Equity and goals
During the research, qualitative data was collected through the questioner provided to the participants. The data was divided into different categories, including equity and goals, management, reward, and demographic.
Equity and goals
On this theme, the participants were to respond to two questions, which are to describe what could be improved to ensure you understand your goals and objectives. And describe how you think your manager could improve involving you in setting your goals and objectives? According to the data provided, most of the participants responded to the first question on what could be improved so as they could understand their goals and objective by providing answers that are focused on good communication (Husebø, O’Regan, & Nestel, 2015). The employees feel that when there is good communication between them and the management. Furthermore, they would prefer regular briefings before the task and after the task. This will help them be focused on their goals and objectives. What became clear on the analysis is that most employees are satisfied with the level of motivation for them to achieve their goals and objective. For example, one of the participants said I’m happy with the way I receive the information to meet my goals and objectives. Furthermore, concerning the second question on how to improve the involvement in setting goals and objectives, the employees responded that it would be appropriate if they could get one to one talks with the management most of the time. Also, it is clear that the management is able to provide feedback to the employees, and this will improve in engaging the employee in setting the goals and objectives. According to Locke’s goal-setting theory that states, when goals are established people, are motivated to take action to achieve the goals, and the managers have proven to be individuals who are able to help the employees take action in achieving the goals by involving them in goal and objective settings.
Management
Management is an essential part of the organization to help in motivating the employees for them to increase their performance (Fiaz, & Saqib, 2017). The participants were to respond to two different questions, which included describing what could be improved to motivate them at work and also describing what things demotivate them while at work. The data collected identifies the participants who responded, the majority of them felt that what could be improved for them to be motivated is that they should have bonuses when they perform well or even hit targets. Being motivated through incentives was the major opinion of the employees. Furthermore, the employees are demotivated because of other individual’s attitude towards the work, and this ends up affecting other employees and also, lack of longer contracts when working with the organization. The management should take into consideration when motivating employees what the employees feel that is a demotivating factor and try to eliminate the demotivating factors and be able to motivate the employees to increase the production (Fiaz, & Saqib, 2017).
Rewards
Rewards are essential in motivating employees because they make the employees feel appreciated. Vroom’s expectancy theory is based on the expectancy of individuals and it wil lead to an outcome, and that people are motivated by performance and expect outcomes of their own behavior. Most of the participants agreed that rewards are essential to motivate them and the most chosen reward was money. This prove vrooms theory of motivation because the employees feel that being motivate through incentives will be essential for them to be motivated and work hard and increase productivity (Husebø, O’Regan, & Nestel, 2015).
Demographic
Demographic is another factor of motivation which is mostly ignored. However the study took point to use demographic to understand how motivation is linked to demographic. The participants were to respond to one question on demographic concerning what they thought would be appropriate to be asked in the questionnaire. Most of the participant felt contented with the study and they responded no. this indicates that the study was successful in helping the employees with a platform for expression in which the data will be used to improve the situations in the organization.