How the employee motivation techniques and theories currently being Dissertation

How the employee motivation techniques and theories currently being used in different organisations can be changed or improved t - Dissertation Example By examining the factors that lead to job satisfaction and dissatisfaction, the report intends to establish employee motivation techniques and strategies that organizations can employee for long term employee retention. Qualitative data was collected from employees of Standard Chartered and CO-Operative banks in the United Kingdom. The factors that made employees have job satisfaction and be motivated were explored in detail. The main focus of this study is on what sustainable measures organizations can use to motivate their employees in order to reduce employee turnover. The study was based on different motivation theories that were used to guide data collection and analysis. Table of Contents Acknowledgements 2 Abstract 3 CHAPTER ONE 1 1.0 Introduction 1 1.1Background of the Study 2 1.3 Statement of the Problem 3 1.4 Purpose of the Study 3 1.5 Research Questions 3 1.6 Research Objectives 4 CHAPTER TWO 4 2.0 Literature Review 4 2.1 Employee Retention 5 2.2 Motivation 6 2.3 Employee Motivation 6 2.4 Need Theories of Motivation 7 2.4.1 Maslow’s hierarchy of needs 7 2.4.2 Herzberg’s two factor theory 8 2.5 Equity Theory 9 2.6 Vroom’s Expectancy Theory 10 2.7Job Design 12 2.7.1 Job characteristics model 12 CHAPTER THREE 15 3.0 Research Methodology 15 3.1Research Philosophy 15 3.1.1 Positivism 15 3.1.2 Interpretivism 16 3.2 Research Design 16 3.3 Research Strategy 17 3.3.1 Case study 17   3.4 Population 18 3.5 Data Collection and Instrumentation 18 3.6 Data Analysis 19 3.7 Ethical Considerations 20 3.8 Limitations and De-limitations 21 CHAPTER FOUR 22 4.0 Data Presentation and Analysis 22 4.1 Participant Demographics 22 4.2 Job Satisfaction Factors 23 4.3 Case Study Analysis 25 CHAPTER FIVE 26 5.0 Conclusion and Recommendations 26 5.2 Recommendations 27 5.2.1 Work-life balance consideration 27 5.2.2Transformational leadership and management 27 Works Cited 28 List of Figures Figure 1: Maslow’s hierarchy of needs (Maslow, 54)†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦..8 Figure 2: Vroom’s theory of expectancy model (Vroom, 1964)†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..10 Figure 3: Job Characteristics Model of Work Motivation (Hackman & Oldham, 78).................14 Figure 4: Factors for employee motivation...................................................................................25 List of Tables Table 1: Issues to Address Concerning Employees with Regard to Expectancy Theory†¦Ã¢â‚¬ ¦.....11 Table 2: Demographics of the study participants..........................................................................23 Table 3: Response of Participants on Factors for Employee Motivation.....................................23 CHAPTER ONE 1.0 Introduction It is the goal of every organization and business to be successful and have competitive advantage in its industry. In the contemporary b usiness environment, characterized by globalization and changing demographics such as Generation Y, organizations face many challenges in their quest to remain competitive. Additionally, advances in information and communications technologies (ICT) and changing consumer patterns have driven organizations globally to adopt new organizational structures and methods of production that have greatly enhanced the mobility of people, and in turn, facilitated the rate of employee turnover. An organization’s human capital is its greatest resource and crucial to its success or failure. In most cases, qualified and well-trained staff who are committed and motivated can be a source of competitive advantage. Losing competent employees can be detrimental to the productivity of an organization. With regard to this, recruiting the right employees is a challenge, but retaining these employees is