Relationship Between Employee Motivation And Satisfaction In Vodafone Company: A Research Study

Job Attitudes and Job Satisfaction

Question:

Write a research proposal on Relationship between Motivation and Satisfaction of the White Collar employees.
 

For any business industry, it is important to study the relationship between the motivation and satisfaction of the employees within industry. Employees in any industry are the key factor for the progress and development of any industry. So, it is very important to study the different aspect of the employees in the business industry in terms of the motivation and satisfaction of the employees. If the employee is satisfied with his or her job then it will helpful for the progress of the business. Many industries in the all types of fields provide the different types of facilities to their employees for the satisfaction of the employee. Also, some industries provide the special bonus and health facilities to their employees. For this research study, we want to study the relationship between the motivation and the satisfaction of the white collar employees in the Vodafone Company. For this research study, we have to check the relationship exists between the two variables motivation and the satisfaction of the employees. For this purpose, we have to use the different statistical tools and techniques. Also, we have to see some other information regarding the different variables included in the data set for the employee motivation and satisfaction. Let us see this business research proposal in detail explained in the next topics.

Canrinus, Helms-Lorenz, Beijaard, Buitink& Hofman (2012) has distinguished between the attitudes towards job and job satisfaction. He observed it that when there arecertain characteristic of the job like the tasks and the duties then the concept is defined as the job attitudes.  When there is employment of the individual in the overall job then it is termed as job satisfaction.Kim (2012)opined that the job satisfaction involves set of favorableand unfavourable emotions and feelings through which the employees look into their work. This is a very affective attitude where there is an attitude of like and dislike towards something. Hülsheger, Alberts, Feinholdt& Lang (2013) has examined the organizational culture and satisfaction of job on the motivation of turnover intention and transfer learning. The study was examined to see the relationship of organizational culture of learning, organizational outcome andsatisfaction of job by taking samples as the IT employees of the United States. The results derived were that the learning organizational culture is related to the satisfaction of the IT employees and the motivation of transfer learning.  A research done by Pinder(2014) on Job satisfaction saw that the people who were cheerful and positive are seen to express more satisfaction from their jobs than the ones who are gloomy. It was also said that the satisfaction from a job depends more on the matchin between the individual outcome values in the job and their perception on the availability of the outcomes for those facets where the job is highly valued.  To state about the Job satisfaction Edmans (2012) explained it by the hangover effect and the honeymoon concept. He stated that the honeymoon effect is the tendency to enjoy higher satisfaction level from the new jobs that has been taken up when they have dissatisfaction from their previous jobs. While the hangover effect involves the tendency for a person to achieve, lower dissatisfaction level from the job over time from a brand new position until he gains experience from it. Wong& Laschinger (2013)saw that there is an effect of the attributes of the individual, characteristics of the job and organizational variable on work motivation. He found that in an organization the managers they have a greater effect over the certain aspects related to motivation at work with a higher effect over the satisfaction of job and lower influence over involvement of the job. A certain number of variables play an important role for motivation at work, which includes clarity of roles, job routine, public service motivation and group culture (Braun, Peus, Weisweiler, & Frey, 2013). 

Organizational Culture, Turnover Intention, and Transfer Learning

In each research process, the first step is to establish the research questions. By establishing the research questions, we get the proper guideline for the research process. Without research questions we cannot focus on the study and the research is meaningless. For this research study we have the following research questions for the research project.

Is there any relationship exists between the two variables employee motivation and employee satisfaction towards their job in the Vodafone Company?

Which factors are most significant for the purpose of high level of satisfaction of the employees at the Vodafone Company?

Is there any significant difference in the salaries of the male and female employee of the Vodafone Company?

For getting the results for these research questions we need to use the proper research methodology and research techniques which are explained in the next topic.

For this research study, the first step is to collect the data by using the proper method of sampling. For the purpose of collection of data, we would use the simple random sampling for the selection of the employees at Vodafone. The data should be collected by using the proper method. We want to collect the data for the different variables such as level of motivation, level of job satisfaction, etc. For the purpose of collection of the data we would use the ordinal scale for getting the response from the employees in the Vodafone Company. We need to use the different resources for the purpose of collection of data. Also, we have to collect some information from the employees for more detail study about the employee motivation and employee satisfaction. For this purpose, we need to prepare a well prepared questionnaire for collecting the information regarding the employees in the Vodafone Company. The questionnaire should be well prepared and it should be understandable to the employees in the Vodafone Company. It should be kept in mind that there would be no bias for the data collection for the male and female. The collected sample should be representative of entire employees in the company. If the collected sample contains bias then we do not get the unbiased results for the research study. Also, it is important to maintain the proper sample size. If the sample size is too small, then there would be biased results and these results are not applicable or we can say that these estimates are not useful for further study or analysis regarding the employees in the Vodafone Company. 

A Gantt chart is the chart of the proper time management for the different activities included in the research study. For this research study we have to perform different activities for the purpose of data collection and data analysis. The general Gantt chart for this research project is given as below:

First of all, we will decide the research hypothesis or research questions for the research study. After deciding the research hypothesis or aims for the research study, we will collect the data by using the different methods such as interviews, questionnaire, telephonic interviews, etc. After collection of the responses from the tourists we will organize the entire data in the well prepared tabular format. Then by using this data we will analyse the data by using the different statistical tools and methods. We will use the descriptive statistics, graphical analysis and inferential statistics for the purpose of analysis of data collected for the research study. We will use the different statistical tests for the purpose of testing the different claims under study. After the statistical analysis, we will find out the research outcomes or the results for the research study regarding the motivation and job satisfaction of the employees in the Vodafone Company. 

Factors Affecting Job Satisfaction

For this research study, we will collect the data by using the different methods. We will use the questionnaire for getting the responses from the employees in the Vodafone Company. Also, we will arrange the simple interviews or telephonic interviews for collection of the data from the employees in the Vodafone Company. Also, we will use the different resources for the purpose of collection of data for the variables regarding employees in the Vodafone Company. We will use the different authorised agencies for the data resources. After collection of the data we will use the different statistical methods and techniques. We will use the descriptive statistics for getting the general idea about the different variables included in the research study. Also, we will use the graphical analysis for the different variables for getting the information regarding the nature of the data for the variables related to the employees in the Vodafone Company. For checking the different claims regarding employees in the Vodafone Company, we will use the inferential statistics or the testing of hypothesis. We will use the different statistical tests for checking the claims. For checking the significant difference between the different factors for the variables under study, we would use the one sample t test or the two sample t test. We will use the analysis of variance for checking the significant difference in the tourists with different age groups. Also, we will use the correlation and regression analysis for checking the relationship between the different variables and estimation of the population parameters regarding the employees in the Vodafone Company. 

After statistical analysis we will find out the research outcomes for the research study. For this research study, the expected outcomes for this study are summarised as below:

We would expect the relationship between the variables motivation of the employee and the job satisfaction of the employee. Also, we expect the positive correlation between the different variables regarding the motivations and job satisfaction of the employees in the Vodafone Company.  

References

Barrick, M. R., Mount, M. K., & Li, N. (2013). The theory of purposeful work behavior: The role of personality, higher-order goals, and job characteristics.Academy of Management Review, 38(1), 132-153.

Bose, S. (2012). Operations research methods. Oxford, U.K.: Alpha Science International.

Braun, S., Peus, C., Weisweiler, S., & Frey, D. (2013). Transformational leadership, job satisfaction, and team performance: A multilevel mediation model of trust. The Leadership Quarterly, 24(1), 270-283.

Bryman, A. & Bell, E. (2011). Business research methods. Cambridge: Oxford University Press.

Bryman, A. (2012). Social research methods. Oxford: Oxford University Press.

Canrinus, E. T., Helms-Lorenz, M., Beijaard, D., Buitink, J., & Hofman, A. (2012). Self-efficacy, job satisfaction, motivation and commitment: exploring the relationships between indicators of teachers’ professional identity.European journal of psychology of education, 27(1), 115-132.

Csikszentmihalyi, M., & Wong, M. M. H. (2014). Motivation and academic achievement: The effects of personality traits and the quality of experience. In Applications of Flow in Human Development and Education (pp. 437-465). Springer Netherlands.

Edmans, A. (2012). The link between job satisfaction and firm value, with implications for corporate social responsibility. The Academy of Management Perspectives, 26(4), 1-19.

Hülsheger, U. R., Alberts, H. J., Feinholdt, A., & Lang, J. W. (2013). Benefits of mindfulness at work: the role of mindfulness in emotion regulation, emotional exhaustion, and job satisfaction. Journal of Applied Psychology,98(2), 310.

Imran, H., Arif, I., Cheema, S., & Azeem, M. (2014). Relationship between job satisfaction, job performance, attitude towards work, and organizational commitment. Entrepreneurship and innovation management journal, 2(2), 135-144.

Kim, S. (2012). Does Personâ€ÂOrganization Fit Matter in the Publicâ€ÂSector? Testing the Mediating Effect of Personâ€ÂOrganization Fit in the Relationship between Public Service Motivation and Work Attitudes. Public Administration Review, 72(6), 830-840.

Kim, Y. H., Kim, D. J., & Wachter, K. (2013). A study of mobile user engagement (MoEN): Engagement motivations, perceived value, satisfaction, and continued engagement intention. Decision Support Systems, 56, 361-370.

Manzoor, Q. A. (2012). Impact of employees motivation on organizational effectiveness. Business management and strategy, 3(1), 1.

Pinder, C. C. (2014). Work motivation in organizational behavior. Psychology Press.

Wong, C. A., & Laschinger, H. K. (2013). Authentic leadership, performance, and job satisfaction: the mediating role of empowerment. Journal of advanced nursing, 69(4), 947-959.

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