless, and HRM patterns can impact employee motive by promoting them to work both harder and smarter. HRM sections use need theories that attempt to turn to those factors that increase motive.

Maslow ( 1943 ) believed that there are at least five set of ends which are basic human demands ; physiological demands, safety, belongingness, regard and self-actualization. Equity theory recognizes that persons are non merely concerned with the absolute sum of benefits they receive for their attempts, but besides with the relationship of this sum others receive ( Robbins, 1993 ) . Similarly anticipation theory holds that “ people are motivated to act in ways that produce coveted combinations of expected results ” ( Kreitner & A ; Kinicki, 1999 ) . Thus it states that inclination of a individual to move in a certain manner depends on certain sensed strength of outlook that the act will be followed by a given result. Literature refers to this construct as entire compensation ( BeAard, Donnadieu and Priouret, 1986 ) . In this categorization, fixed wage is compensation where the sum and payment are guaranteed ( basal wage, senior status fillips, 13th month, etc. ) . The 2nd constituent is flexible wage, which includes variable wage and deferred income ( gain-sharing, fillips, inducements, goal-based wage, overtime, etc. ) .

Another theory states that “ a individual ‘s behaviour originates from picks made by that individual among alternate classs of action ” ( Vroom, 1946 ) . An extension of this theory gives manner to the thought that the undertaking itself is cardinal to employee motive. A deadening and humdrum occupation reduces motive whereas a ambitious occupation enhances motive ( Ramlall, 2004 ) . Bailey ( 1993 ) noted that the part of even a extremely skilled and motivated work force will be limited if occupations are structured, or programmed, in such a manner that employees, who presumptively know their work better than anyone else, do non hold the chance to utilize their accomplishments and abilities to plan new and better ways of executing their functions. Therefore, HRM patterns can besides act upon steadfast public presentation through proviso of organisational constructions that encourage engagement among employees and let them to better how their occupations are performed. Cross-functional squads, occupation rotary motion, and quality circles are all illustrations of such constructions.

It was pointed out by Locke ( 2010 ) that “ Goal scene is recognized, explicitly or implicitly, by virtually every major theory of work motive ” . The thought stems from the fact that rational human action is end directed. Harmonizing to Higgins ( 1998 ) “ Goals are hopes and aspirations. The strategic disposition is to do advancement by nearing lucifers to the coveted terminal province ” . Thus HRM sections can heighten motive by alining personal and organisational ends.

Related Definitions

Employee Motivation

Employee motive is the degree of energy, committedness, and creativeness that a company ‘s workers apply to their jobs.A

Organization civilization ( operational definition )

An organisational civilization is defined as the beliefs and values of an organisation. From an HR ‘s perspective organisation civilization includes all those activities which provide a platform for employees to interact with each other in a friendly environment.

Career planning

Career planning can be described as “ the procedure by which employees obtain cognition about themselves ( their values, personality, involvement, abilities, etc ) and info about the on the job environment and so doing an attempt to accomplish a proper lucifer ” and develop activities that will accomplish them.


Training may be defined as planned programme designed to better public presentation and to convey about mensurable alterations in cognition, accomplishments, attitude and societal behaviour of employees for making a peculiar occupation.


Performance assessment may be defined as a formal and systematic procedure by agencies of which the occupation relevant strengths and failing of employees are identified, observed, measured and developed.

Compensation Package

SumA of directA benefitsA ( such asA wage, A allowances, A fillip, A committee ) and indirect benefits ( such asA insurance, A pension programs, holidaies ) that anA employeeA receivesA from anA employer.

Job design

WorkA arrangementA ( or rearrangement ) aimed at cut downing or overcomingA jobA dissatisfaction andA employeeA alienationA originating from insistent and mechanisticA undertakings.

Growth ( operational definition )

If an employee gives certain degree of measureable public presentation it is the function of the HR in consultancy with their directors to retroflex this public presentation in footings of publicities.

Feedback ( operational definition )

Every organisation has certain defined parametric quantities to mensurate employee ‘s public presentation ( normally known as cardinal public presentation indexs or KPI ‘s ) . It is the function of HR to give seasonably feedback to interpret their public presentation in pecuniary or non-monetary benefits.

Goals ( operational definition )

Goals are hopes and aspirations or long-run come-at-able aims towards which employee public presentation is geared.

Entitlements ( operational definition )

They are certain benefits and installations provided to employees by the HR as per organisation ‘s regulations and ordinances.

Problem Definition

To analyze the impact of ; organisation construction, calling planning, preparation, assessment, compensation bundle, occupation design, growing, feedback, occupation security and entitlements on employee motive.

Statement of survey aims

H0: Organization civilization has no important impact on employee motive.

H1: Organization civilization has important impact on employee motive.

H0: Career planning has no important impact on employee motive.

H1: Career planning has important impact on employee motive.

H0: Training has no important impact on employee motive.

H1: Training has important impact on employee motive.

H0: Appraisal has no important impact on employee motive.

H1: Appraisal has important impact on employee motive.

H0: Compensation bundle has no important impact on employee motive.

H1: Compensation bundle has important impact on employee motive.

H0: Job design has no important impact on employee motive.

H1: Job design has important impact on employee motive.

H0: Growth has no important impact on employee motive.

H1: Growth has important impact on employee motive.

H0: Feedback has no important impact on employee motive.

H1: Feedback has important impact on employee motive.

H0: Job security has no important impact on employee motive.

H1: Job security has important impact on employee motive.

H0: Entitlements has no important impact on employee motive.

H1: Entitlements has important impact on employee motive.

Theoretical Model

Organization civilization

[ Locke, 2010 ] 5

Social assemblages

Departmental Conferences

Compensation bundle

[ Igalens & A ; Roussel 1999 ] 4


Pension programs

Stock ownership

Job design

[ Huselid, 2010 ] 4

Task design

Career planning

[ Ramlall, 2004 ] 7

Career way

Employee Motivation

[ Gardner, 2001 ] 2


Employee turnover


[ Huselid, 2010 ] 3

Training plans

Internal preparation

External preparation


[ Huselid, 2010 ] 3

Performance indexs


Assured benefits



[ Locke, 2010 ] 5

Measureable ends


[ Gardner, 2001 ] 2

KPI ‘s



[ Gardner, 2001 ] 2



Variable Reference List

Colquitt-Jason and LePine-Jeffrey ( 2000 ) . Toward an Integrative Theory of Training Motivation: A Meta-Analytic Path Analysis of 20 Old ages of Research. Journal of Applied Psychology, Vol. 85, No. 5, 678-707

Gardner-Timothy M. , Moynihan-Lisa M. , Park-Hyeon Jeong and Wright-Patrick M. “ Beginning to Unlock the Black Box in the HR Firm Performance Relationship: The Impact of HR Practices on Employee Attitudes and Employee Outcomes ” ( 2001 ) . CAHRS Working Paper Series. Paper 75.

Huselid-Mark ( 2010 ) . The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance. The Academy of Management Journal, Vol. 38, No. 3 ( Jun. , 1995 ) , pp. 635-672

Igalens-Jacques & A ; Roussel-patrice ( 1999 ) . A survey of the relationships between compensation bundle, work motive and occupation satisfaction. Journal of Organizational Behavior J. Organiz. Behav. 20, 1003-1025

Locke-Edwin ( 2010 ) . The Ubiquity of the Technique of Goal Setting in Theories of and Approaches to Employee Motivation. The Academy of Management Review, Vol. 3, No. 3 ( Jul. , 1978 ) , pp. 594-601

Meyer-John & A ; Becker-Thomas ( 2004 ) . Employee Commitment and Motivation: A Conceptual Analysis and Integrative Model. Journal of Applied, Vol. 89, No. 6, 991-1007

Ramlall-Sunil ( 2004 ) . A reappraisal of Employee Motivation Theories and their Deductions for Employee Retention within Organizations. Journal of American Academy of Business, Cambridge ; Sep 2004 ; 5, 1/2 ; ABI/INFORM Global pg. 52

Theoretical Justification of Variables

All the variables which are identified for this survey measure up two of import premises. First of wholly, these are established HRM patterns and secondly these patterns are directed towards increasing employee motive. These variables increase motive either straight by turn toing to the personal demands of employees ( Compensation bundle, assessment, entitlements, growing, feedback, calling planning and goal-setting ) or indirectly by doing the occupation gratifying ( organisational civilization and occupation design ) .

Elementss of Research Design

Type of research: Applied

Study scene: Natural

Nature of informations: Cross sectional ( Primary Data )

Mention Time period: 2010

The population for the survey is Lahore City. The existent sample will be employees who are working in private organisations which have HRM sections.

Statement of analytical attack: Statistical mold.

Expected Findingss

It is expected that different HRM patterns have a important consequence on heightening employee motive which in bend additions employee public presentation and accordingly organisational public presentation.


Respondents ‘ prejudices.

The qualitative nature of variables.

Time restraints.

Complete entree to HR resources of houses.


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