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Role of motivation factors in increasing the individual productivity of the workers 1

ROLE OF MOTIVATION FACTORS IN INCREASING THE

INDIVIDUAL PRODUCTIVITY OF THE WORKERS: A CASE

STUDY OF INDO US SUPER SPECIALITY HOSPITAL,

HYDERABAD, INDIA

2Role of motivation factors in increasing the individual productivity of the workers

Abstract

Employee motivation in relation to optimizing organizational profit has been subjected to

argument among several researchers. In the sector of healthcare service, it has been seen that the

organizational structure differs from developed countries to developing countries. However, the

profession of providing medical care demands dedication and the health workers are subjected to

long working hours and toilsome working schedule. This study attempts to explore the role of

motivation in the higher productivity of the healthcare services. According to several scientists

motivation is the prior need of the workers of health care sector. This study is hence, designed to

evaluate the relation between motivation factors and the individual productivity of the human

capital of an organization, if there is any relation. The issue of the research that is Role of

motivation factors in increasing the individual productivity of the workers has been scrutinized

through the origin and evolution of related studies. Along with that the issue has been researched

prior to a case study of indo us super speciality hospital, Hyderabad, India.

The results and discussion of the study is based upon the responses that have been collected

through a survey conducted with a sample size of 100 workers excluding the doctors and the

external medical support of the hospital. The study attempts to provide necessary information

regarding the impact of motivation on the higher productivity prior to the identification of the

motivational factors.


Acknowledgement

Conducting this research was not been possible without the help and support of my educational

guides especially my professors who guided me through the study. I am obligated to my fellow

classmates for helping me to complete my study successfully. In the like manner I appreciate the

toil and support that my educational director has provided me that worked as the major driving

for successful commencement of the study. I acknowledge and appreciate the behaviour of the

worker of INDO US SUPER SPECIALITY HOSPITAL for supporting me and helping me in

obtaining the necessary information for commencing the study. Lastly, I would like to

acknowledge the constant effort and support of my family and friends in the course of the study.


Chapter 1: Introduction

Introduction

The introductory chapter of this dissertation sheds light on the moot perspectives that are to be

evaluated in the course of the work. The rationale of the study is framed upon the background

study conducted prior to the selection of the topic. Based on the issue of the research and the

study on the issue the aims and objectives of the research are established in this introductory

chapter. Research questions are formed in this chapter in order to conduct necessary research in

answering them in the course of the dissertation. Considering the research questions along with

the aims and objectives of the research hypothesis of the study has been built in this chapter. The

chapter also sheds light on the importance of the study and helps in understanding the relevance

of the study at contemporary times. Providing the methodological overview of the research in a

nutshell, this chapter also presents the framework of the complete structure of the dissertation.

Background of the study

In the past few decades, scientists and behavioural sciences experts have been intrigued by the

impact of human motivation in influencing the individual productivity of the workers. The

experts have applied several motivational theories that are developed in the last century in order

to understand the link between motivation and job satisfaction and the productivity of the

employees. Motivation and leadership styles based on the personal characteristics are some of

the factors that are believed to have impact over the individual productivity of the subordinates

in a particular organization. The established belief that natural tendency of man is to be lazy

regarding the work and mostly men are forced or imposed through several circumstances to

work, has created development process of the society because it results in low productivity. Low

productivity is one of the moot concerns of developing countries like India

(www.thehansindia.com, 2017). Human capital has the credibility to influence the productivity

of an organization and human capital is the chief factor that has the capability to use other

available resources in the society for production of specific services for satisfying individual

needs. Achieving the organizational goals depends highly on the human resources and evidence


suggests that motivating the health workers is one of the primary determinants in retaining the

health worker performance. Poor working conditions, personal safety concerns and lack of

required medical equipments can not be replaced by motivation but these factors play a key role

in productivity of the work force for health care sector in developing countries. The study has

been conducted in Telengana, which is a state in the southern part of India,and it is the 29th state

of India that is consisted of approximately 35 million people. This state is considered as the

medical tourism hub of the country. This place takes pride in 24X7 availability of medical aid

through effective network of hospitals, medical experts and paramedics. The state Government

continuously encourages and supports convenient medical facility for the international patients

along with post discharge formalities and specialities. Indo US Hospital is one of the renowned

medical centres of this state (www.thehansindia.com, 2017). The study is based on the evidences

collected from this particular health care service providing organization and the health workers

of the organizations. The problems that the workers generally face in their workplace regarding

lack of medical equipments and working conditions are used as the variables that are to be

evaluated in accordance with their motivational needs in order to increase the productivity of the

stated workforce.

Overview of the organization

The health centre under study namely, Indo US Hospital was established in the year 2012 and it

is a new health venture of the state that is growing fast and has achieved popularity among the

international patients in a short period. This hospital a 100 bedded hospital that is run by famous

cardiothoracic surgeon Dr.Dasari Prasad Rao who is famous for performing the first Coronary

Artery Bypass grafting in the year 1985 at Nizams Institute of Medical Sciences and Dr. K Sarat

Chandra. Dr. Chandra is an eminent interventional cardiologist promoter of this institution. Dr.

Rao encourages and trains several students to perform Open Heart Surgeries, Radical Artery

grafting coronary bypass and other critical surgeries. The ministry of home affairs the Padma

Shri award in the year 2001 had designated him.

Vision and mission of the hospital: The organization aims at conducting high-end cardiac

procedures and surgeries effectively. The organization visions to treat critical heart surgeries


with the aid of latest technologies and medical equipments at the same time their mission is to

provide their services at an affordable price to the patients.

Services:The medical specialities that Indo US Hospital offers are Cardiology, Cardio Thoracic

surgery, Gastroenterology, general and family medicine, Interventional Radiology, Laparoscopic

surgery, Nephrology, Orthopaedics and Pulmonology.

Rationale of the study

Rationale of the study helps in understanding the relevance of the selected issue by evaluating

the potency of the issue.

What is the issue of the research?

The key issue in the regard of this study is to identify the role of motivation in enhancing the

individual productivity of the healthcare workers.

Why is it an issue?

This is important to identify the role of motivation in enhancing the productivity and the value of

the organization in health care sector as several recent studies have shown that the healthcare

sectors in the developing countries are failing to reach its goal due to ineffective workforce.

Ineffective workforce has been considered as one of the chief reasons that affect organizational

success. The health indicators of India have illustrated a steady improvement and have been

subjected to a substantial progress in the recent years and the service is getting nearer to that of

the developed countries. Therefore, the need of improving the workforce of in the healthcare

industry is strongly felt.

Why is it an issue now?

WHO in the recent years has identified that the poor human resource management is one of the

most significant health system challenges of the developing countries like India. Herein, it is

relevant to explore the true picture of human resource management of the healthcare services of

these countries in order to understand the role that motivation can play in improving the human

capital of the healthcare organizations.

What can this research shed light on?


This research attempts to shed light on the importance of different motivational factors that have

the credential in effectively improving the work engagement of the human capital in the health

care organizations. Several motivational factors have also been identified that can improve the

current standard of the workforce and can effectively improve individual productivity.

Aims and objectives of the research

The primary aims and objectives of the research are:

● To identify the link between human asset and the productivity of an organization

● To identify the role of human resource or human capital in increasing the value of the

organization

● To identify the factors that works as the major driving force in encouraging them to

contribute better for the organization

● To identify the underlying gaps between the performers and the non performers within

particular departments

● To highlight the areas that require improvement

Research questions

Both primary and secondary questions are been outlined in order to understand the path how the

aim of the research is to be achieved.

Primary question

What is the role of the motivation factors in increasing the individual productivity of the workers

working in the Heart Care institute at Indo US super-speciality Hospital?

Secondary questions

Along with the primary question of the research few related questions are also framed in ordr to

evaluated the motivational variables.


● What are the motivational factors that help in enhancing the individual productivity of the

employees of the mentioned healthcare centre?

● What are the sources of motivation?

● Can motivation help employees in working in challenging working conditions?

● Can motivation at all affect the individual productivity of the healthcare workers?

Research hypothesis

H0: Motivational factors do not have any effect over the individual productivity of the workforce

in the chosen healthcare organization.

H1: Motivation is the most important variable in increasing individual productivity

H2: Motivation is one of the factors that can influence the productivity and value of a healthcare

organization.

Significance of the study

Over the years, the experts have argued regarding the role of motivation in increasing the

individual productivity of any organization that ultimately adds in the value of the organization.

In healthcare sector, motivating the employees often provided positive results in increasing the

overall positive production power of the organization. The significance of the research is it

identifies the motivational factors that are effective especially the healthcare workers along with

that it also attempts to evaluate the influence of motivation in increasing the productivity of the

healthcare workers.

Structure of the dissertation


Figure 1: Structure of the dissertation

(Source: self- generated)

Summary

This chapter has successfully identified the issue of research and prior to that has set a path for

successful commencement of the study. The introductory chapter has identifies the purpose of

the study. Firstly, different variables have been identified and the correlation with the

background of the organization has been established. The questions that are to be answered in the

course of the study have been set and aims and objectives for conducting the study have been

framed. In the end of the chapter the significance of the study has been enlighten.

Conclusions are drawn from analysis through linking the

Chapter 5: Conclusion and recommendation

Both qualitative and quantitative data have been presented in

Chapter 4: Result, analysis and discussion

Research design, strategies and data collection methods have been

Chapter 3: Research design and methodology

Theories, concepts and models ave been evaluated in order to

Chapter 2: Literature review

Research aim, objectives, question and hypotheses have

Chapter 1: Introduction


Chapter 2: Literature review

Introduction

This chapter of the dissertation attempts to establish an argument prior to further study and

analysis of the primary data. In order to understand the role of motivation in the healthcare

industry of India it is important to evaluate different Motivational Theories and models. An

critical insight into the prevalent literature is also significant in order to understand the

established belief regarding the role of motivation in increasing individual productivity of the

employees. Through this chapter the concerned theories and models have been evaluated as oer

the aspiration of relating the important variables of this study with them. As there have been

relevant researches regarding this issue, the relevant literature associated with this topic has been

evaluated in order to understand the areas that require to be highlighted in the current study. The

scope of future research has also been depicted at the end of this chapter.

Motivational theories and models

Motivation and motivation theory is a part of the broad rubric in the studies of organizational

sciences. In the arena of organizational behaviour it is one of the most widely studied areas.

There is no specific theory of motivation (Maslow, 2015). Several critics have proposed different

theories of motivation. The complexity of the issue is generated due to the lack of a unified

theory of motivation. The inception of motivation theory was majorly dependent upon the

instincts and psychologists like Sigmund Freud believed that most powerful determinants of

individual behaviour were those of which the individuals are not consciously aware. Relevantly

this idea has been developed in the behavioural motivational theories of early Twentieth century.

Several researchers have focussed on the individual motivation and some focussed on the

internal drives as a potent explanation for differences in individual motivation. Based on the

difference of approaches motivational theories can be classified into two distinct groups and they

are popularly known as the content theories of motivation and the process theories of motivation.


Figure 2: Theories of Motivation

(Source: Maslow, 2015)

Content theories of motivation

Content theories or the need theories of motivation is focussed on the internal factors of the

individuals. Generally motivation is treated by the theories as the product of internal drives that

compel an individual to act or move in a particular manner toward the satisfaction of individual

needs (Maslow, 2015). Major content theories are Maslow’s hierarchy of needs, Alderfer’s ERG

theory, Herzberg’s motivator-hygiene theory and McClelland’s learned needs or three-need

theory (Maslow, 2015).


Figure 3: Theories of Motivation

(Source: Pinder, 2014)

● Maslow’s hierarchy of needs: Maslow segregated the individual’s needs in his hierarchy

of needs. The theory suggests that the individual needs exist in a hierarchy that is

consisted of physiological needs, security needs, needs related to belongingness, esteem

needs and self-actualization needs (Pinder, 2014). The theory identifies the physiological

needs to be the basic needs of individuals including necessary factors for survival.

Security needs are concerned with the need of safety in the physical environment of a

person. Unsatisfied needs are responsible for motivating behaviour; therefore, lower level

needs like physiological and security needs must be met before the upper level needs.

Application of the hierarchy of needs to the management of the healthcare sector is obvious

(Pinder, 2014). The needs that exist at the lower level such as safe working conditions

and adequate pay need to be met first.


Figure 4: Maslow’s Hierarchy of needs

(Source: Lepper & Greene, 2015)

● Alderfer’s ERG Theory: Alderfer’s ERG theory has been extensively discussed as a

simplified extension of the hierarchy of needs proposed by Abraham Maslow. According

to the apprehensions of ERG theory, the notion of motivation prior to any employee is

framed upon three elementary criteria whose acronyms coined the title of the theory.

Above everything, the employees expect several fundamental means to retain the

existence that is what E stands for (Pinder, 2014). These fundamental means ranges from

safety to physiological health and several other means, which is one of the primary

requisites for the employees to stay motivated. R stands for Relatedness, which take the

urge of any employee to proliferate their interpersonal relationships into consideration

while heeding on several other aspects such as social esteem and acknowledgement. G

stands for Growth and considered as one of the pivotal criterion to sustain the desired

level of motivation within an employee (Pinder, 2014). If the organization that the

employee is serving is sensible enough to endow the employee with opportunities of

individual development, it enhances the dedication of the employee towards the assigned

task while catering the motivational impulses of the employee.

● Herzberg’s motivator-hygiene Theory: It is also known as Two-factory theory since

Herzberg intends to designate two crucial factors that actively cater the motivational

impulses of the employees. Furthermore, Herzberg seem to heed on the aspects that can


entertain job dissatisfaction in an employee and causing lack of motivation to perform the

job in a dedicated manner. In this regard, Herzberg seem to categorize the pivotal factors

of job satisfaction into two major classes such as Hygiene Factors and Motivational

factors with the self-proclamation that the hygiene factors is unable to be designated as

potential motivators (Lepper & Greene, 2015). Some of the major motivational factors

seem to resonate with the factors prior to ERG Theory and that is why sometimes it has

been considered as an simplified extension of the ERG theory. Herzberg seem to

segregate the motivational factor in a chronological fashion where Recognition ranks the

top while resonating with the R in ERG Theory (Lepper & Greene, 2015). In this regard,

apart from social status, the employees have been found to crave for acknowledgement

from their immediate authority prior to their accomplishment. The next factor is named as

Sense of achievement that intends to tap the ability of the employee to apprehend a

tangible outcome out of their performances. The notion of growth and promotional

opportunities resembles with what have been mention as G in the ERG model. The sense

of accountability is also one of the prime concerns that this head take into consideration

(Lepper & Greene, 2015). Moreover, this framework have also found that motivation is a

predominant function of the meaningfulness of the assigned task that most of the

employee crave for in order remain dedicated towards the organization.

● McClelland’s three-need Theory:The apprehension that has been proposed here against

the motivational impulse of an employee seems to be framed upon the three rudimentary

needs that employees typically covet. The seed of this framework has been sprouted in

the phenomenal book written in 1961 named as The Achieving Society by David

McClelland. The characteristics, which have been characterized here, seem to embark on

three factors of employee motivation that can be categorized as Achievement, Affiliation

and Power (Dweck, 2017). In terms of achievement, employees have been observed to be

in need of a comprehensive metric of challenging tasks that they are conditioned to

accomplish. In this regard, they are prone to obtain an awareness about the vulnerable

risks which they are typically instructed to keep a calculate record of. It has been also

under this domain that employees crave to avail regular feedback on their tasks since it is

an inherent nature embedded within them, which nudges the respective employees to

analyze them. They usually seek organizational aid to accomplish their desired goal as


well. On the other hand, in terms of affiliation, the framework seems to tap the craving of

the employees to socialize. Every employee desires to be in a strong attachment with a

social group while expecting acknowledgement from their fellow colleagues and the

inmates of the group. It has been also discovered in this regard that most of the

employees prefers collaboration to competition and volatility (Dweck, 2017). The

category power speaks for itself as every employee intends to wield in order to influence

other considerably. In this specific segment, they intend to participate in verbal

competition and ensure triumph on their favour. This has been coupled with the urge to

relish recognition and status.

Figure 5: Comparison of Content Theories of Motivation

(Source: Dweck, 2017)

Process theories of motivation

These theories, unlike indicating the content that serves the motivational impulses prevalent in

the employees, seem to reflect on the process of motivation prior to an individual employee. In

this regard, these theories seem to consider the inevitable cognitive distinction prevalent in


exclusive employees in order to illustrate the conditions and rudimentary needs of satisfaction of

a respective employee (Rasskazova, Ivanova & Sheldon, 2016). These theories attempt to

explain the likelihood of specific choice prior to the sense of satisfaction of a respective

employee. In this regard, Expectancy Theory, Goal-setting theory and Equity Theory has been

described.

Figure 5: Process Theories of motivation

(Source: Rasskazova, Ivanova & Sheldon, 2016)

● Expectancy Theory: It has been lauded as one of the most rational explanation of the

motivation and Victor Vroom has proposed it in 1964. This framework is also called as

VIE which is Valence, Instrumentalityand Expectancyrespectively. It suggests that the

choice of the employees regarding a particular course of action has been governed by

their perception regarding their i) own capabilities, ii) expectation of acknowledgement

and rewards and iii) perception regarding the moot value of these rewards. It is

diametrically opposite from the content theories since the pursuit of this theory is


principally aimed at the consideration of a particular individual to choose a particular

demeanour over another (Pinder, 2014). This choice process has been illustrated in this

framework as an exclusive cognitive aptitude and the subsequent analysis of the factors

that caters the evaluation of the appraisals can be categorized as Expectancy,

Instrumentality and Valence respectively. The notion of expectancy seem to suggest the

inquiry that desires to evaluate the capability of a respective individual to perform a

certain task. Furthermore, the notion of instrumentality seems to cater the enquiry

regarding a corporeal outcome prior to the performance. The notion of Valence seems to

cater the inquiry regarding the pitch and value of the outcome. Vroom seems to express

the notion of expectancy and instrumentality in a probabilistic way while considering the

vulnerability of the conditions prior to satisfaction and dissatisfaction (Dweck, 2017). On

the other hand, while expressing the notion of valence Vroom seems to adopt a subjective

approach since the individual is exclusively involved in the evaluation of value out of

corporeal outcome, though the force that has advocated this impulse will be considered as

a prospective function of these key factors. Thus, it can be stated that the cumulative

effect of Valence, expectancy and Instrumentality has been evaluated to determine the

notion of motivation (Rasskazova, Ivanova & Sheldon, 2016). Furthermore, this

cumulative effect has been considered as the mathematical product of these and if the

value of any element becomes equal to zero the entire value of motivation become zero.

In the organizational premises, it has been lauded as one of the most significant findings

to retain the impulse of motivation of the employees of the respective organization. The

major critique that has proposed over here is the introduction of the notion of

instrumentality seems to induce excessive intricacy in the cognitive process prior to an

exclusive employee.

● Goal-setting theory: This theory is proposed by Edwin Locke and his associates in 1960

and eventually it has obtained sophistication throughout the years of persuasive research.

This theory seems to emphasize on the aspects of purpose and intent that might drive an

employee to obtain desired objectives (Rasskazova, Ivanova & Sheldon, 2016). In this

regard, the framework happens to characterize the objectives of an employee through

incentives, self-perception and the sequence in which the objectives has been formulated.

These traits coupled with the attitude of arranging objectives urge for an exclusive


behavioural strategy in order to evaluate the performance keeping the abilities and

constraints in mind. Furthermore, the awareness of the outcomes prior to the adopted

demeanours has been considered valuable for subsequent amendments of behavioural

strategies. In the framework Locke seem to propose some conclusion after conducting an

introspective study prior to the influence of behaviour strategies on the notion of

motivation. The initial corollaries of these conclusions seem to suggest that difficult goals

usually cater higher performance as compared to easy goals depending upon the attempt

of the person to accomplish them. Through this statement, this framework appears to

suggest that employees typically direct their behavioural strategies towards

accomplishment of goals. Furthermore, challenging goals coupled with a considerable

specificity appear to cater higher performance as compared to the general goals since

specific and challenging goals own the ability to guide the performer to adopt a precise

intention prior to the specification. In this regard, the behaviour of the employees appears

to be directed towards the procurement of considerable precision. Furthermore, the

awareness regarding the feedback of every task ensures higher performance prior to the

difficult and precise goals that are required to be accomplished. In this regard, it is

evident that Locke seems to suggest that feedbacks typically come with an embedded

ability to motivate employees. Moreover, the beneficial outcomes of goal setting partially

(but a considerable moiety) depend on the commitment of a personnel towards their

desired goal. In summary, the framework seems to suggest that performance level of

every exclusive employee can be enhanced simply by setting complex and specific goals.

Furthermore, it has also addressed the ability of feedback to stimulate motivation.


Figure 6: Overview of the Goal-setting Theory


● Equity Theory: This theory is framed upon the common proclivity of comparative

analysis prior to every individual. Employees, following no exception, seem to compare

their job inputs and outputs with their fellow colleagues. Moreover, the perception seem

to seek a ratio of corporeal job outcomes upon the input that the employee has been

imparted (Pinder, 2014). The state of equity has been accomplished if the ratio of input

and output seem to resemble with the ratio of the fellow colleague that the employee

seem compare with. In this regard, the current framework seem to suggest four

comparison criteria in order to evaluate the proportion of comparison and those can be

categorized as Self-inside, Self-Outside, Other-inside and Other-outside respectively.

Moreover, the framework also suggests that the choice of the referent seem to be

influenced against the data about the referents and their ability to allure the person against

him. In this regard, this framework seem to suggest several variables that influences the

choice such as Length of tenure, Amount of education and the Salary level of the

employee (Pinder, 2014). Through anticipating the common proclivities of an exclusive

employee to change the choices seem to categorize the immediate act within six choices.

In an empirical tone, it can be stated that people are not only concerned aware their


rewards that they are destined to get prior to the performance they have been able to

execute. The employees seem to conduct a comparative analysis with an entity equivalent

to the position and this, as this framework suggests, is one of the governing criteria that

characterize the motivational impulse. The conclusion of this framework that apart from

absolute rewards, relative rewards can also assist to determine motivational impulses

prior to an exclusive employee.

Figure 7: Comparison of Content and Process Theory


Role of motivation in healthcare organizations

It is a well acknowledged fact that health worker motivation is the chief determinant of retention

of the health workers in the healthcare sector. It has been proven from the existing studies of the

domain that motivated workforce apply more knowledge in their work other than the non-

performers. In the developing countries several challenges including poor working conditions,


personal safety needs of the employees and inadequate equipments, motivation is significant in

retaining the productivity of human resources.

In the recent years employees’ motivation has become one of the determining factors that defines

organizational success. However, it is true that it is important to understand the motivating the

individuals through initiative, rewards and effective leadership. Motivated workforce is more

likely to increase the overall productivity of the organization. Successful motivation indicates

that the workforce understands the organizational goals and objectives and they are more

concerned about the organizational benefits. In the healthcare sector the major mission lies in

providing necessary medical services to the patients in need. As the chosen hospital provides

challenging and complex medical support to the patients, it is important for the employees to

understand that work engagement is a moot necessity in this field. All of the health care

organizations including this hospital functions with the proposed actions in order to accomplish

the organizational goals with best use of the hospital’s workforce. Motivation is the process that

indicates at initiating human activities which is directed towards attainment of specific goals.

Figure 8: Correlation between motivation and individual productivity

(Source: Daneshkohanet al. 2014)

Previous literature

There are several experts who have worked in this arena in order to identify the role of

motivation in increasing individual productivity of the healthcare employees. However, it is

important to understand different perspectives in order to identify significant factors of

motivation that are influential in increasing per person productivity of the healthcare workers. In

evaluating the previous literature, several articles that focus on the motivational needs in the

medical sector of developing countries have been considered to be relevant. For better

understanding, the chosen articles have been evaluated in a chronological order.


Article 1

One of the most important works in this area has been done by (Daneshkohanet al. 2014). This

article evaluates the working condition of the medical sector in Iran and significantly locates the

problems that the employees chiefly face that affects their productivity. In order to identify the

motivational needs of the healthcare workers the authors have successively chosen a particular

health care organization for the research. As the results of the research suggested there are

several motivational factors that helps in enhancing the individual productivity of the employees.

However, the authors have also pointed out that the capability of these factors in motivating and

encouraging the employees in order to accomplish the organizational goal is not at the same

level. The employees of SBUMS have been seen to be majorly influenced by the following

motivational factors.

● Good management

● Support of the higher authority

● Good working relationship with the colleagues

The researchers identified that in the chosen setting 47.2% of the employees were not satisfied

with the existing schemes and their potency in improving the performance of the employees. The

major demotivating factors that affected the productive outcome of the employees have been

identified to be unfair treatment among the subordinates, lack of appreciation and management

errands.

This article is important as it potently points out the motivational needs of the healthcare

employees and the factors that have the credential to influence individual productivity of th

employees.

Article 2

The paper by S.K. Srivastava and Kailash Chandra Barmola on the Role of Motivation in Higher

Productivity is a significant one as provides a psychological overview regarding an individual’s

necessity of motivation in increasing their individual productivity. The paper explores different


prevalent definitions of motivation in order to compare and illustrate the moot aspects that are

associated with motivation. Along with that the article has also explored different motivational

theories which has been effective in understanding the appropriate motivational framework for

healthcare industry. The authors in the paper have successfully established a correlation between

motivation and productivity that also supports the H1 of this study. The importance of this paper

lies in the fact that it also evaluates several strategies associated with motivation that can

enhance the productivity of the human capital of a particular organization. The importance of

motivation and the difference of its function in motivating an individual and a group is another

potent outcome of the study.

Article 3

The report by MarjoleinDieleman and Jan Willem Harnmeijer attempts to locate the factors that

have the credential of improving the performance of the health workers. The report identifies

several reasons of poor performance of the healthcare employees. This article does not reflect

much upon the role of motivation as it primarily focuses at identifying the factors behind the

poor performance of the healthcare employees. However, it also locates the chief elements that

influence productivity, competence and responsiveness of the employees. It potently relates

motivation to the job satisfaction of the employees which is one of the major influential factors

of high productivity. The study establishes that job satisfaction is related to motivation and it is

affected by several external factors like working condition, organizational structure and working

culture of a particular organization.

Other relevant literature

Most of the sources that have been studied in the course of the research reflects upon the fact that

human resource is the most vital part in healthcare system and the workforce of the healthcare

sector requires to be motivated in order to perform in a highly productive manners. The articles

that are associated with the motivational needs of the healthcare employees in particularly

developing countries emphasize on the fact that poor working condition demotivates the

employees. Therefore, to maintain their individual performance it is important to motivate the

employees in order to perform in an effective manner.


The function of the healthcare workers are often tiresome and exhausting. Therefore the need of

motivation is dominant in this industry. Several critics have argued that the motivational needs

vary from one person to another and a tangible scale can not be utilized in order to measure the

motivational needs of the healthcare workers. However, the working condition and

organizational policies of a particular healthcare system affect the behaviour of the employees

and the management of the organization needs to focus on the factors that majorly hinder the

workforce from performing in a productive manner.

The recent research works have identified that for the developing countries the healthcare

services have been improving in recent years and the reason behind such improvement has been

identified to few organizational frameworks that associate employee motivation with employee

retention. A productive workforce has been considered to be one of the primary criteria of

successful healthcare service organizations (Dolea & Adams, 2005). The organizational goals of

the subsequent health care organizations are aligned with the productivity of the workforce and it

is correlated with the individual performance of the workers as well. The experts have agreed

that satisfied and motivated employees are key to run the entire health system seamlessly.


Figure 9: Factors behind Employee productivity

(Source: Dolea & Adams, 2005)

Current literature

The study of the chosen organization has helped in identifying the employee needs of each

department of the hospital. The job responsibilities of the employees and the problems that they

majorly face have been located in the course of the research. Current literature attempts to

provide a brief insight on the organizational structure and segregation of the departments and the

classification of the employees based on their job roles.

Functional areas of the organization

The segregation of the departments are based on the type of support that each of the department

provides. It has been noticed that organization is run through departmental functioning (Dolea &

Adams, 2005). The major functional areas within the hospital that aims at providing

uninterrupted services can be classified as following:

● Nursing services

● Allied health services

● Pathlab services

● Diagnostic services like non-invasive labs

● Clinical support services including pharmacy, outpatient services, Administrative

services and non medical staff, housekeeping department and the finance department

● Medical report sections

● Human resources department

It is important to have coordination among the departments in order to provide better care and

positive outcome.


Employee satisfaction in the chosen hospital

The study has identified few individuals who are working in the respective departments who

have portrayed dedication toward their work and outperformed their job responsibilities. The

study has attempted to identify the driving force behind their performance. It has been noted that

the major reason for their good performance is their dedication towards achieving the

organizational vision, missions, goals and objectives. The rate of job satisfaction is high among

these employees. A conclusive study has been conducted in order to identify the underlying gap

between the performers and the non-performers. It has been noticed that the performers are more

engaged towards their works while the non-performers have several organizational issues

regarding their departments and job roles.

Job characteristic Model to motivate the employees of the chosen hospital

It has been already mentioned the work itself can be a fecund source of motivation if the work

can be characterized with challenge and precision with the assurance of absolute and relative

rewards. Several recent researches seem to suggest that proper job design with several exclusive

ingredients has the ability to drive motivation and the consequent effort from the employee

(Deepthi Reddy, 2017). Furthermore, several contemporary researches suggests that the Job

Characteristic Model happens to be one of the most effective model to drive employee

motivation in the hospitality and health care industries since the prospective exponents in this

urges for the acknowledgement of the motivational spirits the most. Several contemporary

fecund article on the motivational impulse of health care employee seem to adhere to this model

guided by an expected effective and corporeal outcomes.

In an empirical tone, it is obvious that Job Characteristic Model seem to characterize any job into

five core dimensions and this trend of characterization includes the respective model into the

domain of process models prior to the motivational impulse of the employees (Dan Richards,

2013).

The five core dimensions can be empirically categorized as;

● Skill Variety: The employees seem to evaluate a job against the proportion of diverse

activities prevalent in the job. This trend signifies the desire of every employee to


apply diverse talents and expertise (Peters, Chakraborty, Mahapatra & Steinhardt,

2010). This has earn prominence in the health care sector since this framework of skill

variety enables the respective employees of a health care unit to earn acknowledgement

for their embedded skills and talents for instance, to assess the specific psychological

needs of a particular patient.

● Task Identity: The employees further judge a piece of work by the proportion of

completion that the job demands for. This proportion of completion can be considered

as the elements of challenge and specificity integrated with the job. The employees,

especially the employees prior to health care sector seem very pedantic regarding the

proportion of completion of a particular job since they wield this as the parameter of

the degree of precision and competency required for the particular task.

● Task Significance: This head intends to tap the proportion and essence of a job to be

valued (Dolea & Adams, 2005). The significance of a particular task has been

evaluated by the vulnerable impact and influence of the job that denotes nothing but

the value of performance. Task significance seems to be a governing regulator in the

premises of health care since the essence of such classification of tasks ensures fruitful

relative rewards.

● Autonomy: This classification intends to tap the command of an individual choice prior

to a task while evaluating the degree of discretion that the particular job allows for.

● Feedback: As it was feebly mentioned in the previous discussion, in the approved

discourse of motivation feedback has been considered as an analogue of relative

reward (Murphy, Chuma, Mathews, Steyn & Levitt, 2015). Employees has been

conditioned them to possess a staunch urge regarding the appreciation.


Figure 10: Importance and individual Engagement

(Source: Daneshkohan et al, 2018)

This framework seems to suggest that the presence of the initial three dimensions encourage the

employee to retain towards the assigned tasks through driving motivation. Furthermore, this

factor also seems to enhance the level of performance and satisfaction. This framework earns

prominence in the health care sectors since it enables the employees with the room of self-

analysis while evaluating their performance characteristics through absolute and relative

rewards.

Summary

In this section, the crucial emphasis has been imparted on the identification of the parameters

that are most likely to drive motivational impulse among the employees prior to the health care

unit. Moreover, apart from the content theories, this section desires to heed on the process

theories prior to motivation. Deduced simulations and corresponding apprehensions has been

critically reflected against the score of a succinct secondary research backed by the pertinent


literature on the same discipline. The essence of the apprehensions presented here is it is not only

the demands whose fulfilment keep an employee motivated, they also crave for precise and

challenging job profiles coupled with tangible significance and relative rewards.


Chapter 3: Methodology

Introduction

This chapter aims at identifying the framework of the complete research work. The methods that

have been used in conducting the entire study has been discussed along with the effectiveness of

the chosen research plan. The data collection process and the specific techniques that are used in

order to appropriately evaluate the gathered data have been elaborately illustrated in the chapter

prior to the approach and philosophy that have been followed in executing the analysis of the

collected data. The moot dimensions of the tools and technique that have proved to be effective

in facilitating the process of the research have been highlighted in the chapter.

Method outline

With the aspiration of conducting the study effectively in order to gain significant outcome, the

entire design of the study is framed upon a significant approach. In regards to obtaining optimal

result the research has been conducted with aid of positivism philosophy, deductive research

approach, descriptive research design, survey research strategy for primary data collection and

both quantitative and qualitative technique for the analysis of the obtained data. In order to

commence an appropriate sampling technique, certain respondents of the population have been

chosen through probable and non-probable method.

Research onion

Research onion is considered one of the major tools of research methods that helps to illustrate a

clear understanding of the entire strategy that has been applied in the course of the research.

According to Saunders et al (2009), research onion is a layered approach that is comprised of six

different layers. It illustrates the process of concluding the study through six different stages of

the study and that are research philosophy, research approach, research design, research strategy.

Data collection method, data analysis process and time horizon of the entire study. In order to

gain aspired result layers or folds of research onion have been followed that indicate objective

outcome of the complete study.


Figure 11: Research Onion

(Source: Saunders et al. 2009)

Research paradigm

The proper guideline of the study is provided through selecting an appropriate research paradigm

or research philosophy that suits the purpose of the research. Three most widely used, canonical

as well as fundamental research philosophies are Interpretivism, Positivism and Realism. Other

research philosophies that have contributed effectively in the paradigm of research are post

positivism and pragmatism (Kothari, 2004). Reality of the substances can be well understood

along with a scope of a subjective outcome with the help of interpretivism. Interpretivismin the

course of this particular study can result in single truth hypotheses of the study (Kumar, 2014).

Therefore, in order to have an objective result the study has been based upon positivism research

philosophy. Positivism is helpful in predicting and evaluating the exploratory learning changes.

Justification for selecting positivism:


Positivism has been selected as the appropriate philosophy for this particular study as it is

helpful in analysing the dependent and independent variables of this particular study

(Panneerselvam, 2014). For instance the role of motivation on the individual performance can be

evaluated through the philosophy and the role of motivation in increasing organizational

productivity as well. As the research work highlights a well acknowledged fact that motivation

can positively impact or enhance the productivity of the health workers, positivism has been

chosen as the philosophy. It has helped in broaden the scope of the study and has effectively

contributed in the factual analysis of the data. Through the logical interpretation and evaluation it

has helped in reaching a conclusive summary through the factual evidence.

Research approach

In the domain of academic and market research, the major two approaches that are widely

followed by the researchers are deductive approach and inductive approach. These two

approaches have contrasting features and they are polar by nature. Inductive approach indicates

the considerable adjustment of the general setting of the initial research paradigm into

considerably constrict frame. Inductive approach allows the researcher to generate a new theory

in accordance with the obtained data (Silverman, 2016). Inductive approach narrows the scope of

the research. Deductive approach is used in order to test a theory and begins with a hypotheses.

For this study deductive approach has been chosen as the appropriate approach of the study.

Justification for selecting deductive research approach

For this particular study deductive approach has been chosen as the appropriate research

approach as it suits the purpose of the research. This study aims at exploring the theories and

models of motivation in order to locate the potency of motivation in increasing individual

productivity of health workers. Deductive approach has helped in gathering relevant and

necessary information for conducting the research successfully. Deductive approach has been

chosen for its credibility regarding top to bottom approach that has been used in order to prepare

the hypotheses of this study after having necessary knowledge of the motivation theories and

models and this topic constraints the scope of developing a new theory therefore, deductive

approach has been chosen as the appropriate one.


Research design

Primarily there are three types of research designs that are followed by the researchers. The three

major research designs are Exploratory, Explanatory and Descriptive research design.

Exploratory design is chiefly used in order to evaluate the theoretical contemplations that are

associated with the issue (Flick, 2015). Descriptive design on the other hand provides the

researcher with the scope of depicting the participants of the researcher in an accurate manner.

There are several scopes that descriptive designs permit the researcher like observational study

of the participants and in depth study of the chosen population. In order to suit the needs of this

study, descriptive design has been chosen.

Figure 12: Research Design

(Source: Panneerselvam, 2014)

Justification for choosing descriptive design:

Descriptive design has been chosen in order to evaluate the data collected from the respondents.

As the primary research is based on the behaviour of the health workers in the chosen hospital,


descriptive design permits the scope of evaluating the performance of the employees and

associates their performance with their motivational needs.

Research strategy

It is important to structure the research accordingly with the help of a particular research strategy

research strategy dictates the moot function through which the study has been conducted.

Research strategy as mentioned by (Panneerselvam, 2014) can be Experiment, Survey, interview

and case study. This study has selected the survey process in order to obtain necessary from the

workers of the chosen hospital. Survey has been chosen in order to gather data from a large

number of respondents in order to identify the trends that are present in the motivational needs of

the employees. Survey is cost effective and it helps in gathering relevant data in a short span of

time.

Sample selection

Sampling technique:

Sampling method consists two major sampling techniques that are known as the probability

sampling and non probability sampling. As far as probability sampling is concerned individual

members of the chosen, population has a known non-zero probability to participate in the study

(Taylor, Bogdan&DeVault, 2015). Probability sampling methods are comprised of stratified

sampling, systematic sampling and random sampling. The respondents in the course of this

particular study have been selected on the basis of random sampling. Random sampling has been

acquired as the appropriate sampling technique in order to limit the bias of the principles of

probability sampling.

Population:

In the domain of research, population indicates to the people who have participated in the study.

For this research the population indicates at the workers of the hospitals except the doctors from

whom the respondents of the survey have been selected.

Sample size:

In order to evaluate the necessary information it is impossible to select the entire population of

the study. In order to operate the survey seamlessly, a particular number of respondents are


chosen for the study and this is known as the sample size of the study, for this particular research

200 respondents who works in this Super Speciality Hospital.

Data collection technique

It is important to select a proper data collection technique in order to examine the variables of the

research effectively. It is possible to accumulate the data through various techniques. The chief

data collections techniques are primary data collection technique and secondary data collection

technique (Silverman, 2016). Primary data is collected directly by the researcher and it is

considered as the new data that has not been used previously in any other research works.

Secondary data indicates the data that has been gathered by someone else for other purposes.

Secondary data is generated from the previous research works, books, journals and articles or

other relevant sources.

In the process of the study, primary data has been collected from the opinions of the employees

and their response to the provided questionnaire. The information of the hospital and its

departments as well as the system that they work with have been obtained through the

observational study that has been conducted at the hospital. Secondary data has been used in

order to build the objective and questions of this research. This data has been sourced from

previous research works on the subject of employee motivation and their performance. The data

obtained from the survey that has been conducted among the employees of the hospital is the

primary data for this particular study.

Data analysis technique

In order to effectively accumulate the result of the study, it is important to select a particular data

analysis technique that is suitable for the purpose of the study. The two major type of data

analysis technique are the quantitative technique and the qualitative technique of data analysis.

Quantitative data have been analysed through the statistical method of Excel. In the process of

the statistical method the numeric value that has been obtained from the responses of the

employees have been converted into percentage form for further analysis based on the research

questions. Qualitative data have been analysed through developing transcripts of the interviews

that have been conducted with the departmental heads.


Ethical consideration

It is important for any research to be compliant with the ethical considerations of the research.

This research has been compliant to the liberty of contribution on the part of the respondents,

good behaviour towards the organization and organizational personnel, data protection and

application of the data. The data that has been gathered in the course of the study has been

protected under the Data Protection Act of 1999. Apart from that the respondents have not been

forced in any circumstances to participate in the survey or the interview. In order to maintain the

confidentiality the identity of the participants has not been disclosed in the course of the study.

Along with that, organizational productivity has not been hampered in commencing the research.

The data that have been used from secondary sources has been acknowledged and the obtained

data has been solely used for the purpose of this study and not any other commercial purpose.

The data that has been used in the study have not been manipulated or altered to suit the result of

the study.

Time table

Activities 1st

Week

2nd - 7th

Week

8th–

11th

Week

12th -

15th

Week

16th –

19th

Week

20th –

23st

Week

24nd –

25rd

Week

26th

week

Topic selection

✓

Secondary data

collection✓ ✓

Primary data

collection✓ ✓

Literature review ✓ ✓


Methodology

identification✓

Analysis and

interpretation of

primary data

✓ ✓ ✓

Findings of the

study and

comparing them

with literature

✓ ✓

Conclusion ✓ ✓

Draft formation ✓

Submission of final

work✓

Figure 13: Timeline of the Research

Source:

Summary

The chapter has illustrated the methodological tools and techniques that have been used in the

research. Along with that, the discussion of the chapter has helped in providing critical insight in

the process of obtaining the results and have shed light on the complete framework of the study.


Chapter 4: Data analysis and Discussions

Introduction

In this section, the researchers seek to derive primary information from live participants in order

to percolate the trend of opinions across the secondary findings of literature review prior to the

moot pursuit of the research. In this regard, the researcher desired to conduct both qualitative and

quantitative data analysis technique in order to derive the requisite primary data as it was

empirically mentioned in the research methodology section. Despite having a succinct overview

of the primary research out of literature review, the researchers have arranged a semi-structured

interview to enrich their archive of primary information. On the other hand, the researchers have

also managed to conduct a survey wish 100 potential respondents which have been nominated

across the hierarchy of management of the chosen hospital. In an elaborative tone, in order to

participate in the semi-structured interview prior to the qualitative research, 5 potential

respondents have been chosen across the representatives of Out-patient services, Front office

services, In-patient services, Biomedical unit and the pharmaceutical and paramedical unit. On

the other hand, the potential respondents of the survey have chosen across the employees and the

representatives of the rest of the departments (Ambulance services, Food & Canteen services

etc). The obtained data has been presented while abiding by the ethical considerations as

mentioned in the research methodology section.

Qualitative questionnaire

1. What motivational drivers do your organization patrons to retain the dedication of

the employees?

Out-patient

services

representative

Front office

representative

In-patient

representative

Biomedical

services

representative

Pharmaceutical

and

paramedical

services

representative

We offer

considerable

Incentives are

there to

We impart a

sincere attention

I think

incentives are

We ensure that

they must not


incentives if the

employee has

been able to

retain their

performance in

a consistent

fashion.

Moreover, we

endow them

with paid leaves

except times of

high pressure.

compensate

their excellence.

Moreover, we

offer relaxation

to each

employee if they

performed

overtime

consistently.

while fixing shift

of

responsibilities

prior to the

performance of

the respective

employee.

Moreover, since

we have been

able to discern

our ace

employees, we

interact to them

regular in order

to encourage

them to retain

their

consistencies.

enough to retain

the requisite

motivational

impulses

expected from

an employee.

Moreover, we

ensure them that

they will be

endowed with

shift of the

responsibilities

ethically.

perform under

the surveillance

of choking

deadlines.

Moreover, we

ensure that the

employee will

remunerated

properly against

their consistent

performance.

Trend Analysis: It is very evident from the cumulative inclination of the remarks that the

leading exponents of the organization categorize the sense of motivation of the employees in

terms of financial compensation and work relaxation. This flagrantly exhibits the lack of the

sense of relative rewards as a significant driver of motivational impulse prevalent in the

attribute of the prospective exponents of the organization. It is also evident that they rely on

the traditionally perceived drivers of employee motivation.

2. How far do you think that the training and development programs arranged by

your organization are fruitful for your employees prior to their individual

development?

Out-patient Front office In-patient Biomedical Pharmaceutical


services

representative

representative representative services

representative

and

paramedical

services

representative

That is the moot

essence of

organizing a

training and

development

program.

Moreover, as we

are able to

discern the ace

employees of

our organization

along with their

embedded

expertise, we

attempt to

cultivate those

expertise

through these

sort of

programs.

It is evident that

fecund training

and

development

programs is

potent enough to

breed individual

talent. Our

organization is

considerably

aware about the

individual

development of

the employees.

But since the

employees are

obliged to

perform under a

tight schedule,

the organization

is inherently

unable to

observe such

programs

frequently.

I think the

organization

attempt its best

to patron and

cultivate

individual

talents

embedded in

their employees.

Though we are

unable to

observe those

kind of

programs in a

regular basis,

we seek the

participation of

our employees

when we came

across certain

critical cases. I

hope the

employees take

them as the

appreciation of

their talent.

We breed

individual

learning of our

employees as we

intend to

prepare them

for higher

excellence.

Apart from

observing

training and

development

program,

though in a least

regular basis,

we encourage

them to

participate in

several

internship

program at our

expenses.

I think the

organization is

well aware

about how to

breed embedded

expertise out of

their employees.

We intend to

enable them to

get involved into

cases that

inherently

requires higher

skills. We expect

our employees to

take them as an

integral part of

their training

and individual

development.


Trend Analysis: Apparently, it appears from the cumulative inclination of the remarks that the

organization are well aware about the embedded talents prevalent among their employees.

Furthermore, it is an inherent constraint of the very profession which refrain the management to

observe such sort of training programs prior to individual development since they are obliged to

operate under a hectic schedule. However, it is evident from their approach that are not well

aware about training programs being a intense driver of motivational impulses prior to the

employees.

3. What do you think that the urgent deadlines can cater higher productivity with

desired performance characteristics out of your employees?

Out-patient

services

representative

Front office

representative

In-patient

representative

Biomedical

services

representative

Pharmaceutical

and

paramedical

services

representative

Firstly, the

employees are

expected to

recognize it as a

constraint of

their profession.

Secondly, the

organizations

cordially

attempt to offer

compensation if

an employee has

to perform

under stringent

We intend to

reduce the

degrees of

urgent deadlines

since we are

aware that it

affects the

performance of

the employees.

In cases, when

we are bound,

we sincerely

offer

compensation

I do not think

the employees

have to perform

under a strict

deadline in a

regular fashion.

Whatsoever,

they must

recognize the

axioms of their

profession. We

sincerely think

of

compensations if

The employees

are expected to

respond to this

as a constraint

of their

profession. And,

as far my

awareness goes,

they respond

accordingly.

Everyone in

every

organization

have to perform

under strict

deadlines. In

return, the

organization is

available to

entertain their

appeals prior to

compensation.


deadlines in a

consistent

fashion.

against that. such cases

occur regularly.

Trend Analysis: It is very evident from the cumulative inclination of the remarks that they

expect their employees to consider urgent deadlines as a part of their job. Moreover, the

organization appear accessible to entertain relaxation as appealed by the employees.

However, it is evident that frequent tasks of urgent deadlines hamper the notion of

employee motivation which lacks acknowledgement from the statements of the

respondents.

4. What measures do you think can obtain desired performance from the so called

non-performers?

Out-patient

services

representative

Front office

representative

In-patient

representative

Biomedical

services

representative

Pharmaceutical

and

paramedical

services

representative

The

organization

requires to

present a lucid

and transparent

idea about their

requisite

performance

standards in a

strict note.

They will non-

performers no

matter what

measures or

steps the

organization. It

is their inherent

nature to

perform that

way.

The

organization

can ensure a

mandatory

attendance of

them prior to the

individual

development

programs.

The

organization

need to be strict

prior to the

requisite

performance

level. Moreover,

they must listen

to their version

of the story such

as what restricts

them to perform

accordingly.

They still can be

encouraged to

participate in

the training

programs prior

to individual

development.

Moreover, the

instances of

excellent

performances

from their fellow

colleagues can


be presented in

front of them

coupled with a

strict instruction

of the requisite

performance

standards.

Trend analysis: It is very evident from the cumulative inclinations of the opinions that the

organization is well aware about the steps that might pave the so called non-performers

towards excellent performance. Thus, it is a mystery regarding the agents that prevents

the organization to work accordingly. Moreover, the introspection regarding the

motivational needs that distinguishes a non-performer from a performer is vague and

orthodox prior to the organization.

5. What do you think is the cardinal reasons behind the decline of performance

characteristics of your organization in the recent years?

Out-patient

services

representative

Front office

representative

In-patient

representative

Biomedical

services

representative

Pharmaceutical

and

paramedical

services

representative

The employee

turnover rate

reduces

considerably in

the last decade

that has affected

the cumulative

productivity.

The employees

are not

responding to

their tasks

sincerely despite

having a rich

presence of

possible

requisite

There are

several sectors

in the

organization

that urge for

massive

reorganization.

Interacting with

the employees

There is no iota

of inadequate

equipment to

complain for.

Probably, the

employees have

started to take

their

responsibilities

The organization

have attempted

their best to

respond to the

emerging needs

of the employee.

Interaction with

them might have

been reduced.


apparatus. have reduced

considerably as

well.

callously. That is

something which

disables the

organization to

heed to their

other demands.

Trend analysis: It is evident that there exist a huge diversity in the opinions prior to the reason

of performance decline. The majority of the respondents have admitted the interaction

with the employees have reduced considerably. This tendency disables the employees to

address their emerging demand prior to the working environment of the organization.

Moreover, a flagrant lack of a forum prior to the employees to address their terms and

grievances has also been discovered.

Quantitative Questionnaire

1. How far do you agree that PRP influences the facets of motivation among

employees?

Responses % of responses

Number of Respondents

Total Number of

Respondents

Agree

Strongly Agree

Disagree

Strongly disagree

Table 1: influence of PRP on employee motivation



Figure 14: influence of PRP on employee motivation


Trend analysis: It is very evident from the responses that the majority seeks to confront the

payment mode prevalent in the organization. They seem to address that instead of setting

the wage on the position of the employees, it needs to be founded upon the level of

performance portrayed by the respective personnel.


2. Do you agree that, motivation is important for the elevation of business processes in

an organisation?



Total Number of

Respondents

No Comments

Table 2: Importance of Motivation in elevation of business processes


Figure 14: Importance of Motivation in elevation of business processes



Trend analysis: It is quite an expected response that the majority appear to address. An

organization is obliged to heed on the motivational demands and impulses of the employees in

order to thrive with their absolute objectives.


3. How far do you believe that, employee motivation is interrelated to maximisation of

profits?



Total Number of

Respondents

Agree

Strongly Agree

Disagree

Strongly Disagree

Table 3: Employee motivation and maximization of profit


Figure 15: Employee motivation and maximization of profit



Trend analysis: The majority seem to comply with the option which is highly expected.

Massive participation of dedicated employees is mandatory to maximise the profit of an

organization.


4. How far do you agree that dynamic apprehension is one of the requisite personality

traits to regulate the degree of motivation in health care sector?



Total Number of

Respondents

Agree

Strongly Agree

Disagree

Strongly Disagree

Table 4: dynamic apprehension and individual motivation

Source: Self generated

Figure 16: dynamic apprehension and individual motivation



Trend analysis: As it is evident from the cumulative inclination of the responses, dynamic

apprehension is one of the prime factors that shape the frame of motivational needs prior to

an employee. Dynamic apprehension can be considered as a major individual trait that

reflects ambition as a crucial motivational need.


5. How frequent you are prone to take leaves?



Total Number of

Respondents

Frequently

Twice a month

Once a month

Table 5: Number of leaves


Figure 17: Number of leaves


Trend analysis: It is evident from the majority of responses that most of the time the

employees of the chosen hospital have to work under urgent deadlines frequently.


6. How far do you agree that assigning challenging tasks is an analogue of relative

rewards?



Total Number of

Respondents

Agree 34%

Strongly Agree 21%

Disagree 15%

Strongly Disagree 30%

Table 6: challenging tasks is an analogue of relative rewards

Source: Self-generated

Figure 18: challenging tasks is an analogue of relative rewards

Source: Self-generated


Trend analysis: The major inclination of the responses seems to suggest a reluctant remark.

However, the inclination of their responses is positive.

7. How far do you agree with the fact that employee empowerment drives motivational

impulses?



Total Number of

Respondents

Agree 36%

Strongly Agree 26%

Disagree 14%


Table 7: Employee empowerment as a driver of motivational impulses

Source: self generated


Figure 19: Employee empowerment as a driver of motivational impulses

Source: self generated

Trend analysis: The majority of the remarks exhibit a assertive remark.


8. How far do you agree with the fact that the organization is ethical in terms of

responsibility shifting?



Total Number of

Respondents

Agree 35%

Strongly Agree 25%

Disagree 30%


Table 8: Ethical terms of the organization


Figure 20: Ethical terms of the organization


Trend analysis: The majority of the respondent exhibits an affirmative response.


9. How far do you agree with the fact that your goals are completely aligned with the

absolute objective of the company?



Total Number of

Respondents

Agree 30%

Strongly Agree 22%

Disagree 20%


Table 9: Individual goals and organizational goals


Figure 21: Individual goals and organizational goals


Trend analysis: The majority of the responses exhibit an affirmative remark


10. Please Rate the performance appraisal system prevalent in your organization



Total Number of

Respondents

Good (1-4) 35%

Moderate (5-7) 35%

Poor (8-10) 30%

Table 10: Rating of the performance appraisal system


Figure 22: Rating of the performance appraisal system


Trend analysis: The majority of respondents exhibit an affirmative remark.


11. How far do you agree with the fact that the organization is interested to encourage

individual development of the employees through training and development?



Total Number of

Respondents

Agree 28%

Strongly Agree 22%

Disagree 20%


Table 11: Interest of the organization in encouraging individual development


Figure 23: Interest of the organization in encouraging individual development



Trend analysis: The majority of the responses exhibit a negative remark as they strongly

disagree with the notion.


12. Please rate your comprehensive experience being a participant of one of those

training programs



Total Number of

Respondents

Good (1-4) 28%

Moderate (5-7) 42%

Poor (8-10) 30%

Table 12: Rating of individual comprehensive experience


Figure 24: Rating of individual comprehensive experience


Trend analysis: Majority of the responses seem to reflect a reluctant remark.


13. How frequent do you have to perform under the surveillance of urgent deadlines?



Total Number of

Respondents

Frequently 55%

Twice a month 35%

Once a month 10%

Table 13: frequency of performing under urgent deadlines


Figure 25: frequency of performing under urgent deadlines


Trend analysis: It evidently shows that the employees have to perform under strict deadline

frequently.


14. How far do you agree with the fact that the workplace ambience can be

characterized with collaborative instincts and mutual help?



Total Number of

Respondents

Agree 21%

Strongly Agree 22%

Disagree 20%


Table 14: Workplace ambience in respect to collaborative instinct


Figure 26: Workplace ambience in respect to collaborative instinct


Trend analysis: The majority of the responses seem to exhibit a negative remark.


15. Please rate the conflict mitigation ability of your organization



Total Number of

Respondents

Good (1-4) 30%

Moderate (5-7) 29%

Poor (8-10) 41%

Table 15: Rating of the conflict mitigation ability of the organization


Figure 27: Rating of the conflict mitigation ability of the organization


Trend analysis: Majority of the opinion suggest that it is not up to the mark.


16. How far do you agree with the fact that the workplace ambience allows you to

incorporate individual ideas in your job?



Total Number of

Respondents

Agree 21%

Strongly Agree 11%

Disagree 30%


Table 16: Workplace ambience and individual ideas


Figure 28: Workplace ambience and individual ideas



Trend analysis: Majority of the opinions exhibit a negative remark that the ambience is not

collaborative


17. Please rate the wage management system of your organization



Total Number of

Respondents

Good (1-4) 55%

Moderate (5-7) 25%

Poor (8-10) 20%

Table 17: Rating of the management system


Figure 29: Rating of the management system


Trend analysis: Majority of the opinion exhibit an affirmative remark that the wage

management system is up to the mark.


18. How far do you agree with the fact that you are obliged to perform in comparatively

meagre salary as compared to your position in your organization?



Total Number of

Respondents

Agree 11%

Strongly Agree

Disagree 45%


Table 18: Employee position and salary


Figure 30: Employee position and salary


Trend analysis: The majority of the opinions disagreed with the essence of inquiry.


19. How far do you agree with the fact that your workplace is in favour of you in terms

of job security?



Total Number of

Respondents

Agree 49%

Strongly Agree 21%

Disagree 20%


Table 19: Workplace in terms of job security


Figure 31: Workplace in terms of job security



Trend analysis: Majority of the opinions seem to exhibit an affirmative remark while agreeing

with the essence of inquiry.


20. How far do you agree with the fact that your work rate is flexible as compared to

your position in the organization?



Total Number of

Respondents

Agree 35%

Strongly Agree 20%

Disagree 34%


Table 20: Flexibility of work rate


Figure 32: Flexibility of work rate



Trend analysis: There exists a considerable dimension of reluctance in two prior remarks.

Cumulative inclination is deceiving and vague.

Conclusion

In the light of the above section, the researcher came across that there exist several issues that

can be exhibited as the chief reasons of the lack of motivational impulses prevalent in the chosen

organization. Furthermore, it is evident and can be presented as the datum of the cumulative

inclination of the opinions that the majority of the management refuses to consider relative

rewards as a potent tool to feed motivational impulses.


Chapter 5: Conclusions and recommendations

Introduction

As the moot objective of conducting this study is to discern the parameters that differentiates the

performers from the non-performers prevalent in Indo-US Super speciality hospital while

heeding on the factors that drives the motivational impulses of the performers, it is almost

inevitable for the researchers to adopt a holistic approach towards the aforementioned pursuits.

Since a pertinent archive of apprehensions regarding the drivers of employee motivation is

already prevalent, the researchers seek to percolate those apprehensions against the emerging

issues of the chosen hospital while adapting positivism as the research philosophy. Furthermore,

the researchers attempt to critically investigate almost the entire oeuvre of literature in order to

delve deep to the problem while procuring the fundamental aspects of employee motivation. The

corporeal outcomes of this investigation aids to shape the qualitative as well as quantitative

questionnaire prior to the research question. In case of data analysis, the lauded technique of

trend analysis has been wielded here to process and interpret the cumulative responses of the

participants of the survey. Furthermore, the interpreted data has been attempted to quantify via

graphs which is also founded upon the previously conducted trend analysis.

Linking with Objectives

Linking with objective 1

It is imperative to mention in the beginning the objectives hereby are evidently influenced by the

principles of the research philosophy. Having a glimpse on the recent history of poor

performance that the chosen hospital has been able to exhibit, it is obvious that the management

have been unable to direct their massive human asset towards improved performance coupled

with high productivity. It is also evident that management relies on the traditional authoritarian

method of accomplishing tangible productivity with urgent deadline which, while ensuring

massive participation of the human asset, is unable to retain the desired performance

characteristics. The interpretation of acquired data also justifies the prevalent statement. In this

regard, an obvious void between the cumulative demand of the employees and the absolute

objective of the hospital is flagrant.


Linking with objective 2

It is an exaggeration to mention that the human capital plays the crucial role towards the

enhancement of value of the respective organization. It is evident from the prevalent

performance history of the chosen organization that, despite having a rich and massive presence

of human capital, the organization has been unable to extract the desired performance out of

them. Apart from the authoritarian attitude that every corporate organization is prone to impart

on their employees, this trend of performance exhibits a sheer lack of motivational impulse

within the employees which justifies certain results.

Linking with Objective 3

It has been feebly mentioned in the previous segment that the organization is evidently devoid of

the drivers that consolidates motivational impulse and subsequently breeds higher performance

characteristics. Apart from a flagrant misalignment prevalent among the cumulative will of the

employees and the organization itself, it is also flagrant that the organization is inadequate

enough to coach their employees against the tasks of higher merit. Employees seek to be

involved in the tasks of higher expertise in order to accomplish relative rewards coupled with the

fecund scope of individual development.


It is the inherent distinction in motivational needs that function as the distinguishing factors of

designating employees as performer or non-performer. It apparently exhibits the biased attitude

of the organization towards their employees while portraying the lack of proper training

programs that poses a hindrance before the employees to become a prospective performer. In this

regard, the organization can be recommended to prepare the scope for the talented performers to

exhibit their expertise in certain domain while observing effective training programs and other

means to fulfil the motivational urges of the non-performers.



The domains that require massive improvement are already been subtly highlighted in the data

interpretation section coupled with the cumulative recommendations provided in several

previous discussions. Apparently, it has been discovered that there exists a huge void that withers

the alignment of the cumulative goals of the employees with the absolute will of the

organization. Furthermore, the apparent absence of rich training programs inherently resists the

so called non-performers to perform accordingly. Apart from that, the absence of the spirit

among the employees being involved in challenging tasks of higher merit, apart from eliminating

the opportunities of individual improvement, resist them to obtain the requisite motivational

impulse.

Recommendations

The domains which are prevalent in the organization and require cordial and sincere heeding of

the management have already been discerned in the previous segments. In an elaborative tone, it

has been identified that there exists a unfathomable void between the absolute objective of the

organization and the cumulative will of the employees. This void is catering the hindrance that

inherently resists the so-called non-performers to perform accordingly. This, apart from

hampering the absolute productivity of the organization, cause the exponential decline of the

performance characteristics of the chosen hospital. Furthermore, the upbringing of the

performers is founded the craving of challenging jobs with higher precision. In this regard, the

chosen hospital can be recommended to arrange fecund training programs that might enable

them to cultivate their embedded talents and expertise. This, apart from satisfying the

motivational cravings of the performers, can cater an effective enhancement of the risk

mitigation capability prior to the chosen hospital. The organization should observe open

consortiums comprising of the representatives of the non-performers domain and the

representatives of the board of directors to listen to the motivational needs of the non-performers

and several other appeals and can act accordingly to ensure higher productivity coupled with

improved performance characteristics.

Conclusion

It is very evident and appreciated by several scholars prior to the psyche of motivation that work

itself is a potential driver of motivational impulse. Most of the employees covet to avail a job of

higher excellence with precision since that quenches their thirst for relative rewards. Moreover,


most of the employees crave for feedback against their every task since it enables them to pursue

an insightful self-analysis in order to stay motivated with the requisite level of dedication

towards their work. In this regard, every organization can be recommended to observe training

programs with sheer possibilities in order to nourish the craving of individual enhancement prior

to the employees. Furthermore, the executives of an organization must attend the appeals of

every employee while providing them regular feedback of their performance since it, apart from

retaining the motivational impulse of the employees, presents a precise sense of performance

criteria before the employees and indulge them to function accordingly.

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