The results show that there are many factors that influence motivation and job satisfaction of managers and employees in a retail company in Thailand. Money is an important hygiene factor as an extrinsic motivator for motivation and job satisfaction of employees. Motivation and personality (2nd edition) 9 2.2 Hygiene factors and motivational factors by Herzberg Factors influencing work attitude by Herzberg, 1959 12.
The purpose of this research is to investigate which factors influence employee motivation and satisfaction. Furthermore, this study's combined view of job satisfaction aims to explain that the concept demonstrates people's general attitudes toward their work and their feelings about their work. Employees' feelings and attitudes towards their work are significantly influenced by their sources of motivation and demotivation.
The researcher focused on motivation and job satisfaction factors in the marketing department (event) in company A.
Research objectives
Qualitative research is designed to show a target group's range of behavior and the perceptions that drive it with reference to specific topics or issues. It is also the opportunity to probe, which allows the researcher to reach beyond the initial answers and rationales (Qualitative Research Consultants Association, 2015). The researcher obtained primary sources by using face-to-face surveys of small groups of people.
Personal interviews are useful when you want detailed information about a person's thoughts and behavior, or when you want to explore new issues in depth. Primary data is typically collected using a series of formal practices in which the researcher questions and records the findings.
Research Scope
Expected Benefits
What is motivation?
34;Motivation is generally understood to indicate the strength of a person's desire to achieve a goal" (Schmidt, Palminteri, Lafargue, & Pessiglione, 2010). Motivation is fundamental to employee behavior, such as loyalty, good citizenship and work performance at high output and high quality levels Motivation is defined as those internal and external forces that cause actions that continue until a certain goal is achieved.
In companies, these behavioral triggers are different needs that employees try to satisfy through various intrinsic and extrinsic rewards they receive at work (Arnolds, 2007). Also, “Motivation is generally considered an internal state that initiates and maintains goal-directed behavior” (Mayer, 2011). On the other hand, Motivation is defined by Saraswathi (2011) as “the willingness to expend great effort toward organizational goals, conditioned by the ability of the effort to satisfy an individual need.”
Therefore, the definitions of motivation given by various researchers clearly have some similar meanings such as drive, energy and action. Researchers agree that individuals' motivations begin with the recognition of a desire that is not present at the time the individual notices it, followed by a mental desire to achieve something, followed by physical actions to obtain the desire. We can summarize it by saying that motivation is important for both an individual and a company.
The more teamwork and individual employee contributions, the more profitable and successful the company is. Motivation will lead to an optimistic and challenging attitude in the workplace (Management study guide, 2015).
Factors affecting Employees’ motivation
Managers often think that monetary incentives are the best way to motivate employees, but from the employees' perspective, more non-monetary incentives are better (Bessell, Dicks, Wysocki, & Kepner, 2003).
Relationship between motivation and job satisfaction
Maslow’s Hierarchy of Needs
- Physiological needs
- Safety needs
- Social needs
- Esteem needs
- Self-actualization
This theory proposed what is probably the best-known conceptualization of human needs in organizations. Abraham Maslow was a clinical psychologist who presented his theory based on personal judgment which was commonly known as the Hierarchy of Needs Theory. According to him, if people grow up in an environment in which their needs are not met, they are unlikely to function as healthy individuals or well-adjusted individuals.
Physiological needs are the needs at the bottom of the triangle and include the lowest order and most basic needs. This includes the need to satisfy basic biological drives such as food, air, water and shelter. According to Maslow, companies must provide employees with a salary that allows them adequate living conditions.
The reasoning here is that any hungry employee is unlikely to make much of any contribution to the company. They refer to the need for a safe working environment, free from threats or harm. The rationale for safety needs is for employees to work in a harm-free environment and perform their work without fear of harm.
To meet these needs, companies encourage employee participation in social events such as picnics, organizations that go bowling. This refers to the need to become all that one is capable of being in order to develop one's full potential. The rationale here holds to the point that self-actualized employees represent valuable assets for the organization's human resources (Kaur, 2013).
Herzberg’s Two factors Theory
Factors Affecting Job Attitudes
The following table shows the top five factors causing dissatisfaction and the top five factors causing satisfaction, listed in order of higher to lower importance. High hygiene + high motivation = The ideal situation where employees are highly motivated and have few complaints. A situation where the job is exciting and challenging, but the pay and working conditions are not.
This theory encourages managers not to be one-sided in considering factors that motivate employees, but instead to consider all of the two factors to optimally motivate and satisfy employees to get the best out of them (Herzberg, 1959). Arnold (2007) also found that financial rewards are important motivators of lower employee job performance, but not more important than social rewards in manufacturing and retail industries in South Africa. Tan Teck Hong & Waheed (2011) confirmed that working conditions are the most important level of job satisfaction in a Malaysian retail industry.
According to Ahmad, Wasay and Malik (2012), rewards and benefits play a key role in motivating employees in the aviation industry in Pakistan. Ahmed Sadat Kamal (2014) also found that in the UK retail sector, incentives such as salary increase, cash, gifts and holidays play a crucial role in motivating employees and this helps encourage them to achieve higher goals reaches.
Conceptual Framework
Employee
METHODOLOGY
- Data Collection
- Gathering Data by face-to-face interview
- Probing technique
- Interview Questions
- Data Source
- Data Analysis
Social cues, such as voice, intonation and body language of the interviewer can give the interviewer a lot of extra information that can be added to the oral answer of the interviewees to a question (Opdenakker, 2006). The advantage of qualitative method is that it gives the researcher the opportunity to explore initial participant responses, such as asking why and how. The researcher should listen to what the participants say, engage with them according to their individual personalities and try to probe to encourage the participants to elaborate on their answers (Merriam, 2009).
The research objectives of the study and the characteristics of the study population determine who and how many people to select. Convenience samples are sometimes referred to as "incidental samples" because elements may be included in the sample simply because they happen to be close to where the researcher is conducting data collection. A convenience sample is the terminology used to describe a sample in which elements are selected from the target population based on their accessibility or convenience to the researcher.
In this research, the researcher interviewed 10 out of 13 employees in the marketing department using convenience sampling. The research will use coding such as reflection, writing and journaling to analyze the data. Data coding facilitates data retrieval, comparisons, and identification of patterns that warrant further investigation.
As the researcher reads through their data set, the number of codes they have will evolve and grow as more topics or themes become apparent. The list of codes will help the researcher identify the problems in the data set (Gibbs & Taylor, 2010). They can be generated during the data collection process, for example through in-depth interviews or focus groups; The underlying principle of narrative research is that stories are the source of the data used, and their analysis opens a gateway to a better understanding of a given research topic (Guest, Namey, E.,. & Mitchell, M., 2013) .
RESEARCH FINDINGS
- Analysis from face-to-face interviews
- Recommendation from interviewees
- Discussion
- Limitation
- Future research
In contrast, I asked the same questions to the employees, and five of them mentioned that the salary is the most important factor for them, as the following examples;. Although the quality of the interpersonal relationship alone is not enough to produce employee productivity, it can contribute critically to it. I choose to work here because I expect the company to provide a good career path and advancement.”.
It's cool to make people believe that the company is doing this for us and we will work harder. This chapter is a summary of the factors that affect employee satisfaction in a retail business. Hopefully, this paper will be beneficial for the managers of this organization to understand the employees and motivate the employees through organized collective action and monitoring properly, leading to employee satisfaction.
The chosen organization is the hope of employees who want to work with head, hand, strength and happiness. Employee motivation related to employee satisfaction is fundamentally important and goes beyond a happy workforce because there is a clear link between satisfied, motivated employees and satisfied customers. In other words, the manager focuses on creating employee satisfaction, focuses on what motivates employees, and those motivated/satisfied employees will take good care of your customers.
The result shows that managers and employees agreed on the importance of motivation on employees' performance, but managers and employees focus on different factors. In relation to Herzberg's two-factor theory, the following is the summary of the factor that influences job satisfaction of employees in Company A;. From the findings, the researcher found out that most employees in Company A mentioned about Pays and benefits is the factor they worry about leading to job satisfaction.
It is in stark contrast to what Herzberg said as money is the motivator that can lead to job satisfaction. Herzberg argued that the full range of hygiene factors will not necessarily result in employee job satisfaction.
