Organisational studies have incessantly been tackling the issue of motivation and its importance to the organisation as a whole. Though a bulk of it is carried out in the manufacturing and industrial organisations, the majority of the findings tend to display a rather universal manifestation of the significance of motivation in attaining organisational gaols. This study is going to be a welcome addition to the existing organisational studies relating to motivation and effectiveness of the organisation. Specifically, the study will provide a proposal highlighting the element of staff motivation in educational institutions.
The primary objective of the study is to establish the relationship of staff motivation and the performance of the staff in
The issue of staff motivation tends to fall under the tenets of human resource management (HRM). This indicates that the issue of motivation tends to cover a whole lot of elements related to the work environment to which the employee is subjected. Some studies looked into the relationship of training and development and motivation among employees. Earlier studies indicated that training prior to the actual implementation of the job requirement among the employees tends to boost the motivation and performance of the organisation as a whole. (Baldwin, Loher, and Magjuka, 1994, 282) However, in the study of
Other similar studies have pointed out that the performance management of the employees implemented by the company tends to similarly improve the motivational levels in the organisation. Performance management is seen to be composed of two elements: goal-setting and appraisals. (Pierce and Taylor, 1999) Essentially, a considerably bulk of the literature presented in this type of motivational root is pay. Indicated in the recent works of Moynihan and Pandey (2005, 421) they claimed that pay is only one of the possible tools in ensuring the proper management of the overall performance of the employees. They indicated the need for an actual improvement of the overall environment of the organisation. They have also noted that employees in the management-level positions have the task of improving on this environment and do their best to control those factors which appear to influence the performance of their subordinates.
Another major determinant of motivation is seen in terms of compensation and incentives. As indicated in the earlier part of this paper, money is a great motivator among employees. However, recent studies have indicated that pay-performance incentives tend to be ineffective to some degree especially in the context of teaching. In the study of Gratz (2005, 568), though teachers are given a particularly appealing pay-performance incentive, this does not ensure that the current status of their performance will improve. As discussed in his study, these individuals are paid a certain amount regardless on whether they "try harder" than that expected of them.
As seen in the discussions above, the presented issues fall under the general definitions held in HRM processes. In the context of this paper, the discussions above have considerably shed light into the possible relationship of these HRM processes to the level of motivation and essentially to the performance of the employees. These HRM processes are similarly implemented in schools and universities. The academic profession has similarly been subjected to studies involving the HRM processes of the organisation. In an early study of Adler and Bartholomew (1992, 551) they have indicated that in the 90s, studies have focused directly on organisational behaviour and human resource management. This means that majority of the early works on motivation also dealt with the issue of diversity and its management, especially in the academic profession. However, recent studies have claimed that an imminent shift in the existing paradigm is in order. (Palmer, 2002, 127) With the emergence of a new market for postgraduate education in countries like
The educational institution is an important part of society. It is where the individual creates his own consciousness of the world. It is for this reason that the proper management of the personnel of universities and other higher education institutions is imperative. There have been studies implicating the undermotivation of university personnel. One study indicated that aside from the tenure situation that employee tends to find themselves into. There are similar findings that the rewards may possibly provide a greater manifestation of this issue. (Bess, 1998, 1) A similar finding is seen in the study of Greisler (2002, 1125) where he found out that the faculty tends to see students as an "inconvenience." This shows a disconcerting fact on the entire nature of higher education. With this observation, it shows that a self-destructive development is within the midst of the entire educational system. Regardless of the fact that the study is made in a different educational institution, personal experience indicates that this transpires more often as anticipated. In any case, this occurrence reveals a manifestation of low staff motivation models among the faculty displaying such demeanours. On the other hand, other studies have described the teaching profession as an inherently demotivating job because of the nature of it. (Prentice, 2001, 80) They claimed that the rather isolated and the apparent lack of integration tend to affect the levels of motivation of the faculty which in turn adds up to the turnover rate in higher education.
There are perceptively a rather scarce amount of studies relating to the relationship of staff motivation and performance. This study will attempt to establish that connection in the context of
The research is going to be based on the discovery of the staff motivation of
The study will be covering the human resource processes that the
The study will be a welcome addition to the considerable number of motivation studied in the organisational literature. In the same way, it could be a great inclusion in the scarce resources that could be seen in staff motivation in higher education institutions. Moreover, this research proposal will be an impetus for a project plan that will considerably influence the general operations of the university in terms of the training and development; performance management; and compensation and benefits of the faculty. At any rate, the students, faculty, and the university as a whole will benefit from this study.
The theory of motivation has also been included immensely in the organisational literature. Studies like that made by Wright (2001, 599) have used the motivational theories of Maslow to look into the level of effectiveness of the employees in the public sector.
In the same manner, the study of Perry (2000, 471) highlighted the need of achievement of public service personnel to boost their motivation levels. To this end this said study closely adheres to the theory of McClelland which in the same manner highlights the need of power and need for affiliation among individuals.
Similarly, the goal-setting theory has also been implemented numerous times in the academic setting. However, such studies have focused on the perspective of the students and their learning motivation. (Madden, 1997, 411)
The focus of the study is to establish the relationship of the staff motivation of the faculty of
1. How effective is
· training and development;
· performance management; and
· compensation and benefits.
2. What are the particular HRM programmes that the
· training and development;
· performance management; and
· compensation and benefits.
3. What is the level of staff motivation among the faculty of
4. How does
The study will use both qualitative and quantitative methods of research. The use of qualitative research will ensure that an illicit understanding of the topic will be provided. (Myburgh and Poggenpoel, 2005, 304) This provides a concrete foundation on the theories and past studies relating to motivation. The use of quantitative methods will also provide a concrete manifestation of the findings on an actual setting. In the same light, the use of this type of research allows the researcher to measure the parameters held in the objectives of the paper. (Benz and Newman, 1998, 2) This also indicates that the study will use questionnaires and interviews as the main tools for collecting data. Moreover, the respondents will be limited to the faculty of