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.
3Role of motivation factors in increasing the individual productivity of the workers
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.
4Role of motivation factors in increasing the individual productivity of the workers
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
5Role of motivation factors in increasing the individual productivity of the workers
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
6Role of motivation factors in increasing the individual productivity of the workers
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?
7Role of motivation factors in increasing the individual productivity of the workers
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.
8Role of motivation factors in increasing the individual productivity of the workers
● 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
9Role of motivation factors in increasing the individual productivity of the workers
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
10Role of motivation factors in increasing the individual productivity of the workers
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.
11Role of motivation factors in increasing the individual productivity of the workers
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).
12Role of motivation factors in increasing the individual productivity of the workers
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.
13Role of motivation factors in increasing the individual productivity of the workers
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
14Role of motivation factors in increasing the individual productivity of the workers
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
15Role of motivation factors in increasing the individual productivity of the workers
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
16Role of motivation factors in increasing the individual productivity of the workers
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
17Role of motivation factors in increasing the individual productivity of the workers
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
18Role of motivation factors in increasing the individual productivity of the workers
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.
19Role of motivation factors in increasing the individual productivity of the workers
Figure 6: Overview of the Goal-setting Theory
(Source: Pinder, 2014)
● 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
20Role of motivation factors in increasing the individual productivity of the workers
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
(Source: Pinder, 2014)
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,
21Role of motivation factors in increasing the individual productivity of the workers
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.
22Role of motivation factors in increasing the individual productivity of the workers
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
23Role of motivation factors in increasing the individual productivity of the workers
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.
24Role of motivation factors in increasing the individual productivity of the workers
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.
25Role of motivation factors in increasing the individual productivity of the workers
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.
26Role of motivation factors in increasing the individual productivity of the workers
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
27Role of motivation factors in increasing the individual productivity of the workers
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.
28Role of motivation factors in increasing the individual productivity of the workers
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
29Role of motivation factors in increasing the individual productivity of the workers
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.
30Role of motivation factors in increasing the individual productivity of the workers
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.
31Role of motivation factors in increasing the individual productivity of the workers
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:
32Role of motivation factors in increasing the individual productivity of the workers
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.
33Role of motivation factors in increasing the individual productivity of the workers
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,
34Role of motivation factors in increasing the individual productivity of the workers
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
35Role of motivation factors in increasing the individual productivity of the workers
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.
36Role of motivation factors in increasing the individual productivity of the workers
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 ✓ ✓
37Role of motivation factors in increasing the individual productivity of the workers
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.
38Role of motivation factors in increasing the individual productivity of the workers
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
39Role of motivation factors in increasing the individual productivity of the workers
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
40Role of motivation factors in increasing the individual productivity of the workers
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.
41Role of motivation factors in increasing the individual productivity of the workers
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.
42Role of motivation factors in increasing the individual productivity of the workers
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
43Role of motivation factors in increasing the individual productivity of the workers
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.
44Role of motivation factors in increasing the individual productivity of the workers
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
(Source: self- generated)
45Role of motivation factors in increasing the individual productivity of the workers
Figure 14: influence of PRP on employee motivation
(Source: self- generated)
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.
46Role of motivation factors in increasing the individual productivity of the workers
2. Do you agree that, motivation is important for the elevation of business processes in
an organisation?
Responses % of responses
Number of Respondents
Total Number of
Respondents
No Comments
Table 2: Importance of Motivation in elevation of business processes
(Source: self- generated)
Figure 14: Importance of Motivation in elevation of business processes
(Source: self- generated)
47Role of motivation factors in increasing the individual productivity of the workers
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.
48Role of motivation factors in increasing the individual productivity of the workers
3. How far do you believe that, employee motivation is interrelated to maximisation of
profits?
Responses % of responses
Number of Respondents
Total Number of
Respondents
Agree
Strongly Agree
Disagree
Strongly Disagree
Table 3: Employee motivation and maximization of profit
(Source: self- generated)
Figure 15: Employee motivation and maximization of profit
(Source: self- generated)
49Role of motivation factors in increasing the individual productivity of the workers
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.
50Role of motivation factors in increasing the individual productivity of the workers
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?
Responses % of responses
Number of Respondents
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
Source: Self generated
51Role of motivation factors in increasing the individual productivity of the workers
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.
52Role of motivation factors in increasing the individual productivity of the workers
5. How frequent you are prone to take leaves?
Responses % of responses
Number of Respondents
Total Number of
Respondents
Frequently
Twice a month
Once a month
Table 5: Number of leaves
Source: Self generated
Figure 17: Number of leaves
Source: Self generated
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.
53Role of motivation factors in increasing the individual productivity of the workers
6. How far do you agree that assigning challenging tasks is an analogue of relative
rewards?
Responses % of responses
Number of Respondents
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
54Role of motivation factors in increasing the individual productivity of the workers
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?
Responses % of responses
Number of Respondents
Total Number of
Respondents
Agree 36%
Strongly Agree 26%
Disagree 14%
Strongly Disagree 24%
Table 7: Employee empowerment as a driver of motivational impulses
Source: self generated
55Role of motivation factors in increasing the individual productivity of the workers
Figure 19: Employee empowerment as a driver of motivational impulses
Source: self generated
Trend analysis: The majority of the remarks exhibit a assertive remark.
56Role of motivation factors in increasing the individual productivity of the workers
8. How far do you agree with the fact that the organization is ethical in terms of
responsibility shifting?
Responses % of responses
Number of Respondents
Total Number of
Respondents
Agree 35%
Strongly Agree 25%
Disagree 30%
Strongly Disagree 10%
Table 8: Ethical terms of the organization
Source: Self generated
Figure 20: Ethical terms of the organization
Source: Self generated
Trend analysis: The majority of the respondent exhibits an affirmative response.
57Role of motivation factors in increasing the individual productivity of the workers
58Role of motivation factors in increasing the individual productivity of the workers
9. How far do you agree with the fact that your goals are completely aligned with the
absolute objective of the company?
Responses % of responses
Number of Respondents
Total Number of
Respondents
Agree 30%
Strongly Agree 22%
Disagree 20%
Strongly Disagree 28%
Table 9: Individual goals and organizational goals
Source: Self generated
Figure 21: Individual goals and organizational goals
Source: Self generated
Trend analysis: The majority of the responses exhibit an affirmative remark
59Role of motivation factors in increasing the individual productivity of the workers
60Role of motivation factors in increasing the individual productivity of the workers
10. Please Rate the performance appraisal system prevalent in your organization
Responses % of responses
Number of Respondents
Total Number of
Respondents
Good (1-4) 35%
Moderate (5-7) 35%
Poor (8-10) 30%
Table 10: Rating of the performance appraisal system
Source: Self generated
Figure 22: Rating of the performance appraisal system
Source: Self generated
Trend analysis: The majority of respondents exhibit an affirmative remark.
61Role of motivation factors in increasing the individual productivity of the workers
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?
Responses % of responses
Number of Respondents
Total Number of
Respondents
Agree 28%
Strongly Agree 22%
Disagree 20%
Strongly Disagree 30%
Table 11: Interest of the organization in encouraging individual development
Source: Self generated
Figure 23: Interest of the organization in encouraging individual development
Source: Self generated
62Role of motivation factors in increasing the individual productivity of the workers
Trend analysis: The majority of the responses exhibit a negative remark as they strongly
disagree with the notion.
63Role of motivation factors in increasing the individual productivity of the workers
12. Please rate your comprehensive experience being a participant of one of those
training programs
Responses % of responses
Number of Respondents
Total Number of
Respondents
Good (1-4) 28%
Moderate (5-7) 42%
Poor (8-10) 30%
Table 12: Rating of individual comprehensive experience
Source: Self generated
Figure 24: Rating of individual comprehensive experience
Source: Self generated
Trend analysis: Majority of the responses seem to reflect a reluctant remark.
64Role of motivation factors in increasing the individual productivity of the workers
13. How frequent do you have to perform under the surveillance of urgent deadlines?
Responses % of responses
Number of Respondents
Total Number of
Respondents
Frequently 55%
Twice a month 35%
Once a month 10%
Table 13: frequency of performing under urgent deadlines
Source: Self generated
Figure 25: frequency of performing under urgent deadlines
Source: Self generated
Trend analysis: It evidently shows that the employees have to perform under strict deadline
frequently.
65Role of motivation factors in increasing the individual productivity of the workers
14. How far do you agree with the fact that the workplace ambience can be
characterized with collaborative instincts and mutual help?
Responses % of responses
Number of Respondents
Total Number of
Respondents
Agree 21%
Strongly Agree 22%
Disagree 20%
Strongly Disagree 37%
Table 14: Workplace ambience in respect to collaborative instinct
Source: Self generated
Figure 26: Workplace ambience in respect to collaborative instinct
Source: Self generated
Trend analysis: The majority of the responses seem to exhibit a negative remark.
66Role of motivation factors in increasing the individual productivity of the workers
67Role of motivation factors in increasing the individual productivity of the workers
15. Please rate the conflict mitigation ability of your organization
Responses % of responses
Number of Respondents
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
Source: Self generated
Figure 27: Rating of the conflict mitigation ability of the organization
Source: Self generated
Trend analysis: Majority of the opinion suggest that it is not up to the mark.
68Role of motivation factors in increasing the individual productivity of the workers
16. How far do you agree with the fact that the workplace ambience allows you to
incorporate individual ideas in your job?
Responses % of responses
Number of Respondents
Total Number of
Respondents
Agree 21%
Strongly Agree 11%
Disagree 30%
Strongly Disagree 38%
Table 16: Workplace ambience and individual ideas
Source: Self generated
Figure 28: Workplace ambience and individual ideas
Source: Self generated
69Role of motivation factors in increasing the individual productivity of the workers
Trend analysis: Majority of the opinions exhibit a negative remark that the ambience is not
collaborative
70Role of motivation factors in increasing the individual productivity of the workers
17. Please rate the wage management system of your organization
Responses % of responses
Number of Respondents
Total Number of
Respondents
Good (1-4) 55%
Moderate (5-7) 25%
Poor (8-10) 20%
Table 17: Rating of the management system
Source: Self generated
Figure 29: Rating of the management system
Source: Self generated
Trend analysis: Majority of the opinion exhibit an affirmative remark that the wage
management system is up to the mark.
71Role of motivation factors in increasing the individual productivity of the workers
72Role of motivation factors in increasing the individual productivity of the workers
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?
Responses % of responses
Number of Respondents
Total Number of
Respondents
Agree 11%
Strongly Agree
Disagree 45%
Strongly Disagree 35%
Table 18: Employee position and salary
Source: Self generated
Figure 30: Employee position and salary
Source: Self generated
Trend analysis: The majority of the opinions disagreed with the essence of inquiry.
73Role of motivation factors in increasing the individual productivity of the workers
74Role of motivation factors in increasing the individual productivity of the workers
19. How far do you agree with the fact that your workplace is in favour of you in terms
of job security?
Responses % of responses
Number of Respondents
Total Number of
Respondents
Agree 49%
Strongly Agree 21%
Disagree 20%
Strongly Disagree 10%
Table 19: Workplace in terms of job security
Source: Self generated
Figure 31: Workplace in terms of job security
Source: Self generated
75Role of motivation factors in increasing the individual productivity of the workers
Trend analysis: Majority of the opinions seem to exhibit an affirmative remark while agreeing
with the essence of inquiry.
76Role of motivation factors in increasing the individual productivity of the workers
20. How far do you agree with the fact that your work rate is flexible as compared to
your position in the organization?
Responses % of responses
Number of Respondents
Total Number of
Respondents
Agree 35%
Strongly Agree 20%
Disagree 34%
Strongly Disagree 11%
Table 20: Flexibility of work rate
Source: Self generated
Figure 32: Flexibility of work rate
Source: Self generated
77Role of motivation factors in increasing the individual productivity of the workers
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.
78Role of motivation factors in increasing the individual productivity of the workers
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.
79Role of motivation factors in increasing the individual productivity of the workers
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.
Linking with Objective 4
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.
Linking with Objective 5
80Role of motivation factors in increasing the individual productivity of the workers
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,
81Role of motivation factors in increasing the individual productivity of the workers
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.