This research focuses on employee motivation in credit contract and mortgage registration unit, which is one of the more stressful jobs in private banks in Thailand. The researcher used the mixed method to discover the level of satisfaction among employees in the credit contract and mortgage registration unit. The fifty participants working in credit contract and mortgage registration unit were given a questionnaire by the researcher and then the researcher selected five participants from fifty participants for an in-depth interview.
This survey shows that the level of satisfaction in the credit agreement and mortgage entry unit is mostly at a neutral level. 9 10 4.1 Demographic characteristics of participants, classified by gender 18 4.2 Demographic characteristics of participants, classified by age 18 4.3 Demographic characteristics of participants, classified by marriage. Level of motivation of employees in credit agreements and registration of mortgages in percentage.
It provides details on the level of satisfaction in credit contract and mortgage registration unit at a private banking company. Employee motivation factors are also presented in this research to guide credit contract and mortgage registration manager to create a strategy to improve employee satisfaction. The credit contract and mortgage registration unit is one of the most important departments for private bank employees.
There are many tasks that credit contract and mortgage registration employees have to perform on a daily basis.
Problem Statement and Research Objectives
Benefits of research
LITERATURE REVIEW
Factors that affect motivation in employee
Competence development, training, growth opportunities and promotion are considered to be strong motivational factors for employees to satisfy their needs for esteem and self-actualization (Lai, 2009). When managers treat employees as individuals, they begin to treat employees with respect (Glanz, 2002).
The conclusion of Employee motivation though theories
- Maslow's hierarchy of needs
- Goal setting theory
- Self-Determination Theory (SDT)
- Herzberg's motivation-hygiene theory
According to Maurer (2001), rewards and recognition are essential factors in increasing employee satisfaction and work motivation, which is directly related to organizational achievements. Safety Needs: People need to feel safe and secure from fear, harm and threats to their existence. Maslow's hierarchy of needs gives us a theoretical tool with which we can strive for a more comprehensive and accurate understanding of human personality and behavior (Rivera, 2006).
It is that an employee's conscious intentions (goals) are primary determinants of task-related motivation, as goals guide their thoughts and actions (Locke, 1968). It is also the underlying explanation for all major theories of work motivation – whether it is Vroom's (1994) VIE theory, Maslow's (1970) or Herzberg's (2009) motivational theories, Bandura's (1986) social cognitive theory or operant-based behavior theory (Skinner, 1979) . Goal setting theory was proven in the literature to increase performance among individuals, teams and the organization in Australia, Canada, the Caribbean, England, Japan (DuBrin, 2004), Germany (Bipp & Kleingeld, 2010), Spain (Morelli & Braganza, 2012) and Sweden (Thorgren & Wincent, 2013).
Goal-setting theory asserts that motivation relies on goals that direct employees' attention and effort toward goal-relevant activities while regulating effort, persistence, task strategies, and action plans (Kinicki & Kreitner, 2009). Based on hundreds of studies, the main finding of goal setting is that individuals who are provided with specific, difficult but achievable goals perform better than those who are given easy, non-specific, or no goals at all. It is about supporting our natural or internal tendencies to behave in effective and healthy ways.
Autonomous motivation involves both intrinsic motivation and the types of extrinsic motivation in which people have identified with an activity's value and ideally will have integrated it into their sense of self. Controlled motivation, in contrast, consists of both external regulation, in which one's behavior is a function of external contingencies of reward or punishment, and mediated regulation, in which the regulation of action is partially internalized and fueled by factors such as ' an approving motive. , shame avoidance, contingent self-esteem and ego involvement (Deci &Ryan, 2008). Also known as the two-factor theory, it has received widespread attention as a practical approach to employee motivation (Hong and Waheed, 2011).
The theory states that job satisfaction and dissatisfaction are influenced by two different sets of factors. According to Herzberg, man has two sets of needs; one as an animal to avoid pain, and two as a human to grow psychologically. He also illustrated this through a biblical example: Adam after his expulsion from Eden with the need for food, warmth, shelter, safety, etc., - the 'hygiene' needs; and Abraham, capable and achieving great things through self-development - the 'motivating' needs.
RESEARCH METHODOLOGY
Research design
Sampling
The interviews were face-to-face, which is the most common interview (Charoenjarasrerk, 2014). The location of the conversation was in October in the meeting room for credit contracts and mortgage registration. The participants can answer freely and the interviews are recorded by the researcher, so that the researcher does not miss anything.
Data Analysis
- The descriptive statistics
- The Coding analysis
Codes—keywords, phrases, memories, or numbers—signaling the appearance of specific information are assigned to segments of text. In the code list, each code is linked to all text segments to which the code is assigned (Glaser & Laudel, 2011). The second possibility, which is not often mentioned in the literature, is to go a step further by indexing the content – i.e.
This can be easily achieved by adding another level of hierarchy to the 'code tree' - to each code a brief description of the content of the information found in the text segment is added as a new sub-code. Thus, the code 'receives' as many content subcodes as there are text segments to which it is applied, or fewer if the same content occurs in more than one text segment.
FINDING AND DISCUSSION
Finding from the questionnaires
- Demographic characteristics
- Levels of satisfaction in entire unit
- Factors affecting satisfaction level in the credit contract and mortgage registration employees
- The suggestion part
The researcher used descriptive analysis to analyze the data through mean, median, mode, range and standard deviation. The data show that the level of satisfaction in the unit for entering credit contracts and mortgages was mostly at a neutral level. It appears that when entering credit contracts and mortgages, employees want the organization to take better care of them.
They want more salary, more overtime pay and more explanation about the KPI evaluation because they thought that the manager promoted employees from the manager's personal opinion instead of basing the promotion on the KPI. In addition, some employees want the manager to be fairer in task assignment to employees.
Findings of the Interviews
- Salary
- Benefit
- Relationship
- Personal Goal
He thought that even though the salaries offered by the company are not the highest in the industry, the company is still in the top three for highest salaries offered in this industry. I think overall things are going well, but it could be even better if the company can also offer medical treatment benefits to employees' parents.” In my opinion, I think that the coverage of medical treatment costs is too low, especially for dental-related treatments.”.
He told the researcher that the benefits offered by this organization place the organization in the top three benefits in the same business as it is with the salaries offered. All interviewees agreed that a good relationship is one of the motivating factors that helped employees focus on their jobs. According to Fairweather (2005), employees will feel happier and work better if they perceive their employer as reasonable and fair. The interviewees in the approval officer position and officer position tend to have a bad relationship with the people they work with and many times the manager had to come and help them solve the problems.
However, they did not feel valued by the manager's willingness to help them solve problems, because in most cases, both the approval officer and the officials disagreed and felt uncertain about the manager's decisions, but they did not they dared to speak against the manager. I didn't want to do it the way he told me, but he was going to make me do it anyway so I didn't say anything more." On the other hand, the manager thought that his decision helped solve problems and made everyone happy, both subordinates and third parties.
I am willing to help my subordinates as much as possible, because sometimes they do not know what to do when problems arise. The manager's personal goal is simple; “Continue to work to the best of your ability,” the personal goals of the approval officer and the officers are very different. As can be seen from the above, some personal goals have not helped this department to be more successful and show that the employee is not motivated to work.
In summary, the participants' satisfaction is neutral and the overtime pay factor is the factor they are most dissatisfied with, followed by salary factor and salary increase factor in quantity method. While the manager thought the salaries, benefits and his participation in employees' work were appropriate, employees thought that the salaries were too low compared to their tasks and training, benefits should be more in terms of medical treatment fee coverage, overtime pay and education fund. In terms of personal goals, the manager and approval officer are just about being hardworking, but the personal goals of officers are different and some personal goals do not help to improve company performance.
RECOMMENDATION
Recommendations
Limitations and recommendation for further research
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Factors influencing employee motivation in the fast food industry: the case of KFC UK LTD. Navy Personnel Research and Development Center The Assessment of Motivation in the Saint Paul Hotel Employees, Master Degree Thesis, University of Wisconsin Stout. Trait and true self: Cross-role variation in the Big Five traits and their relationship to authenticity and subjective well-being.
Herzberg's motivation-hygiene theory and job satisfaction in the Malaysian retail sector: The mediating effect of love of money.
APPENDICES
Appendix A: The questionnaire form
Appendix B: The interview questions
