Mcclellands Achievement Need Theory

Published Date: 02 Nov 2017

Abstract

This research paper mainly focuses on the motivational factors that influence the faculties of business department at the Zayed University. Universities or colleges main achievement is by providing quality education to the students for which faculties play major role in developing the students and are the major pillars for educational institutions. Faculties intrinsic motivation and capability and the organizations support plays a vital and positive role for improving the productivity in terms of quality and productivity. This research report analyses the motivational factors for faculties at Zayed University. Management at Zayed focuses on the utilizing the maximum resources for providing better output and to motivate their faculties in providing quality education and better services.

Accurate methodologies need to be considered is generating the main objective of the research analysis. According to the research report quantitative methodology will be considered for the data analysis. This methodology will help us in gathering accurate and vast amount of information about the motivational factors of faculties and as well their perspective on the factors that should be considered for motivating them. Quantitative methodology serves as a valuable analysis and will provide us with in-depth knowledge regarding the topic of our research. They provide as with various sources of information like presentation files, online articles, journal articles, books and other online materials. We will also be having a survey as questionnaires will help us in getting the faculties feedback of the current status of motivation at Zayed University in United Arab Emirates.

On the basis of the research analysis we were able to find that the faculties of Zayed University are highly motivated and it also highlighted the various techniques and technologies used adopted by Zayed University to motivate the faculties. The results of the survey showed that the main policy considered by the Zayed University is Employees satisfaction which indirectly gives high productivity in terms of quality and growth to the educational institution. The results also showed that other techniques can also be considered by the university in terms of faculties’ perspective. The outcomes also showed that intrinsic reasons were related to the university context which promoted their proficiency and autonomy.

Acknowledgements

Apart from our efforts, the success of the project greatly depends on the guidance, support and advice of many others. This segment is dedicated to express our appreciation to the people, who are behind the success of the research study. It is, of course, our pleasure to acknowledge every person who has given us immense encouragement and support throughout the completion of the project.

We would like to show our greatest gratitude to our ……………. University, who guided, encouraged, and educated us throughout our university years, and helping us to overcome the challenges found during the process of completion of the research study. We are thankful to ……………….. for his endless support and help without his support and guidance this project would not have been materialized. We also would like to show our gratefulness towards ………………….. who have been as helpful in modelling this research report.

We cannot deny the help and support we received from Zayed University and Faculties of the business department through proceeding with our request for completing our survey. This helped us in expanding our knowledge and providing us with valuable information by accepting our request for surveys. This was a significant contribution from their side and this allowed us to accomplish our targets and allowed us to a successful research paper. This provided us great amount of knowledge which helped us reach our goals of this research.

Table of Contents

Chapter one: Introduction ……………………………………………… …… 7

Background of the study ....……………........……..……...……... 7

Zayed University ……………………………………………….….... 8

Research Objectives of the study …………………………….......... 9

Statement of the Research Problem ……………………..……..... 10

Significance of the study ………………………….……………....... 10

The research questions ……………........……..……..….………... 11

Hypothesis ……………...................................…....……………... 11

Chapter two: Literature Review 10

Research strategy and methodology .................................................. …….. 16

Primary research and finding analysis...................................... ............... 18

Conclusion and Recommendation ……………………………………. ……. 33

References………………………………………………………………………………………………………………… 35

Appendix 1: Sample Survey Questions ………………………………………. 38

Table 1 - Faculties Service at Zayed University ............................................. ........ 20

Table 2 - Level of satisfied by the support received by management .................... 21

Table 3 - Faculties involvement in the decision making processes ………………… 22

Table 4 - Zayed University’s interest in motivating the faculties of department ...... 23

Table 5 - Type of incentives that motivates Employees ……………………………. 24

Table 6 - Satisfied by the incentives provided by Zayed University ………………. 25

Table 7 - Rating based on factors for motivation ………………………………….. 26

Table 8 - level of satisfaction based on the options for motivation ……………… 27

Table 9 - Training programs are initiated by Zayed University ……… …………… 28

Table 10 – Rank the following criteria based on your motivation factor … …… 29

Table 11 – Zayed University performance appraisal system ………………….. ……. 30

Table 12: incentives, appraisal and reward system influence affects employee’s performance …………………………………………………………………………….. 31

Figure 1 - Faculties Service at Zayed University .................................................... 20

Figure 2 - Level of satisfied by the support received by management …………….. 21

Figure 3 - Faculties involvement in the decision making processes ……………….. 22

Figure 4 - Zayed University’s interest in motivating the faculties of department …. 23

Figure 5 - Type of incentives that motivates Employees ………………………….. 24

Figure 6 - Satisfied by the incentives provided by Zayed University …….. ……… 25

Figure 7 – Rating based on factors for motivation ………………………………… 26

Figure 8 – level of satisfaction based on the options for motivation ……………. 27

Figure 9 – Training programs are initiated by Zayed University ………………… 28

Figure 10 – Rank the following criteria based on your motivation factor ……. 29

Figure 11 – Zayed University performance appraisal system …………………….. 30

Figure 12 – incentives, appraisal and reward system influence affects employee’s performance …………………………………………………………………………. 31

1.0 Introduction:

1.1 Background of study

One of the significant factors that influence human performance and behaviour is motivation. Motivation is the interior drive that that leads to behaviour, and it can’t be directly observed or measured. Actually, there were times when employees were considered as another addition to enhance the production of goods or services. What possibly have changed this method of thinking about employees is a research done by Elton Mayo from 1924 to 1932 (Dickson, 1973) where he found that money is not the only motivational factor for employees and their performance is connected to their attitudes (Dickson, 1973). Therefore, various factors were identified to be implemented in measuring motivation by earlier researchers on motivation. It is very important to know the motivational factors of each employee you have since motivation works at different levels for different people. Employees need to feel motivated in order to give their best. Happy and satisfied employees lead to enhance organizational performance.

The purpose of the research analysis is to understand the motivational factors of Faculties of the business department at Zayed University. The paper also discusses the various motivational theories and understanding the current motivational theories implemented at Zayed. Motivational theories need to be considered to motivation the employees of organizations and effective use of these theories has noteworthy impact on the commitment and performance of employees which leads to success for any type of organization.

Thus, this paper will investigate on motivational factors of business department faculties at Zayed University. It is very important for Zayed University to know what factors motivate its employees, due to the fact that motivation factors have different level from one person to another. As mention earlier, human resources of any organizations can’t just name one factor and focus on it, thinking it will motivate all. In order to have loyal employees who give their best for their organization, the organization must meets and fulfills their employees’ needs to motivates them otherwise they will feel lack of satisfaction in their jobs. Thus, this study seeks to examine major important motivating factors that motivate business faculties at Zayed University and these factors are including interesting work, student’s behavior, classroom environment, personal/social factors, job security, rewards/incentives promotions, good working conditions, good wages, growth in the organization, full appreciation of work done and artful discipline.

1.2 Zayed University:

Zayed is one of the leading universities in UAE with high standards, quality education and intellectual elements. Its major role is to prepare students by provided enhanced coaching and helping them in shaping their future for to support the economic development and advancement of our nation. Its is an educational centre named after late Sheikh Zayed Sultan Al Nahyan for representing innovation, education and inspiration. The university provides education to both male and female category of students for preparing young generation for a secured future and progress. It gives talented, passionate and ambitious youths for meeting the challenges of 21st century.

The university was introduced in 1998 for UAE national women but today it is educating more than 7,121 male and female students from different parts of the world. Zayed university programs are internationally recognized and is accredited by the Middle states commission for quality assurance.

The study will took place at a government sector organization; Zayed University, UAE where the motivation system will be explored and studies. The study will also, investigate on the motivational factors for the business department faculties of the organization. To do so, a questionnaire will be developed to find such information. The study will took approximately 20 days from the date 5th – 25th of December 2012. I will be interviewing the faculties to fill out my questionnaire from 9th – 13th of December 2012 and then I will collect the data and I will analyze and give some recommendation. Moreover, the study will look at other subjects as follow:

Literature review on motivation theories

Literature review on performance

The relationship between motivation and productivity

Factors effecting motivation and productivity related to job satisfaction

Recommendation and suggestion on the current motivation system

The study limitations are the following:

The data will be collected through questionnaire; the answers might be not accurate

The sample taken for the study was only 25 faculties, the result may not be enough

Since I am a student at the college it might be difficult for me to get data

Another difficulty was limited time-span of the project

Lack of experience, it is my first time I do such a research

1.3 Research Objectives of the study

This study developed to achieve the following objectives:

Primary objective:

Determining the essential motivational factors that motivate the Zayed University Business Faculties

Secondary Objective:

Examining the effect of classroom environment, stress and the behavior of the students on the motivational level of business faculties at Zayed University

Investigating the provided monetary and non-monetary incentive outcomes on the performance of the faculties

Determining the socio-economic factors that are affecting the faculty motivational level at Zayed University.

Providing practical suggestions for improving organization’s performance

1.4 Statement of the Research Problem

The research problem of this study is associated with business department faculties’ motivation factors at Zayed University. The success of any organization depends upon inspired and motivated employees who are considered as great asset. Motivation and job satisfaction are clearly linked, to have satisfied employees you need to motivate each employee according to their own motivational factors since different employees are motivated by different factors. There is diversity of factors that can influence a person’s level of motivation. For example, one employee, money is might be the most basic motivating factor but for some other might be appreciation and recognition may play important role.

The research problem is formulated as follows:

"What are the motivation factors that help motivate Zayed University Business Department faculties? [i] "

1.5 Significance of the study

It is known that the student’s learning contingent on the productive, effective and efficient teaching, therefore the motivational factors of faculties must be investigated to help in enhancing their motivation. The motivation of faculties tends to work on an intrinsic reward system as earlier studies prove that. This can make it difficult for department heads, chairs, and other administrators to find excellent day-to-day reward strategies, particularly when the one usually valued exterior motivator. This research is of great significance. It attempts to highlight the external and internal factors which affect their faculties’ performance and productivity level. In addition it will help in enhancing the level of provided motivation by Zayed University.

1.6 Research questions

What are the motivation factors that help motivate Zayed University Business Department faculties?

Is there any relationship between motivational factors and high productivity and performance of motivate Zayed University Business Department faculties?

Is there any relationship between motivational factors and reward, recognition and incentives?

1.7 Hypothesis

Based on the literature review, the following hypotheses were developed for testing:

The relationship between incentives and the performance of employee.

The relationship between motivation factors and work performances and productivity.

The influence of recognition and rewards on employees in terms of performance.

2.0 Literature Review

The term motivation is derived from the word motive. Motive means proposal, requirement or feelings that prompt a person to action. A stimulus is behind the human behaviour and is dependent upon the purpose of the concerned person. By analyzing and studying the requirements and wishes of a person will allow us to know his motives. No universal theory can describe the factors that influence the motives of a person that restricts mans behaviour and nature at a specific point of time. There are different motives that can influence human behaviour at different times and between different people. The main purpose of the motivation studies is to analyze the different motives of a person which leads to different type of human behaviour.

According to Edwin B Flippo, Motivation can be defined as a process of trying to influence individuals to perform their task through opportunities of gaining or rewarding.

Motivation processes engages the members of the workforce to put in efforts effectively to provide their loyalty to perform the requirements of the business organization effectively. The following outcomes can be achieved if the workforces are motivated enough

The employees of the organization will be pleased if the business management provides them with necessary opportunities to satisfy their physiological and psychological requirements. Employees support and cooperation can be achieved by the management and this will indirectly supply their efforts to achieve the business targets of the organization.

Workers skills and knowledge will be improved leading to becoming a proficient employee who can contribute to the growth of the business organization providing increased efficiency.

This will also allow reduction in labor turnover rates and absenteeism among the employees.

Motivation also reduces resistance among the employees and with the organization leading to good relationship with the organization.

As the atmosphere within the organization is positive it leads to reduction in number of complaints and grievances.

As the employees are satisfied it will lead to improvement in quality of products and public reputation of the organization which will indirectly lead to better quantity and quality of goods and services with less wastage

There are many theories that have been put forward by many and some of these theories are mentioned in this section. The main purpose and focus of the researchers of the Hawthrone study was identifying the motivation factors of the workforce and how they are motivated (Terpstra, 1979). Major approaches that lead to the perspective of motivation are:

McClelland’s Achievement Need Theory

Behavior Modification Theory

Abraham H Mallow’s need hierarch or Deficient theory of motivation

Two Factors Theory

Here I would prefer to mention some of the motivational theories which I found to be interesting

McClelland’s Achievement Need Theory states three types of needs which are as follows:

Need for Achievement (n Ach): The main important and lasting motivational factor is need. Mainly for individuals who satisfy other’s needs. Such categories of individuals are always engaged with longing for the development and lack of circumstances in which victorious results are directly concurrent with their hard work. They always indulge in setting difficult but attainable targets for themselves as achievement with easy attainable targets barley provides a sense of satisfaction and achievement (McClelland, 1958).

Need for Power (n Pow): Individuals will poses the desire to manage the behavior of other individuals and influence the surroundings. Positive applications of Power motivation leads to conjugal leadership style but the negative application of power motivation leans to autocratic style (McClelland, 1958).

Need for Affiliation (n Aff): This type need relates to social requirement and brings in friendship. The positive outcome of this leads to formation of societal circle or unofficial groups (McClelland, 1958).

Behavioral Modification theory states that individual’s behavior is the result of positive and negative precedent circumstances. This concept is based on the learning theory. Rats and school children where skinner’s choices for conducting his researches. Skinner identified that motivation for pleasing performances could be strengthened by rewarding on time. The significance of this theory can be known by implementation of monetary and non monetary incentives in industrial situation (Skinner, 1953). The speed at which the individuals are rewarded and stimulated they get motivated. Removal of reward due to unsatisfactory standard of performance may also produce required outputs. On the other hand researches demonstrate that it is more effectual to remunerate desired performances than to rebuke undesired performances.

Douglas McGregor introduced the two factor theory with the assistance of two views X assumptions are conventional in style and Y assumptions are contemporary in style

X Theory:

Individuals intrinsically have an aversion to work

Individuals should be coerced or controlled to perform their task to meet the objectives

Individuals have preference to be directed (McGregor, 1967)..

Y Theory:

Individual’s perception of work is to be as normal as to participate and rest

Individuals will put in effort for self-direction and control for accomplishing the objectives of the organization as are dedicated to.

Individuals gain knowledge to acknowledge and seek responsibility (McGregor, 1967).

Neo-Human Relations School was introduced by Abraham Maslow with Frederick Herzberg in 1950’s. This school focused on psychological requirements of the employees. Abraham Maslow introduced a theory according to which human needs are classified into five levels which the workforce needs to satisfy which is physiological, safety, social, ego, and self- actualizing (Maslow, 1970).

The needs are organized into hierarchical order and as the lower level needs are satisfied then the employees would be motivated enough by opening to move to the higher hierarchical order for satisfying the needs. For example a person is starving and is thriving due to lack of food will be motivated to get a basic pay for buying food rather than perturbing to secure the job agreement or the reverence of others. Therefore a business school offers incentives in a different way to the individuals in order to assist them to satisfy their need and indirectly leading to growth in the hierarchy. The Organization managers should also understand that the workforce is not motivated in the same manner and will not move up in the hierarchy at the same speed. Therefore the managers will have to provide a different package of incentives from employee to employee.

There are mainly two types of motivation that includes Intrinsic Motivation and Extrinsic Motivation. Intrinsic Motivation occurs when individuals are internally stimulated to perform because it either brings them satisfaction or they believe that it is essential or because they feel that what they are learning is more important. Extrinsic Motivation comes in to picture when students are forced to do certain things or act in a way due to external factors to him or her (example grades or money). Intrinsic factors lead to job satisfaction like recognition, achievement etc while extrinsic factors in many cases lead to job dissatisfaction like pay, job security etc.

According to numerous establishments, the appropriate approach to motivation in terms of work lies in cautious differentiation between extrinsic and intrinsic rewards. According to Herzberg (1964) the difference between extrinsic rewards around a job as salaries, extreme benefits and job security and intrinsic rewards of job as self-esteem, sense of achievement, and personal growth. Herzberg states that intrinsic rewards are more satisfying and stimulating (Herzberg, 1964).

Motivating Teachers

Teachers are first and foremost motivated by intrinsic rewards such as self-esteem, duty and sense of achievement. Thus administrators of the organization can increase their moral and stimulate teachers to do extremely well by means of participation, in-service education and organized supportive assessment.

Studies have shown that teachers are stimulated more by intrinsic than by extrinsic rewards. According to Pastor and Erlandson (1982) survey conducted which showed that teachers recognize their requirements and compute their job satisfaction by factors such as involvement in decision making, usage of skills, liberty and sovereignty, challenge, expression of creativity and learning opportunity. They concluded that elevated internal motivation, work satisfaction and elevated quality performance depends on three critical psychological states: experienced meaningfulness, responsibility of results and awareness of results. Greatest satisfaction obtained by teachers is through a sense of accomplishment in getting and affecting students, experiencing acknowledgment and feeling accountable (Ellis, 2010).

According to a survey by Brodinsky and Neil (1983) three main factors motivate faculties that include shared governance, supportive evaluation and inservice education. Shared governance allows improves the faculties professional status in terms of functions and developmental planning of the educational organisation which gives them motivation for high performance and trusts. In-service education allows promotion of sharing of ideas among teaching faculties like conversation, workshops, seminars etc. this allows enhancement of techniques for professional self consciousness.

Evaluation system can motivate the faculties as feedback for their own professional growth if positive can give more productive performance and if negative can be disastrous. Management of educational institutions like Zayed University should design and implement evaluation system. The main focus of such an evaluation system should be to enhance their performances in terms of teaching. The perfect evaluation system can motivate the faculties and encourage them to set self and organisational goals. A positive out from the evaluation should be rewarded, appraised and recognised which can highly motivate the faculties and boost their confidence to perform better (Ellis, 2010).

This helps us in understanding that all these theories can be considered for motivating the employees but the common factor to be considered for enhanced performance lays on rewards, recognition and incentives.

3.0 Research strategy and methodology

The most effective methodologies for this project is quantitative procedures. So, we adopted the mentioned procedures that helped us to gain valuable information from different sources. These methodologies adopted allowed us to gather large number of information about the motivational factors of faculties at business department at Zayed University and their perception of motivational factors that should be considered by the educational Institution. Quantitative methodology allows us to find vast amount of information from the internet to get online research works presentation files, journals articles and also used different online works and materials.

The quantitative methods allow us to get an In-depth interview with the company executive, investors, customers etc. We also performed a pilot study with the firms to analyze the quality of the research design. This will allow us to get in-depth knowledge about the current strategies adopted by Zayed University to motivate the business faculties. In addition, questionnaires were conducted to receive feedback from the business faculties. This report showcases the survey analysis. The main purpose of this survey response is to backup strong support for the primary research analysis of motivational factors that influence faculties at the University. This survey presented comprehensive results which can be considered to be effective and dominating the other researches done in similar areas.

Research Locale

The research objective of the study is to find out the important factors that are needed to motivate the faculty of Business Department at Zayed University. To find such significant information an enclosed survey developed and conducted at Zayed University where business faculties will be interviewed randomly to fill the survey.

Research Design

The research design of this research is exploratory study. Exploratory study is a type of research conducted when a problem is not clearly defined (what are the motivational factors that help motivating business faculties at Zayed University?). Exploratory study helps to determine the best research design, data collection method and selection of subjects. Quantitative method was designed to ensure objectivity, generalizability and reliability. The techniques of this type of research method depends on interviewing participants who are selected randomly to fill questionnaires related to the subject and focused on the collecting and analyzing of numerical data and statistics.

Research Population, sample size and sample technique

The population of the study included all faculties of business department in Zayed University. The sample size of the study is 25 respondents who are randomly selected. The sample technique that has been used to collect the data needed to obtain the research goal is convenience sampling. Convenience sampling is a type of non-probability sampling which involves selecting the sample randomly, for example interviewing the faculties haphazardly.

Research Instrument

In order to collect the data needed for the research, a well-defined questionnaire developed and it will consist of open ended, ranking and rating questions which are designed to seek information and opinions about the motivational factors of faculties at Zayed University. The questionnaire has been distributed to the faculties and collected from them after 2 days.

Presentation of Data

The collected data will be presented through charts and tables after analyzing them.

Tools and Techniques for Analysis

Correlation is used to test the hypothesis and draw inferences

Responses:

For the research analysis conducted as a part of the project all the business faculties of Zayed University agreed to the fact the motivational influences are very much essential for enhancing employee’s performance. The Faculties at Zayed are very much satisfied by the policies adopted by Zayed University in motivating them.

4.0 Primary research and finding Analysis:

The Primary research analysis is based on the survey questionnaires that were distributed to 25 faculties of the business department at the Zayed University. The responses from the faculties have been collected and were analysed and the outcomes of this analysis is presented in this section:

How long have you been working in Zayed University.

Figure 1 - Faculties Service at Zayed University

Service at Zayed University

Respondents

Percentage

Rank

3 – 5 years

10

40%

1

1 – 2 years

6

24%

2

5 – 10 years

5

20%

3

Less than a year

4

16%

4

Total

25

100%

Table 1 - Faculties Service at Zayed University

This question was aimed at the respondents for knowing the service period at Zayed University. According to the above figures most of the respondents who are faculties at the Zayed worked for good number of years which shows that the policies adopted by Zayed University is effective enough to motivate the employees. The results shows that 40% of the business faculties have been working from 3 – 5 years, 24% of them for 1 – 2 years, 20% of them 5 – 10 years and only 16% of the faculties for less than a year.

As an employee at Zayed University are satisfied by the level of support received by management.

Figure 2 - Level of satisfied by the support received by management

Level of satisfied by the support received by management

Respondents

Percentage

Satisfied

11

44%

Highly Satisfied

8

32%

Neutral

3

12%

Dissatisfied

2

8%

Highly Dissatisfied

1

4

Total

25

100%

Table 2 - Level of satisfied by the support received by management

This question was aimed at the respondents for knowing their satisfaction level in terms of support received from the Zayed University Management. According to the above figures most of the respondents who are faculties at the Zayed were satisfied by the support received. The results shows that 44% of the business faculties were satisfied, 32% of the respondents were highly satisfied, 12% were neutral, a very low percentage i.e. 8% and 4% were dissatisfied and highly dissatisfied respectively by the Zayed Management.

Does the management involve you in decision making which are connected to your department?

Figure 3 - Faculties involvement in the decision making processes

Faculties involvement in the decision making processes

Respondents

Percentage

Yes

12

48%

No

8

32%

Occasionally

5

20%

Total

25

100%

Table 3 - Faculties involvement in the decision making processes

This question was aimed at the respondents for knowing if the Zayed management involved their faculties in decision making process. According to the above figures most of the respondents who are faculties at the Zayed said that Zayed involved them in decision making process based on the situation. The results shows that 48% of the business faculties agreed about their involvement in decision making while 32% of them disagreed to the same and 20% agreed that they were occasionally involved in the decision making system.

Is the management of Zayed University interested in motivating the faculties of business department?

Figure 4 - Zayed University’s interest in motivating the faculties of business department

Zayed University’s interest in motivating the faculties of business department

Respondents

Percentage

Strongly Agree

10

40%

Agree

8

32%

Neutral

2

8%

Disagree

2

8%

Strongly Disagree

3

12%

Total

25

100%

Table 4 - Zayed University’s interest in motivating the faculties of business department

This question was aimed at the respondents for knowing if the Zayed University’s is interested in motivating the faculties of business department. According to the above figures most of the respondents said that Zayed University is very much interested in motivating their faculties. The results shows that 40% of the business faculties strongly agreed about Zayed Universities interest, 32% of them agreed to the same and 8% were neutral and disagreed to the same and 12% strongly disagreed.

What are the types of incentives that motivate you?

Figure 5 - Type of incentives that motivates Employees

Type of incentives that motivates Employees

Respondents

Percentage

Monetary Incentives

16

64%

Non – Monetary Incentives

1

4%

Both

8

32%

Total

25

100%

Table 5 - Type of incentives that motivates Employees

This question was aimed at the respondents for knowing the perspective of the respondents of Zayed University’s in terms the types of incentives that motivates the employees. According to the above figures most of the respondents agreed that they are motivated by incentives. The results shows that 64% of the business faculties are motivated based on monetary incentives, 32% are based on both monetary as well as non-monetary while only 4% are interested in non-monetary incentives.

How far are you satisfied by the incentives provided by Zayed University?

Figure 6 - Satisfied by the incentives provided by Zayed University

Satisfied by the incentives provided by Zayed University

Respondents

Percentage

Satisfied

15

60%

Highly Satisfied

3

12%

Neutral

4

16%

Dissatisfied

1

4%

Highly Dissatisfied

2

8%

Total

25

100%

Table 6 - Satisfied by the incentives provided by Zayed University

This question was aimed at the respondents for knowing their satisfaction level on the incentives provided by Zayed University’s in terms the types of incentives that motivates the employees. According to the above figures most of the respondents agreed that they were satisfied by the incentives provided. The results shows that 60% of the business faculties agreed that they were satisfied, 12% agreed that they were highly satisfied, 16% were neutral, 8% highly dissatisfied and 4% dissatisfied.

Please provide the following rating for the options below

Figure 7 – Rating based on factors for motivation

Rating based on factors for motivation

Respondents

Percentage

Periodic Increase in pay level

7

28%

Effective Performance appraisal

6

24%

Effective promotional Opportunities in the Organisation

4

16%

Company recognising and acknowledging your work

4

16%

Job Security

2

8%

Relationship with colleagues

2

8%

Total

25

100%

Table 7 - Rating based on factors for motivation

This question was aimed at the respondents for getting their rating on the listed set of motivational factors. The results shows that 28% of the business faculties were motivated based on periodic increase in pay level, 24% get motivated by effective performance appraisal system, 16% were motivated through Effective promotional Opportunities and Company recognizing and acknowledging their work and 8% get motivated based on Job security & Relationship with colleagues.

Mark your level of satisfaction based on the options given below.

Figure 8 – level of satisfaction based on the options for motivation

level of satisfaction based on the options for motivation

Respondents

Percentage

Level of Monetary system

10

40%

Your efforts been recognized

7

28%

Opportunities are provided for further development

5

20%

Performance Evaluation

3

12%

Total

25

100%

Table 8 - level of satisfaction based on the options for motivation

This question was aimed at the respondents for knowing the perspective on the level of satisfaction based on Level of Monetary system, efforts been recognized, Opportunities are provided for further development and Performance Evaluation. According to the above figures most of the respondents agreed that they were satisfied with the level of monetary system. The results shows that 40% of the business faculties are motivated based on monetary system, 28% on efforts been recognized, 20% for the Opportunities provided for further development by the university and 12% for performance evaluation.

What type of training programs are initiated by Zayed University for motivating business faculties?

Figure 9 – Training programs are initiated by Zayed University

Training programs are initiated by Zayed University

Respondents

Percentage

Ongoing Training

2

8%

Regular Workshop

8

32%

Teachers Training camps

6

24%

Development Training

5

20%

Career development Training

4

16%

Total

25

100%

Table 9 - Training programs are initiated by Zayed University

This question was aimed at the respondents for knowing the perspective of the training programs are initiated by Zayed University. According to the above figures most of the respondents were satisfied by the training programs initiated by Zayed University. The results shows that 32% of the business faculties are motivated based by Regular Workshop, 24% by Teachers Training camps, 20% by Development Training, 16% Career development Training and 8% through ongoing training

Rank the following criteria based on your motivation factor?

(Rank it from 1 to 5)

Figure 10 – Rank the following criteria based on your motivation factor

Rank the following criteria based on your motivation factor

Respondents

Percentage

Rank

Pay increment

8

32%

1

Recognition

6

24%

2

Motivational Skills

5

20%

3

Promotion

4

16%

4

Leave

2

8%

5

Total

25

100%

Table 10 – Rank the following criteria based on your motivation factor

This question was aimed at the respondents for ranking the criteria's based on their motivation factor. The results shows that 32% of the business faculties ranked pay increment as the highest, 24% as recognition, 20% for motivational skills, 16% for Promotion and 8% for leave.

Does Zayed University provide an effective performance appraisal system?

Figure 11 – Zayed University performance appraisal system

Zayed University performance appraisal system

Respondents

Percentage

Strongly Agree

10

40%

Agree

8

32%

Neutral

3

12%

Disagree

2

8%

Strongly Disagree

2

8%

Total

25

100%

Table 11 – Zayed University performance appraisal system

This question was aimed at the respondents for knowing Zayed University effective performance appraisal system. According to the above figures most of the respondents agreed they followed an effective performance appraisal system. The results shows that 40% of the business faculties strongly agreed to the appraisal system followed at Zayed University, 32% agreed, 12% of the respondents were neutral and 8% strongly disagreed to the same.

Do you think that incentives, appraisal and reward system influence affects employee’s performance?

Figure 12 – incentives, appraisal and reward system influence affects employee’s performance

incentives, appraisal and reward system influence affects employee’s performance

Respondents

Percentage

Influence

15

60%

Does not Influence

7

28%

No Opinion

3

12%

Total

25

100%

Table 12 : incentives, appraisal and reward system influence affects employee’s performance

This question was aimed at the respondents for knowing their perspective if incentives, appraisal and reward system influence affects employee’s performance. According to the above figures most of the respondents agreed that they are get influenced and their performances are highly improved by influencing factors like Incentives, appraisal and reward system. The results shows that 60% of the business faculties get influenced by the above factors 28% does not get influenced and 12% did mention their opinion about the same.

Summary:

The data analysis of the survey highlighted that the business faculties at Zayed University are very much motivated and satisfied by working in this popular educational institution. The employees are pretty much satisfied with their job which allows the educational institution to provide quality education to their students and indirectly increasing the productivity of the firm. They adopt various techniques to motivate their business faculties like incentives, leave, recognition, appraisal, performance evaluation etc. This type of polices adopted by organization allows employees to showcase their capability and motivate them to achieve the goals of the organization. Is the reward and recognition system are incorporated with goals they give out a competitive environment within the organization giving out wonderful outputs from the employees.

The relationship between incentives and the performance of employee.

The perspective of the respondents of Zayed University’s in terms the types of incentives that motivate the employees: The results shows that 64% of the business faculties are motivated based on monetary incentives, 32% are based on both monetary as well as non-monetary while only 4% are interested in non-monetary incentives. This indicates that performance of the employees depend upon incentives. According to the satisfaction level on the incentives provided by Zayed University’s to motivate the employees 60% of the business faculties agreed that they were satisfied, 12% agreed that they were highly satisfied, 16% were neutral, 8% highly dissatisfied and 4% dissatisfied. The respondents also agreed that they were satisfied with the level of monetary system. The results shows that 40% of the business faculties are motivated based on monetary system, 28% on efforts been recognized, 20% for the Opportunities provided for further development by the university and 12% for performance evaluation. The respondents also agreed that they are get influenced and their performances are highly improved by influencing factors like Incentives, appraisal and reward system. The results shows that 60% of the business faculties get influenced by the above factors 28% does not get influenced and 12% did mention their opinion about the same. The results shows that 32% of the business faculties ranked pay increment as the highest, 24% as recognition, 20% for motivational skills, 16% for Promotion and 8% for leave.

Thus performance of the employees depend upon the incentives provided by the organizations

The relationship between motivation factors and work performances and productivity.

The respondents of Zayed University’s confirmed that the university was interested in motivating the faculties of business department. The results shows that 40% of the business faculties strongly agreed about Zayed University interest, 32% of them agreed to the same and 8% were neutral and disagreed to the same and 12% strongly disagreed. The respondents also agreed Zayed followed an effective performance appraisal system. The results shows that 40% of the business faculties strongly agreed to the appraisal system followed at Zayed University that motivated the employees in giving better performances, 32% agreed, 12% of the respondents were neutral and 8% strongly disagreed to the same. This question was aimed at the respondents for knowing if the Zayed management involved their faculties in decision making process. The results shows that 48% of the business faculties agreed about their involvement in decision making while 32% of them disagreed to the same and 20% agreed that they were occasionally involved in the decision making system. The respondents also agreed that they were satisfied by the training programs initiated by Zayed University. The results shows that 32% of the business faculties are motivated based by Regular Workshop, 24% by Teachers Training camps, 20% by Development Training, 16% Career development Training and 8% through ongoing training

Thus performance of the employees depend upon motivational factors and it should be considered by every organization

The influence of recognition and rewards on employees in terms of performance.

The incentives, appraisal and reward system influence affects employee’s performance. According to the above figures most of the respondents agreed that they are get influenced and their performances are highly improved by influencing factors like Incentives, appraisal and reward system. The results shows that 60% of the business faculties get influenced by the above factors 28% does not get influenced and 12% did mention their opinion about the same. The results also shows that 28% of the business faculties were motivated based on periodic increase in pay level, 24% get motivated by effective performance appraisal system, 16% were motivated through Effective promotional Opportunities and Company recognizing and acknowledging their work and 8% get motivated based on Job security & Relationship with colleagues

Thus performance of the employees are influenced by rewards and recognition

5.0 Conclusion and Recommendation:

Conclusion

This study based on business faculties at Zayed university clearly highlights the motivational factors as, recognition, increment based on monetary system, rewards appraisal and performance evaluation. If the faculties are motivated that will help them to provide quality education which will indirectly is profitable for the educational firm. From the results it's very clear that Zayed University has adopted good strategies to motivate their faculties providing high performance and high growth

Recommendation:

Recommendations for the research study are as follows:

As such the strategies adopted by the Zayed University have been very effective in terms of motivating their employees

Career Development and training session outside the country can be implemented

They can enhance the current system adopted for appraisal system

They can implement recognition that will be on weekly basis. This will include recognising their employee's efforts

For enhancing their performance level enhanced monetary an non-monetary systems can be implemented

6.0 Appendix 1:

Respected madam/sir,

Kindly fill the following:

 

I am the student of Women's College and am working on a research project which is submitted in partial fulfillment of the undergraduate degree program.. As a part of my project I would like to gather some information from you which will help me in an in depth study of project. Since the questionnaire is being used for academic purpose, the information gathered will be strictly confidential. I would beobliged if you co-perate with me in filling the questionnaire. 

Please use the below questions to represent your viewpoints. Your opinion will be a great for this investigation. (Please put a tick mark in the appropriate box)

How long have you been working in Zayed University.

 15 – 25 years

 5 – 15 years

 2 – 5 years

 Less than 2 years

As an employee at Zayed University are satisfied by the level of support received by management.

 Satisfied

 Highly Satisfied

 Neutral

 Dissatisfied

 Highly Dissatisfied

Does the management involve you in decision making which are connected to your department?

 Yes

  No

 Occasionally

Is the management of Zayed University interested in motivating the faculties of business department?

 Strongly agree

 Agree 

 Neutral

 Disagree

 Strongly disagree

What are the type of incentives that motivates you ?

 Monetary Incentives

 Non – Monetary Incentives

 Both

How far are you satisfied by the incentives provided by Zayed University.

 Satisfied

 Highly Satisfied

 Neutral

 Dissatisfied

 Highly Dissatisfied

Please provide the following rating for the options below

Factors Rate

Periodic Increase in pay level 

Job Security 

Relationship with colleagues 

Effective Performance appraisal 

Effective promotional Opportunities in the Organisation 

Company recognising and acknowledging your work 

Mark your level of satisfaction based on the options given below.

 Level of Monetary system

 Your efforts been recognized

 Opportunities are provided for further development

 Performance Evaluation

What type of training programs are initiated by Zayed University for motivating business faculties?

 Ongoing Training

 Regular Workshop

 Teachers Training camps

 Development Training

 Career development Training

Rank the following criteria based on your motivation factor?

(Rank it from 1 to 5)

 Pay increment

 Promotion

 Leave

 Motivational Skills

 Recognition

 Reward

Does Zayed University provide an effective performance appraisal system?

 Strongly Agree

 Agree

 Neutral

 Disagree

 Strongly Disagree

Do you think that incentives, appraisal and reward system influence affects employee’s performance?

 Influence

 Does not Influence

 No Opinion