INTRODUCTION
Introduction
It consists of six components of the studies which include the research background, problem statement, research objectives, research questions, significance of the study and conclusion. The first part of the study will start with a research background, problem statement and objectives to provide a basic understanding of the overall study.
Research Background
This will result in waste of time, energy and resources of the organizations. According to Farooq-E, Sobia and Rafia (2013), it is stated that as a result, one of the challenges facing today's organizations is how to ensure that employees are highly motivated.
Research Problem
According to the research, the research shows that there are many researchers who have conducted research on employee motivation and there is research on financial incentives and non-financial incentives. Management motivates rewards, develops and trains employees and these make it possible to improve employee productivity in many organizations.
Research Objectives and Research Questions
- Research Objective
- Specific Objective
- Research Questions
Based on the problem identified in the problem statement, lead to create the objectives of this research. What are the differences of non-financial incentives that can be used to motivate employees.
Research Significance
It helps the organizations understand the importance of non-financial incentives in relation to respect, interesting tasks, achievements and recognition. It can also be used as a source of information or document for later use by the human resources department for any further actions related to non-financial incentives.
Conclusion
In the definition of the need for affiliation, McClelland (1961) stated that the need for affiliation is establishing, maintaining or renewing a positive affective relationship with another person, and this relationship is most appropriately characterized by the word friendship, which Andrews (2017) states. According to Table 4.3.2 (a), the r-value of 0.759 reflects this motivation among employees according to each of the independent variables (respect, recognition, achievement, interesting tasks).
LITERATURE REVIEW
Introduction
This chapter deals with the literature review of variables from secondary sources. Herzberg's motivational theory, Maslow's hierarchy theory and McClelland's motivational needs theory were chosen to support the study as it has a direct relationship with the study.
Review of Literature
- Compensation
- Non-financial Incentives
- McClelland’s Motivational Needs Theory
According to Opu (2008), through the motivational measures of investment in employees made today with the expectation of future profits for an organization and quoted by Amare (2016). According to McClelland (1965), managers with a high need for institutional power are generally more effective than managers with a high need for personal power, as cited by Andrews (2017).
Review of Variables
- Motivation
- Respect
- Recognition
- Achievement
- Interesting Duties
According to Sani (2013), there are many theories of motivation that focus on different variables to describe motivation in an organizational setting as stated by Perera (2017). According to the Handbook for Leaders (2012), respect can be defined as being present in a work environment where employees are respectful and considerate in their relationships with each other, as well as with customers, clients and the public.
Proposed Theoretical or Conceptual Framework
Hypotheses Development
- Respect
- Recognition
- Achievement
- Interesting duties
According to DeCenzo and Robbins (2010); Haile (2009); Severinsson and Hummelvoll (2001), research shows that both financial and non-financial incentives influence job satisfaction and employee motivation cited by Mussie, Kathryn and Abel (2013). According to Gostick and Elton (2007), recognition refers to praise or a personal note that acknowledges achievements, including small gestures that are important to employees, cited by Mussie, Kathryn and Abel (2013). According to Ciscel (1974), investigations that have been conducted to find the relationship between compensation and individuals focused on increasing employee performance and achievement cited by Rizwan and Ali (2010).
According to Sirota, Mischkind and Meltzer (2006), Thomason (2006) and Kreitner and Kinicki (2001) stated that there is a positive relationship between achievement motivation and job satisfaction.
Conclusion
Based on the Table 4.3.2(c), the estimated to the non-financial incentive motivation among employees takes an expectation to increase by 0.292 point where β2 increased by 0.292 for each point for respect by maintaining the constant of other variables. Effects of Motivation on Employee Productivity: A Case Study of First Bank of Nigeria Plc. 2016). The impact of motivation on the employee performance and job satisfaction in IT park (software house) sector of peshawar,. Retrieved April 10, 2019, from https://cuttingedgepr.com/free-articles/employee-recognition-important/. The influence of non-monetary rewards on employee performance in Muranga Water and Sanitation Company, Murang'a County.
Currently, we are conducting a survey for our final year project titled “Motivational Effects of Non-Financial Incentives among Employees”.
RESEARCH METHODOLOGY
Introduction
It gives data collection tools, procedures and types of sampling techniques as well as a summary of the methods used in data collection.
Research Design
Sampling Design
- Target Population
- Sampling Frame and Sampling Location
- Sampling Elements
- Sampling Technique
- Sampling Size
Convenience sampling is one of the non-probability sampling techniques where subjects are selected because of their convenient access and proximity to the researchers. The advantages of convenience sampling are that it is quick, cheap, easy, and subjects are readily available. Judgment sampling can also be known as purposive sampling and is a form of convenience sampling that is chosen based on the researchers judgment of who will provide the best information to make the study successful.
A total of 200 questionnaires were randomly distributed among working adults according to the trial process.
Data Collection Methods
- Primary Data
- Secondary Data
Clear instructions are important to guide respondents in answering the question, as respondents are responsible for answering the questionnaire. Secondary data was used in this research to gain awareness and understand the motivational effect of non-financial incentives among employees. Taking advantage of the Internet, we collected data through electronic journals, articles, presentations, and general information from companies that provide availability, interactivity, and accessibility for this research.
Proposed Data Analysis Tool
- Descriptive Analysis
- Scale Measurement
- Inferential Analysis
Pearson's correlation coefficient was used to measure the degree of linear association between two variables (Hair et al, 2003). In this study it was used to measure the strength of the relationship between independent variables such as recognition, achievement, respect and interesting tasks. Pearson's correlation analysis was used because the variables were measured using interval or ratio scales.
Multiple regression method is adopted as there is only one dependent variable and five independent variables.
Conclusion
Therefore, hypothesis (H2) is accepted as there is a significant relationship between respect and motivation among employees. Therefore, hypothesis (H1) is accepted as there is a significant relationship between cognition and motivation among employees. Therefore, hypothesis (H3) is accepted as there is a significant relationship between achievement and motivation among employees.
Therefore, the hypothesis (H4) is accepted because there is a significant relationship between interesting tasks and motivation among employees.
Descriptive Analysis
- General Information
- Gender
- Age
- Ethnic Group
- Marital Status
- Highest Education Level
- Gross Income
- Working Experience
- Staff Category
- Central Tendencies Measurement of Constructs
Scale Measurement
- Reliability Analysis Test
In this study, researchers used the Cronbach's Alpha in this study to measure the validity and reliability of the variables. There are a total of 25 items of 5 different variables, including a dependent variable and independent variables that performed the reliability test to determine the Cronbach's Alpha value. Thus, it indicated that the measurement scale was stable and consistent in measuring the variables.
The strength of association for tasks of interest is considered excellent according to the rules of thumb of Cronbach's Alpha coefficient size.
Inferential Analysis
- Pearson’s Correlation Analysis
- Multiple Regression Analysis
- Implication of Correlation
Thus, it proves that 4 independent variables (respect, recognition, achievements, interesting tasks) work well and correspond to the explanation of the variation of non-financial incentives that affect motivation among employees in this research. According to Table 4.3.2(c), it can be seen that non-financial incentives affect motivation among employees, with an expected increase of 0.203 points, with β1 at 0.203 for each increased point for recognition holding other variables constant. Based on Table 4.3.2(c) above, the estimated impact of non-financial incentives on motivation among employees includes the expectation that it will increase by 0.199 points, where β3 is at 0.199 for each increased point for interesting tasks, holding other variables constant.
According to Table 4.3.2(c) above, showing that the non-financial incentives affect employee motivation increases an expectation to increase by 0.192 points, with β4 at 0.192 increasing for each point for respect by maintaining the constant of other variables.
Conclusion
Based on the study of Tore Ellingsen and Magnus Johannesson (2007), it said that there are a number of different employee surveys that suggest that employees want more than just financial incentives, and especially employees want some kind of appreciation from employers that conveys 'respect' and able to get motivation from work, cited by Muhammad and Azhar (2013). 20not%20financial%20rewards%20on%20employee%20commitment.pdf?sequence. 2008), 'The relationship between perceived training opportunities, work motivation and employee outcomes', International Journal of Training and Development. The role of financial incentives on employee motivation in financial institutions in Tanzania: a case of banking in Tanzania.
The main objective of this research is to examine the effects of non-financial incentives on employee motivation.
DISCUSSION, CONCLUSION AND IMPLICATIONS
Introduction
Summary of Statistical Analysis
- Descriptive Analysis
- Demographic Profile
- General Information
- Central Tendencies Measurement of Constructs
- Scale Measurement
- Inferential Analysis
- Pearson’s Correlation Analysis
- Multiple Regression Analysis
- Achievement affect motivation among employees
- Interesting Duties affect motivation among employees
Furthermore, the multiple regression analysis indicates that respect positively influences the motivation among employees (p=0.000). Furthermore, the multiple regression analysis indicates that recognition positively affects the motivation among employees (p=0.000). Furthermore, the multiple regression analysis indicates that performance positively influences the motivation among employees (p=0.000).
Furthermore, the multiple regression analysis indicates that interesting tasks positively affect motivation among employees (p=0.000).
Implications of the Study
- Managerial Implications
Interesting tasks offered by organizations are able for employees to perform different types of activities and tasks. So that employees don't feel bored doing the same things every day. Interesting assignments are able to expand the skills of employees as they are exposed to different functional areas of organizations.
Limitations of the Study
Recommendations of the Study
Conclusion
Influence of non-financial rewards on employee engagement at 20not%20financial%20rewards%20on%20employee%20commitment.pdf?sequence. Retrieved from https://www.workplacestrategiesformentalhealth.com/content/images/agenda/pdf/4_Civ ility_Respect_EN.pdf. https://www.workplacestrategiesformentalhealth.com/content/images/agenda/pdf/7_Recognition_Reward_EN.pdf. The impact of monetary and non-monetary rewards on employee motivation: case study of the garment industry in Sri Lanka. thesis.pdf?sequence=1&isAllowed=n. Effects of non-monetary rewards towards employee motivation: a case study of technical university in Kenya.
Retrieved from https://www.researchgate.net/publication/281638081_Examining_the_role_of_motivati on_on_employee_performance_in_the_public_sector_in_Ghana. Retrieved from https://vtechworks.lib.vt.edu/bitstream/handle Chapter%2010%20Motivation ing%20Employees.pdf?sequence=15&isAllowed=y. 2018). Examining the relationship between work-life balance and employee motivation: evidence from Jakarta local government. Assessing Non-Financial Motivation on Employee Productivity: Case of Ministry of Finance Headquarters in Hargeisa Somaliland.
