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- Research Overview
- Research Problem
- Research Aims and Objectives
- Research Questions
- Design Limitations of the Study
- Structure of the Dissertation
The issue of employee motivation has been one of the most researched topics in the UAE. Therefore, the main problem of the study is employee motivation in medical centers in the United Arab Emirates and its effect on their productivity.
Introduction
Definitions
Productivity: Employee productivity refers to the evaluation of the efficiency of an employee or a group of employees (Ongori, 2007). The primary elements of commitment include the recognition and realization of the goals of the organization and the desire to work to meet the organizational expectations.
Background Discussion
- Differences between Old and New HR
- Steps to Becoming Modern Human Resource
The new HR focuses in particular on recruiting, growing, motivating and retaining staff in the organisation. In addition, achieving modern HR requires management to be driven by top management in the interests of key stakeholders.
How HR Business Partnership Evaluated
- Employee Retention
- Employee Turnover
- Organizational Commitment
- The Phenomenon of Employee Motivation
According to this psychological approach, employee commitment should be understood as "the relative strength of an individual's identification with involvement in a particular organization" (Steers, Mowday & Porter, 1979). In the last quarter of the 20th century, scholars developed a multidimensional approach to organizational commitment.
Introduction
Barriers and Enablers to HR Management
- Cultural Factors which influence Human Resource Management
- The Factors of External Environment which Influence HR Management45
The fourth dimension, power distance, is defined by Hofstede (1991) as "the extent to which the less powerful members of institutions and organizations in a country expect and accept that power is unequally distributed." In China, social traditions stemming from Confucian philosophy promote the importance of obedience. Antbonia (2013) claims that an organizational culture affects the sphere of human resources in the following four directions: recruitment, training, compensation and performance management. Most of the studies on this particular research problem are focused on examining a relationship between employees' commitment to the organization's mission and their performance.
As in the case of an organization in general, the effect of the external environment on HR management can be analyzed from the perspective of the PESTEL framework. The influence of economic factors on HR management is even more evident than political factors. Biro (2016) reports that the technology factor is likely to have a crucial impact on human resource management in the future.
A study designed by Chaudry & Javed (2012) investigated the effect of leadership style on employee motivation in the banking sector.
Introduction
The examination of social factors is therefore crucial for any research in the field of business administration. Unfortunately, the research problems, research questions and objectives described in the introduction do not fit the model of interpretivism. The title 'Human resource management, employee motivation and labor productivity' clearly implies finding a correlation between the level of employees'.
Given that quantitative methods are traditionally not used under the paradigm of interpretivism, this concept cannot be chosen as the research philosophy of this thesis. It is emphasized in the literature that pragmatism is traditionally chosen by scientists who are willing to use mixed research methods in their studies. Including these research goals in addition to a simple calculation of a correlation makes realism a less suitable research philosophy than pragmatism.
In this situation, it seems justified to claim that pragmatism is the most appropriate research philosophy for the current dissertation.
Research Methodology
They will be asked several questions about the management of human resources in their medical centers, the features of motivational programs for employees, the perceived importance of motivation for increasing work performance, and the best ways in which resource management human can positively influence the situation. Research design means conducting surveys online, through the specific tool Survey Monkey which is known as an effective platform for creating and conducting surveys. Despite the popular belief that online surveys generate less reliable data than face-to-face surveys and interviews, most researchers contend that this is not true.
Wiersma (2014) says in particular that there is currently no basis for claiming that face-to-face surveys are more reliable than online surveys.
Study Instrument
The scores given to the employees' current level of motivation and their perceived productivity will later be used in SPSS for ANOVA. The emphasis of the second questionnaire will be primarily on generating recommendations for HR management. Although it is very important to deduce the current effectiveness of HR management at medical centers and its influence on employees.
It will be added to the SurveyMonkey system, where all respondents leave their answers. It only exists on paper because interviews are conducted through online communication between the interviewer and interviewees. At the same time, it is relevant to point out that the second questionnaire is subject to change, as interviews are a less formal research method than a survey.
The exact wording of each question will depend on the specifics of the specific situation and the unique personal qualities of each interviewee.
Research Sampling
In contrast, an experienced employee is likely to understand the unique characteristics of the organization in human resources and see the aspects where improvement is needed. The sample will thus only include those respondents who have worked in medical centers for at least one year. Demographic criteria are not decisive here, as age, gender, income and level of education are not supposed to influence the respondents' opinion about HR management in their medical centers.
Second, some of the questionnaires may turn out to be irrelevant as respondents will not meet the requirement of work experience. However, expanding the number of interviewees within the range between 7 and 15 may also be acceptable. Considering the aspect of results' validity, it seems important to make sure that all the interviewees represent different medical centers.
If this goal cannot be achieved, priority will be given to the smallest possible number of respondents representing the same medical centers.
Procedure
Methods of Analysis
This instrument is the most well-known method for analyzing texts and is therefore relevant to the current situation. Krippendorff (2004) argues that six issues need to be clarified to justify the use of content analysis in a particular case: the data analyzed, its nature, the population that provided it, the context relevant to the situation, the boundaries of the analysis, and the inferences that are supposed to be generated. On the other hand, frequencies are shown where Mean, Min, Max, Standard Deviation and number of observations are listed in detail.
Here the cross tabulation will be added to the research so that the individual analysis could be seen. On the other hand, the Pearson test/correlation will also be tested so that the overall clear picture can be examined here. Cross-tabulations and regression have also been added so that the overall relationship could be explored.
Introduction
Descriptive Statistics
The results illustrated in the table show that human resource management in medical centers in the United Arab Emirates requires some improvement. While the level of motivation of the respondents is relatively high (4.13), it seems that it is not a direct result of the efforts of human resource managers. Most respondents believe that these actions are necessary, although the average value of 3.11 indicates that the situation is not catastrophic.
However, the overall effectiveness of human resource management in medical centers in the United Arab Emirates can be considered adequate. The main thing to address is that the minimum and maximum values are stated in detail as well for the five variables that were used in the research. Additionally, the standard deviation of the details is shown in detail as all five variables are explained in detail.
Therefore, the table clearly presents the mean, minimum, maximum and standard deviation value for all five variables.
Inferential Statistics
Human resource management in my medical center.' cross tab with 'HR managers at my medical center'. The HR managers at my medical center are partners who help me in my work endeavors. Human resource management in my medical center is effective in the area of improving my motivation.
HR management in my medical center.” crossed with “Current level of my motivation at work.” HR management in my medical center.” in a crosstab of “Current level of my labor productivity.” HR managers in my medical center.” crosstab showing “Current level of my motivation at work.”
Human Resources Managers at my medical center.' cross-tabulated with 'My Current Work Productivity Level'. My current level of motivation at work' crossed with 'My current level of work productivity'. My current level of motivation at work * Current level of my work productivity Crosstabulation Count.
- Introduction
- The interview Results
- Data Limitations
- Introduction
- Conclusions
- Recommendations
- Contribution of this Research
Otherwise, it would not have exceeded the effectiveness of HR management in terms of improving employee motivation. The situation drawn by the interviewees illustrates that the employment conditions at medical centers in the UAE are adequate. If the need for belonging is satisfied by the recommended improvements in the organizational culture, employee motivation will hit the last level of the pyramid.
The current dissertation is devoted to the problem of HR management's effectiveness at medical centers in the United Arab Emirates. HR management at medical centers in the UAE has been found to be relatively effective. 2013).The role of organizational learning in the relationship between quality management practices and organizational performance.Interdisciplinary journal for contemporary research in business.
1 Human resource management in my medical center is effective in the area of improving my motivation.
The Questionnaire (Interviews)
