Does rewarding affect motivation in engineering and manufacturing organizations?

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ABSTRACT

The purpose of this research study is to explore that whether rewarding effects the motivation in engineering and manufacturing organisations. This research study utilizes the mixed research method. This research study comprises of phenomenological interviews and survey questionnaire that are to be filled by both managers and employees of the engineering and manufacturing organisations. The purpose of this study was to explore the relationship of personal incentives and job opportunity incentives (hereafter called job incentives) to performance. The findings of this study indicate the primary key success factor in engineering and manufacturing organizations is in dealing with people and keep them motivated and devoted. The highly motivated employee always put his/her complete efforts for the success of any engineering and manufacturing projects. The factors behind the level of motivation of employees are rewards, incentives, working environment and behavior of leadership. If the employees get rewards and incentives for their performance they always work hard for the success of organization. An underlying question basic to this research project was whether a direct linkage between performance and aspects of motivation could be established. Although levels of performance may be moderated by many other factors, such as ability, role perceptions or situational conditions, the focus of this study was centered on modeling research criteria, suggested by researchers, which produced previously successful motivation/performance linkages of performance measured over time, by more than one method, using more than one criterion of behavior and specified measures of attitude. The results of this research project demonstrated the validity of the formulation of how motivation relates to performance through application of the theory of personal investment. A second basic question underlying this research was whether meanings individuals hold about themselves or their situations affect their behavior. Meanings or perceptions appear to be of critical importance in the foundation of the theory of personal investment. The findings of this study indicate that perceived job incentives refer to the quantity of each personal incentive perceived to be available in the situation. The findings of this study suggest linkages have occurred when patterned or multiple criteria of behavior are used with job or work-specific measures of attitudes. Thus, more specified attitudes and multiple performance criteria may result in stronger linkage. The findings of hypothesis testing indicate that rewarding system of organization paly a key role in motivating the employees. It is a fact the motivated employee is the valuable asset for the productivity of the organization. the finding of this research study indicate that rewarding techniques act as a reinforcement factor for the employee career and personal life.

TABLE OF CONTENTS

ABSTRACTII

CHAPTER # 4: INTERVIEW ANALYSIS1

Phenomenology Interview Analysis1

Impact of Total Rewards on Employee Engagement3

Monetary Rewards and Theory of Incentives in Economics4

Total Rewards Themes5

Pay-program attributes6

Alignment7

Benefits7

Organizational Differences8

CHAPTER # 5: DATA ANALYSES10

Introduction10

Analysis of Survey on Rewards and Motivation for Employees10

Demography of Respondents10

Payment12

Promotion15

Recognition17

Working Conditions19

Benefits21

Work satisfaction24

Analysis of Survey for Managers26

Demography of Respondents26

Payment30

Promotion33

Recognition35

Working Conditions37

Benefits39

Work satisfaction41

Hypothesis Testing44

Summary46

CHAPTER # 6: CONCLUSIONS AND RECOMMENDATIONS47

Conclusions47

Recommendations50

Recommendations for Further Research51

REFERENCES53

For Anova Calculation55

APPENDIX56

Interview Responses56

Interview 156

Interview 257

Interview 358

Interview 459

Interview 560

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