impact of motivation on employee performance
Introduction:
Compensation defer to a wide range of
financial and non financial rewards to employees for their services rendered to
the organization .There is no doubt that motivation is the crux for good
performance, but there is no clear-cut answer to the question of how to
motivate. Employee benefit is essential for the development of corporate
industrial relations. According to Herzberg's (1968) two factor theory
(motivation and hygiene), an employee benefit program is a necessary and sufficient working
condition. The hygiene factor will affect employee's work motivation and thus
productivity. In the stimulus-response behaviors, employees' work -motivation,
seen as the response, can be analyzed from absence rate, quit rate, leave rate,
and get to-work speed and so on. Productivity can be analyzed from quality and
quantity of products. The quality indices include faults and returns; the
quantity indices include completion time and the production hygiene factor. This
depends on the individual properties of the employee, who is the medium
essential for management, and stimulates employees to enhance their work and
productivity.
Background:
What is Employee motivation?
Employee
motivation is the level of energy, commitment, and creativity that a
company's workers bring to their jobs. Whether the economy is growing or
shrinking, finding ways to motivate
employees is always a management concern. Competing theories stress
either incentives or employee
involvement in motivation.
In details, what motivates employees
varies depending on the individual. Many employees are motivated by financial
rewards, while others like a combination of recognition and financial rewards.
Managers must interact with each employee in order to determine what motivates
each individual and then develop an individualized approach.
Once managers find what motivates
employees, they can use the information to reach organizational goals on a
daily basis. For instance, the manager can tie rewards to the ability to meet
customer perception levels. When managers know what motivates employees, they
can leverage that information so that the employees are effective.
Although employee motivation varies
from employee to employee, some motivators include money, nonmonetary
incentives, job promotions, paid time off, feedback and recognition.
Managers also must consider how
frequently they offer motivational items and the number of rewards offered at
one time. Offering only one reward de- motivates employees, according to
research, who say that one reward only motivates existing top performers,
instead of motivating underperformers.
Example
Jenny works at Taco Queen,
a popular fast food restaurant. Her boss, Jeremy, has noticed that Jenny hasn't
been completing all of her tasks each day. No one else seems to have an issue
completing the same tasks on their shifts. Jeremy looks in the corporate
handbook, which tells him he should use employee motivation to encourage
slacking employees.
Medical
Benefits of California Employers to Increase the Motivation
The Affordable Care Act also
considers multiple part-time employees who combine for 120 work hours per month
as one employee. As such, if part-time employees who are counted as one
employee combine for a total of 50 equivalent employees, the law requires their
employer to provide insurance or pay a penalty for each employee.
In cases where a business employs
workers with variable working hours, such as those who work 40 hours for 1 week
and but not in other weeks, the employer should add the total hours of all
those employees for the year. The employer then should divide total hours by
2,080, which is the equivalent to a 40-hour workweek for an employee for 1
year, to arrive at the equivalent number of full-time workers that the business
employs, according to the CoveringHealthCareCA.com website.
The employees who are working at
least 30 hours per week are eligible for health care coverage starting 90 days
after they are hired. Small businesses can also choose to provide health
coverage for their employees and may receive tax credits for doing so.
Employee motivation is a factor, or factors,
that cause(s) an employee to pursue work tasks or goals. It's what causes you
to act in a certain way. There are two primary theories of motivation that are
often used by employers: extrinsic motivation and intrinsic motivation. In this
lesson, we'll look at these two types of motivation and how employers can use
them.
Extrinsic
Motivation
Extrinsic motivations are factors external that
causes an employee to act toward fulfilment of a work task or goal. They are
usually punishments or rewards. A punishment motivates an employee to act in
order to avoid the punishment, while rewards motivate an employee to act in
order to receive the reward. It's easy to remember because extrinsic
motivations come from external forces.
Providing rewards and punishments to
motivate employee behaviour is pretty simple. A classic example of a reward is
an hourly wage paid for your work. An example of a punishment is being
terminated because you failed to do your job. In order to be effective, rewards
and punishments often need to be quick and certain - especially in regards to
punishment.
For instance, Jeremy realizes that if
his employees don't feel threatened with punishment because they are never
punished, then the threat of punishment will not motivate. If he doesn't fire
Jenny, then the others may feel that they can get away with not doing their
work as well. Although, Jeremy realizes that he has often failed to follow
through on rewards, which can be counterproductive. For instance, he failed to
provide the bonus that he promised Jenny for cleaning all the ice from the
walls of the freezer.
Intrinsic
Motivation
Intrinsic motivation, on the other hand, is
motivation that comes from within an employee. You are intrinsically motivated
to work when the work itself motivates you. You may find the work satisfying,
fulfilling or enjoyable. The work itself provides the motivation. Intrinsic
motivation is often more effective than extrinsic motivation, because it comes
from within the employee rather than being imposed on the employee. It's easy
to remember, because -in-trinsic motivation comes from -in-side the employee.
While intrinsic motivation is often
more effective, it is also often harder to facilitate. Remember, it must come
from within the employee. You can facilitate intrinsic motivation by designing
the job to be conducive to intrinsic motivational factors. This can be accomplished
through empowering employees to make decisions on their own.
Employees are usually more satisfied
with their work if they have more control and autonomy. Giving employees the
ability to be creative and innovative will also improve job satisfaction and
help facilitate intrinsic motivation. Providing an environment that values
exploration and learning will also provide a more enriching work environment,
which should lead to intrinsic motivation.
what
are the factors of employee motivation?
The motivation
factors:
- Communication - Honest, frequent two-way communication
between workers and managers, including constructive discussion of
workplace issues.
- Challenging and
exciting work -
Ensure every employee has a challenge plan and is periodically asked to
rate the degree of job excitement.
- Opportunities - Reward managers for developing their
employees and make sure that employees are held accountable for following
through on their individual learning plans.
- Recognition and reward
for performance -
Make it clear what the incentives are and reward fairly across all
departments so employees see the benefits of effort.
- Control over the job - You've employed your staff to do a job, so
let them do it. Trust people to be able to shape the way they work and the
projects they get involved in.
- Business Impact - Provide employees with periodic reports on
the effect their projects are having on the business so they know their
work makes a different cleaving is vastly reduced.
Increase Employee Performance by Harnessing the Power of
Motivation
Employee motivation and
productivity can be enhanced and improved by creating a work environment that
maximizes the factors that affect performance. These factors are simple to
understand, easy to measure, and can add tremendous value to any organization
that is willing to implement them. One can these 10 tips to make sure that your
employees are energized and inspired to produce the best results possible.
Interesting Work
Intrinsic
motivation comes from the share joy and pleasure of doing a task. When you read
a great book, no one has to pay for each page you read. It is a pleasure to
learn how the story unfolds and watch the plot develop. It is the same way with
employee motivation. To maximize employee performance, find out what employees
like about their jobs and then try to add more tasks that align with their own
natural interests and talents.
Appreciation & Recognition
William James said,
"The deepest desire in human nature is to be appreciated." It does
not matter how much you pay someone, everyone want to know that their efforts
are being seen and appreciated, especially by their manager. Don't just send
them a thank you e-mail - that just means you care enough to hit the
"Enter" key. If you really want to thank someone buy them a real
"Thank You" card and describe how their behaviour and performance has
added value to the team and organization. Make it a point to catch people doing
things right and they will inevitably do things right more often.
Feeling Involved In the Work Process
Research shows that when
people get to participate in creating a system or process, they are much more
likely to follow it than one simply imposed upon them by an outside expert.
Recognize that the people doing the job have the knowledge of how things can be
done better, faster, and cheaper. If you want them to tell you, then make it
easy for them to offer suggestions and reward employees who contribute ideas
that add value to the bottom line.
Achievement
Napoleon once remarked,
"It is amazing how willing men are to risk their lives for a little bit of
tin and ribbon to wear upon their chest." Awards and prizes can serve as a
great motivator to harness the power of healthy competition. It is always
better to use rewards that are meaningful and inspiring. When an employee
exceeds your expectations, then make sure you recognize their achievement. On
the day someone retires, they will pack up these awards and prizes to serve as
fond reminders of a wonderful career.
Job Security
If everybody had what it
takes to be an entrepreneur, then there would be no General Electric or Toyota
and we would all be buying products from artisans and craft workers.
Thankfully, many people prefer to be part of a large organization and can be
more productive when they get to focus on doing their job instead of worrying
about developing a business plan or marketing strategy. Telling people that
they are lucky to have a job creates an atmosphere of fear and worry that
decreases job performance. Instead, tell your employees that the company is
lucky to have such a skilled and committed workforce and people will take pride
in their work and their company.
Increased Responsibility
We all know that some
employees lack ambition and have no desire to advance on the job, but the vast
majority of workers want a chance to take on more responsibility and add more
value to the organization. Always be aware of opportunities for training that
will equip your employees with the skills and tools they will need to advance
in their career. Always try to fill open positions with internal applicants
before looking for an outside candidate. This will create a culture of career
development and preserve institutional memory and organizational knowledge so
that it can be transferred to rising employees as they advance in their own
career.
Good Wages
Robert Bosch, founder of
the world's largest automobile parts supplier, said, "I do not pay good
wages because I have a lot of money; I have a lot of money because I pay good wages."
If you want motivated, high productive employees you have to pay such people
according to their ability and performance. Good employees are motivated by
more than just good wages, but never allow low wages to be the wedge a
competitor can use to steal away your best people.
Good Working Conditions
If you want to get the
most out of people you need to create an environment that facilitates success.
At the minimum, you must offer a safe, clean, and sanitary work site. To get
the most out of employees, help them take pride in their workspace, even if it
is only a cubicle or workstation. Allow people to personalize their own work
sites with photos or small trinkets so they will feel like they have a place
that belongs solely to them.
Being Part of a Team
Being part of a
dysfunctional team is an emotionally draining experience that results in low
morale, low productivity, and high turnover. The great coach, Vince Lombardi,
once remarked, "Individual commitment to a group effort -- that is what
makes a team work, a company work, a society work, a civilization work."
We are all social beings and we all want to be part of a healthy team where we
can give and receive support, help, and encouragement. Organizations can
harness this natural human desire by aligning employee efforts to achieve goals
that are mutually beneficial to both the organization and its employees.
Help with Personal Problems
How
many times have you heard about a bad boss who told their employees to leave
their problems at the door so they could focus on their job? Unfortunately,
they probably left their motivation and productivity at the door as well. Smart
managers know that it is not their job to be a counsellor or therapist, but it
is there job to recognize when one of their employees is having personal
problems that are affecting their job performance. They need to have open lines
of honest communication so that employees can feel encouraged to ask for help
and then be directed to their Human Resources Department or their Employee
Assistance Programs.
Employee
motivation programs can help you improve and enhance employee performance and
morale. Employees experience greater
satisfaction from their work when they feel valued and are generally recognized
for their contributions. Motivation
programs can help an employee understand his/her role in fulfilling the mission
of the department and the university.
Motivation programs can also assist with recruiting and retaining top
quality staff.
Disadvantage of
employee motivation.
Employee
rewards can be de-motivating when emphasis is placed solely on attaining the
reward. To be effective, a rewards
program must enhance employees’ feelings of connection with the underlying
purpose of their work, such as knowing how their efforts relate to the mission
of their department and of CU-Boulder.
Instilling a sense of employee ownership, increasing participation, and
teaching business literacy are all ways to cultivate intrinsic motivation. See section on Elements of a Successful Motivation Program.
IPvision is an entity consisting of
various strategic business units and associate companies in diverse sector of
telecom industry. The company started its business from year 2003 with a
focused approach to serve IP-based communication industry. IPvision provides
global telecommunication services from delivering a simple point-to-point long
haul and metro connectivity to a fully outsourced ‘managed presence’; this
includes SDH and Carrier Ethernet bandwidth, collocation, system integration,
commissioning, and maintenance services. IPvision Connect platform represents a
pre-connected telecom world where access ‘to’ and transit ‘through’ networks
becomes a matter of provisioning rather than manual field intervention.
Currently our network extends to over 50 carrier-neutral data centers across
Western Europe, America and Asia. In these points of presence, we are connected
over 300 international carriers and have access to well over 1000 operators.
IPvision aims to establish itself as
one of the prestigious entities in the field of Voice, Data, Telecommunication,
and Software Development. Our services include IP telephony, Mobile Dialer,
VoIP soft-switch and billing solutions, integrated solutions for mobiles,
value-added services (VAS) for mobiles, GIS solutions, call centre solutions,
wholesale voice carrier, Interactive Voice Response (IVR), IP-PBX, IP TV,
Mobile Financial Solutions (MFS), Office Management Solution, School College
Management Solution etc.
IPvision has established itself as
one of the most popular global data and telecommunication service providers.
The company has come up with some innovative cost effective and enjoyable
product that is designed to meet people's data and voice needs. IPvision is
developing various mobile phone applications for all popular platforms like
Symbian, Android, iOS, and Windows Mobile. IPvision also develops solutions for
softswitch and IP PBX .
IPvision has established collocation
centers in Canada and Bangladesh that are connected with several tier-1
Internet backbone carriers. It provides Collocation service, Dedicated Server
Hosting, Managed Hosting and Storage services, International Private Leased
Line service, Internet private line and Internet backbone service within North
America and Europe.
Ayrin Islam
President & CEO
Message from President & CEO
Today, IPvision's Business Units are leading Telecom service providers
and one of the key players in various key sectors of Telecom Industry. Looking
at the years to come we are highly confident that IPvision and its subsidiaries
alike will not only strengthen on its background and broaden its vision, but
also encouraging the flexibility that will allow us to develop and face the
upcoming challenges. Operating in a growing and stringent environment, mainly
characterized by market globalization and competition, IPvision is paving its
own way with a clear strategy for the near future.
Based on the supply of reliable products, services and customer support,
IPvision’s primary target is the profitable expansion of its activities. The
company also aspires to continue the development at an international and
regional level. At the same time, the utilization of accumulated expertise,
know-how and the dynamics of our many partnerships will allow us to positively
respond to the challenges of our times and provide expert, state of the art
products and solutions that exceed customers’ expectations.
MD.Shariful Islam
Founder
Message from Founder
IPvision is a progressive and
forward-thinking IT and telecom organization dedicated to the pursuit of global
growth opportunities. As a Company, we strive to attain success in ways that
reflect the integrity of the people we invest in as employees or as business
partners.
IPvision has been committed to
bringing premium telecom solutions to your business at affordable prices. Since
inception, IPvision has built its reputation in providing customers with a new
and innovative approach to telecommunications and is well-known and trusted for
its comprehensive range of telecom solutions and services. IPvision continues
to be the leading telecom solutions provider, offering quality-driven products
and services.
To sum up, while telecom industry is
going through a highly competitive phase worldwide, IPvision percieves
this as an opportunity to provide better services and greater reach.
Objective
Compensation
defer to a wide range of financial and non- financial rewards to employees for
their services rendered to the organization. It is paid in the form of wages
salaries and employee benefits such as vacation leave an cash, insurance, free
travel facilities, retirement benefits etc. Monetary payments are a direct form
of compensation the employees and have a great impact in motivating employees.
The main objective of the study is to
examine the impact which employee benefits have on productivity in ministries
such as teaching service commission. Other objectives of the study are as
follows:
·
To
examine a linkage between human behavior and motivation
·
To
determine whether there is need for
material and non-material compensation for workers
·
To
suggest motivation package necessary to provide a drive towards the
attainment of the
organization objective as
opposed to those
of individuals.
·
To
highlight problems arising in an organization as a result of poor motivation
·
Highlight
the importance of civil servants in the productivity process and how to
mobilize them to perform more effectively through adequate compensation.
Findings and analysis
Findings and analysis of the questionnaire
Variables
|
Frequency
|
Percentages
(%)
|
Male
|
55
|
55%
|
Female
|
45
|
45%
|
Total
|
100
|
100%
|
Variables
|
Frequency
|
Percentage (%)
|
Age of 21-30 years
|
20
|
20%
|
Age of 31-40 years
|
25
|
25%
|
Age of 41-50 years
|
30
|
30%
|
Age of above 51 years
|
25
|
25%
|
Total
|
100
|
100%
|
Table 4.3 education status of
employee
Options
|
Frequency
|
Percentage (%)
|
Diploma
|
20
|
20%
|
Under
graduate
|
20
|
20%
|
Graduate
|
60
|
60%
|
Total
|
100
|
100%
|
Table 4.4 Are you satisfied with the support from the HR department
of IPvision Inc. Canada?
Options
|
Frequency
|
Percentage (%)
|
Strongly agree
|
30
|
30%
|
agree
|
20
|
20%
|
Neutral
|
25
|
25%
|
Disagree
|
15
|
15%
|
Strongly disagree
|
10
|
10%
|
total
|
100
|
100%
|
Options
|
Frequency
|
Percentage (%)
|
Strongly agree
|
40
|
40%
|
agree
|
25
|
25%
|
Neutral
|
15
|
15%
|
Disagree
|
10
|
10%
|
Strongly disagree
|
10
|
10%
|
total
|
100
|
100%
|
Table 4.6 How far you are satisfied with the incentives
provided by IPvision Inc. Canada.?
Options
|
Frequency
|
Percentage (%)
|
Strongly agree
|
50
|
50%
|
agree
|
30
|
30%
|
Neutral
|
5
|
5%
|
Disagree
|
10
|
10%
|
Strongly disagree
|
5
|
5%
|
total
|
100
|
100%
|
Table 4.7: Reasonable periodical increase in salary of the
employee of IPvision Inc. Canada.
Options
|
Frequency
|
Percentage (%)
|
Strongly agree
|
40
|
40%
|
agree
|
30
|
30%
|
Neutral
|
10
|
10%
|
Disagree
|
15
|
15%
|
Strongly disagree
|
5
|
5%
|
total
|
100
|
100%
|
Table 4.8 Job security exist in the IPvision Inc. Canada.
Options
|
Frequency
|
Percentage (%)
|
Strongly agree
|
45
|
45%
|
agree
|
30
|
30%
|
Neutral
|
10
|
10%
|
Disagree
|
10
|
10%
|
Strongly disagree
|
5
|
5%
|
total
|
100
|
100%
|
Options
|
Frequency
|
Percentage (%)
|
Strongly agree
|
35
|
35%
|
agree
|
25
|
25%
|
Neutral
|
10
|
10%
|
Disagree
|
20
|
20%
|
Strongly disagree
|
10
|
10%
|
total
|
100
|
100%
|
Table 4.10 Effective performance appraisal system is provided
in IPvision Inc. Canada.
Options
|
Frequency
|
Percentage (%)
|
Strongly agree
|
30
|
30%
|
agree
|
20
|
20%
|
Neutral
|
25
|
25%
|
Disagree
|
15
|
15%
|
Strongly disagree
|
10
|
10%
|
total
|
100
|
100%
|
Table 4.11 Effective promotional opportunities is available in
IPvision Inc. Canada.
Options
|
Frequency
|
Percentage (%)
|
Strongly agree
|
35
|
35%
|
agree
|
25
|
25%
|
Neutral
|
15
|
15%
|
Disagree
|
15
|
15%
|
Strongly disagree
|
10
|
10%
|
total
|
100
|
100%
|
Options
|
Frequency
|
Percentage (%)
|
Strongly agree
|
45
|
45%
|
agree
|
30
|
30%
|
Neutral
|
10
|
10%
|
Disagree
|
10
|
10%
|
Strongly disagree
|
5
|
5%
|
total
|
100
|
100%
|
Table 4.13 Performance appraisal activities are
helpful to get motivated in IPvision Inc. Canada.
Options
|
Frequency
|
Percentage (%)
|
Strongly agree
|
40
|
40%
|
agree
|
25
|
25%
|
Neutral
|
15
|
15%
|
Disagree
|
15
|
15%
|
Strongly disagree
|
5
|
5%
|
total
|
100
|
100%
|
Table
4.14 Support from the co-worker is helpful to get
motivated in IPvision Inc. Canada.
Options
|
Frequency
|
Percentage (%)
|
Strongly agree
|
55
|
55%
|
agree
|
20
|
20%
|
Neutral
|
10
|
10%
|
Disagree
|
10
|
10%
|
Strongly disagree
|
5
|
5%
|
total
|
100
|
100%
|
Table 4.15 Company recognize and acknowledge employees’ work
of IPvision Inc. Canada.
Options
|
Frequency
|
Percentage (%)
|
Strongly agree
|
45
|
45%
|
agree
|
30
|
30%
|
Neutral
|
10
|
10%
|
Disagree
|
10
|
10%
|
Strongly disagree
|
5
|
5%
|
total
|
100
|
100%
|
Options
|
Frequency
|
Percentage (%)
|
Strongly agree
|
35
|
35%
|
agree
|
30
|
30%
|
Neutral
|
20
|
20%
|
Disagree
|
10
|
10%
|
Strongly disagree
|
5
|
5%
|
total
|
100
|
100%
|
Table 4.17 promotion
is one kind of motivational tool for IPvision Inc. Canada.
Options
|
Frequency
|
Percentage (%)
|
Strongly agree
|
45
|
45%
|
agree
|
25
|
25%
|
Neutral
|
15
|
15%
|
Disagree
|
10
|
10%
|
Strongly disagree
|
5
|
5%
|
total
|
100
|
100%
|
Table 4.18 Do you think that the incentives and other benefits
will influence your performance?
Options
|
Frequency
|
Percentage (%)
|
Strongly agree
|
45
|
45%
|
agree
|
25
|
25%
|
Neutral
|
15
|
15%
|
Disagree
|
10
|
10%
|
Strongly disagree
|
5
|
5%
|
total
|
100
|
100%
|
Regression analysis of the impact of compensation on motivation of IPVision
Inc. Canada.
Table
4.18 coefficient
Model
|
Unstandardized
Coefficients
|
Standardized
Coefficients
|
t
|
Sig.
|
|
B
|
Std.
Error
|
Beta
|
|||
(
Constant)
|
-.333
|
.073
|
-4.592
|
.000
|
|
motivation
has improved employee’s compensation
|
.440
|
.070
|
.430
|
6.308
|
.000
|
There
is a positive relationship between motivation and compensation
|
.644
|
.097
|
.300
|
6.644
|
.000
|
Motivation
has improved the employee’s compensation of IPVision Inc. Canada.
|
.257
|
.051
|
.297
|
5.047
|
.000
|
Here,
the dependent variable: motivation has positive impact on the compensation.
Let,
H0:
Motivation has impacts on compensation
H1:
motivation helps IPVision Inc. Canada to improve employee’s compensation.
H2:
there has close relationship between motivation and compensation.
H3:
motivation has no impact on compensation.
All
values have shown the significant level in the table. The significant level is
0.000, 0.000, 0.000 and 0.000. So, I accept null hypothesis
and reject alternative hypothesis and. accepting null hypothesis which refers
that motivation has positive impact on compensation of IPVision Inc. Canada.
After analyzing the table it is found
that the significant level is below 0.05. 5% is F significant level with the
value 4.379. It can be said that dependable variable is influenced by
independent variable.
The regression analysis shown on the
table says about motivation has some positive impacts on compensation. So, motivation
is having impact on compensation of IPVision Inc. Canada.
Analysis:
IPVision
Canada Inc. introduce the employee of the month in each department which
increase the work activities between employees in each department. That is why
employees are now active in work and company is getting more output from the
employees.
Previously
employee flew rate from job was high. But after introducing the some compensation
benefit like pick & drop facilities, lunch and breakfast facilities,
housing facilities if they accept etc. motivate the employees for a long term
career and employee flew rate become almost zero.
Employees
are mentally relax as the environment of work become friendly competitive. Some
implicit matter like work life balancing is done by the employer so that employee's
are in good bonding.
IPTV
solutio
To
deliver the consumers with a flexible and interactive user experience, IPvision
brought forward a IPTV set up which allowed the audience to enjoy rich media
content in the form of live TV or stored video. It is a vast cloud of content
provision which aims to float all around the world.
The
organization aims to set up distributor servers worldwide to make multimedia
content available to each and every media player on Earth.
IPTV
of IPvision has set its goals to benefit from a significant portion of the
current global market of 83 million subscribers. Starting from the company’s
host country Canada to the advanced economies of Europe and America till the
emerging nations of Asia, IPvision is about to leave its footprint to all the
possible territories across the globe through its IPTV solution.
Findings
Compensation
benefits increase the motivation of employee in their work and output of
product become much quicker. Now everyone wants to get the reward by
proving good effort in company. But as a
matter of fact some benefit is only for those who will perform better than
others in the team. It has some impact
on some team member like someone employee who are doing not getting reward
instead of contributing in team work for long time may be de-motivate. Team Lead or higher management should tackle
this matter promptly. Over all, it is beneficial for the company.
Custom
Software Development
Looking for competent custom software solutions? We
create it for you! Rising competition in the the IT industry has given rise to
the desire of custom software development that requires an in depth proficiency
of developers and flexible yet structured methodology to create high quality
software development solutions with tactical differentiation and operational
superiority. We believe in increasing competitiveness in the global scenario by
offering:
Experienced, skilled, highly qualified and
technically proficient staff dedicated to the
project.
Full cycle software development process,
right from product design and offshore software development to outsourcing application
support, maintenance and enhancement.
o
Cutting down and integration of multiple
process initiatives.
o
Unparalleled speed of execution.
o
Reduction of development costs.
o
Compression of development time.
Web
Application Development
We create innovative web applications that
enable our customers to compete and win in their marketplace. Our framework
based development approach facilitates rapid development of robust web
applications delivered on time at the right cost which can give you a
competitive edge and more control over your data and
service.
service.
Using a custom-made solution helps you to architect your system with the growth and future of your business in mind, rather than changing from one standard solution to another which could cost you time and money.
We can make just about anything work well and have a good amount of experience in off the shelf system integration. The long and short of it is that generic solutions will only get you so far, and are either expensive, too complicated to modify or to rigid to work with.
We use rock solid technology at the core of the solutions that we provide. From the ground up, we have developed our e-commerce platform to be search engine optimization (SEO) friendly, featured rich and user friendly. With features like customer log-in areas, automatic currency conversions, detailed sales data analysis and reporting there is everything for a business to get started selling online.
Mobile
Application Development
Our mobile development
services are blended with effective consulting and connected by technical and
creative innovation .
This area of development is
going through a journey of exploring and adding technical features which are
effective in discovering wide range of opportunities for various kinds of
business .
We are here to deliver
sustainable-value services and/or solutions to specific groups or businesses
.
Secured
Voice Solutions
IPvision has designed a
proprietary back-end technology to secure the IP voice packet from unauthorized
access named as “24 Bypass”. It is a virtual private network technologies
that offer a method for delivering secure voice.
As VoIP transmits digitized voice as a stream of data, the VoIP VPN solution
accomplishes voice encryption quite simply, applying standard data encryption
mechanisms inherently available in the collection of protocols used to
implement a VPN.
The VoIP gateway first converts the analog voice signal to digital form, encapsulates the digitized voice within IP packets, then encrypts the digitized voice using IPsec, and finally routes the encrypted voice packets securely through a VPN tunnel. At the remote site, another VoIP router decodes the voice and converts the digital voice to an analog signal for delivery to the phone.
Literature Review
Employee motivation has
become an important area of research from both a theoretical and practical
standpoint. It is important from a theoretical perspective, in understanding
how the underlying impact of compensation on motivation can provide insights
into how to control the phenomenon. However, from a practical standpoint, learning
how to minimize the motivation of employees. Employees are mentally relax as the
environment of work become friendly competitive.
A large portion of the employee motivation
problems that we have seen in the recent past can be directly linked to the
fact that jobs were plentiful and employees were scarce, considering overall
unemployment was at or near a 30-year low. In this project researcher reviewed
a variety of published literature dealing with employee motivation in general
and some more specific to employee motivation in the multinational company.
Purpose
of the Study:
This proposal is aimed at
conducting a study to investigate the impact of compensation on motivation .Proposed
study will use different research articles to develop a model which shows that
organization culture, pay scale, evaluation by fair standard and tension has an
impact on employee motivation. Through this study we improve the organizational
culture and motivate the employees and provide the satisfaction to employees
about their job. The purpose of study increases the employee’s interest toward
its job, provide the facilities to employees and reduce the employees fair toward
the job. .
Research methodology
Introduction
In this portion of the research study, there are
discussed the research methodology. Various research methodologies are
discussed in the research methodology part. Different research techniques and
methods are discussed in this research methodology portion of the research such
as data collection method, standard sample size and data analysis method. In
this part of research there is discussed research philosophy, data collection
technique, approach, sampling technique, strategies and ethical issue. There
are also discussed research limitations. Finally the research is mainly
conducted for identifying impact of compensation on motivation of IPvision Inc.
Canada.
Research philosophy
Research
philosophy plays an important role in research study. Research philosophy
refers the way or path of data collection and finally data analysis. The researchers
collect data for take the right decision on impact of compensation on
motivation of IPvision Inc. Canada. The research philosophy is four types
positivism, pragmatism, realism and interpretive. The four research philosophy
is used for conducting the research study.
The four research philosophy is discussed below:
Positivism:
Positivism occurs for data collection from small
sample size. The researchers also take help of sampling framework for data
collection. In the research philosophy, the data is collected from social
values, norms, beliefs and social culture. Through the research philosophy the
materiality is find out. Positivism is the part of qualitative research.
Realism:
Realism philosophy is used in both the qualitative and
quantitative research. In the realism research philosophy, the researchers
collect data directly from the respondent’s opinion, belief and on thinking.
The scientific method is ignored in the research philosophy.
Interpretive:
On the basis of the following of different rules and
regulations interpretive research philosophy is used for data collection.
Sampling technique and sampling procedure method is followed in the research
philosophy. Small sample size is used in collecting data. Interpretive research
philosophy is under the quantitative research. Interview method is best suited
in the interpretive research.
Pragmatism:
Pragmatism is situated for both the qualitative and
quantitative research philosophy. Pragmatism is a blend of both the positivism
and interpretive.
Selected research philosophy:
From the four research, the researcher has used
interpretive research philosophy because the researcher has collect data by
monitoring rules and regulations. The researcher also used sampling technique
for the research.
Research approach
There are four types of research approach are used in
research study. Research approach is used for the beneficial of both the
researcher and for the user. Research approach helps to identify what type of
problem is discussed in the research and the solution for the research problem.
Normally there have two research approaches one is inductive and another is
deductive research. From the other view, there are two other types of research
approaches those are qualitative and quantitative research.
Inductive approach:
Inductive
research approach analyzes the research in a particular situation and the
researcher involves in find out the analysis situation. The researcher takes
help of forecasting the hypothesis for making future result. For forecasting
the future result, the researcher defines research reason. And at a level the
researcher test hypothesis result.
Deductive approach:
Deductive
research approach is made based on the existing theory and is developed on
improvement of hypothesis. The main task of the deductive research approach is
to figure out the accurate result from the actual observation on the jobs,
activities and even on situation. For taking final decision, the researcher
analyzes hypothesis testing method.
Quantitative approach:
Quantitative
research is made based on primary data sources. Basically, quantitative
approach is representative of numeric research approach. The researcher uses hypothesis
testing method in the quantitative research approach. In quantitative research
approach, small sample size is used for the collection of the data. Survey
method is one the popular example of quantitative research approach. After
analyzing the collected data approach the result of the research is shown in
the numeric form.
Qualitative approach:
Qualitative
is also made based on primary research as same as quantitative research. The
main task of the qualitative research is to figure out the insights of data that
is obtained from respondents. The researcher figure out the reason of why
employee’s motivation is important. As example of qualitative research, Observation
method and focus group can be mentioned.
Selected approach:
The
researcher has selected deductive research approach for collecting of data. Deductive
research representative of both the qualitative and quantitative research
approach that is used for analyzing the impact of compensation on motivation.
3.4
Research strategies
From many of the research strategies the researcher
will choose the best strategy for analyzing the collected data. The research
strategies are shown below:
Forecasting research: Forecasting
research basically is made based on scientific calculation and method. By analyzing
scientific calculation and method, the researcher make forecast upon the future
result.
Experimental research: experimental
research is made based on scientific experiments. Through running the
experiments the researcher collects data. By experimenting data, researcher can
impose more accurate data for data analyzing.
Participatory research: In
this research, the researcher works as the member of respondent groups and by
following this way the researcher collect required minimum data.
Survey research: survey
method is the part of quantitative research. In the survey method, data is
collected from respondent and on sample size. In the survey method the data is
shown in numerical form. The selected respondent for conducting survey is a
part of the target sample size.
Case study: in
the case study method some respondents are targeted. Some questions are to give
to the respondent for solving the questions. From those answer providing by the
respondent, the researcher get solution from respondents. The researcher
observes the respondents and takes decision from the observation.
Selected research
strategy:
From
many of the research strategies, the researcher has selected survey research
study for data collection. To find out the impact of compensation on
motivation, the researcher has selected survey research. The researcher found
that survey research is suited for the research through primary data
collection.
Data collection techniques
For collecting data from the relevant sources,
different data collection technique is applied like as one is primary data
collection and another one is secondary data collection technique.
Primary
data collection technique: primaryb data
collection is the raw data collection that is used in the reserch by the
researcher. The primary data is that kind of data thatis not previously used in
any research or even found. Primary data is collected for the first time by the
reseracher. Primary data can be classified inti two categories. Those type are
shown below:
The
sources of primary data collection. These sources are discussed below:
Ø Observation
methods: observation method is the research of the data collection that through
observing respondents’ activity the data is collected. By following
observational method the collected data is raw data.
Ø Questionnaires:
questionnaire is another data collection method that provides raw data. In the
questionnaire method, the researcher makes some question in a paper and asks
the answer of the question through the paper for getting opinion of the
respondents. Through this way the researcher collets primary data or raw data.
Questionnaire is a quantitative research method. The researcher collect data
through personally visit.
Ø Interview
methods: in this data collection method the researcher collects data by asking
several questions from the respondents that data is used in the further
analysis. Qualitative data is collected through this interview method.
Some
other primary data collection method that are used in the research.
Ø Consumer
panels
Ø Schedule
Ø Warranty
card
Ø Mechanical
devices
Secondary data collection
technique:
Secondary data is that kind of data that is considered as
already used or has stored before. The secondary data that may be the
researcher already use in the research. The user can get idea about the
secondary data and even get an idea about topic of the data. Secondary data
sources are given below:
Ø Megazines
Ø Books
Ø Journals
Ø Trade association
Ø Reports
Ø Stock exchange
Ø Websites
Selected
data collection technique:
For conducting the whole researech, the researcher has
selected primary data collection technique. The researcher firmly believed that
primary data collection technique has
provided required data to figure out the impact of compensation on motivation
of IPvision Inc. Canada.
Sampling techniques
It is too tough to select population size
from the large population. Because the researcher has to mind it that the
selected research population can be able to represent the research purpose to
gain the research objective. Sample size reflects the total population of the
research. From the almost 10000 population the population size is selected for
the research that is 100. The survey method is conducted over the targeted population
by the researcher. The selected sample size from the large portion of
population number is considered as sampling technique.
Statistical sampling: In
the statistical sampling, the
researcher used probability theory.
Some statistical sampling is given below:
Ø Systematic
sampling,
Ø Deliberate
sampling,
Ø Stratified
sampling,
Ø Quota
sampling,
Ø Multi
stage sampling,
Ø Sequential
sampling
Ø And
simple random sampling etc.
Non-statistical
sampling: non-statistical sampling technique is consists of two portion one is judgemental
sampling method and another one is convenience sampling technique. The
researcher does not appreciate probability theory.
Ø Judgment sampling
method: judgemental sampling method totally made based
on the judgement of the researcher. Only the researcher can judge the research
to select population size and even to assumption on variables. In this sampling
method the accuracy of data is questionable.
Ø Convenience sampling
method:
in this convenient research method, the reserahcer select sample size on
the basis of conveneint. There in the sampling method has no doubt to be
inaccurate and beyond questionable of research. The sample size reflect the
total population.
Selected
sampling technique:
From the two sampling technique, the researcher has selected non-statistical
sampling technique and also set sample size for runing the research considering
the impact of compensation on motivation of IPvision Inc. Canada.
Research data analysis
For the analysis of the collected data, the researcher dses
different types of software and take help of different calculational formula.
Through using these software and calculation, the researcher be able to find
out the accurate result from the analysis. Data analysis is also a portion of
the research study. By analyzing the data, the researcher can go throgh the
right path of the research objective.
Selected
data analysis method:
For taking right decision, proper analysis and presentation
of data is necessary. For presenting data on the research paper, there are use
pie chart, bar chart, histogram and different variables. Microsoft Excel, Microsoft word, regression
analysis and SPSS software are also used as the analysis part of the research.
Those software and different formula are used for figing out the impactm of
compensation on motivation of IPvision Inc. Canada.
Ethical issues
The researcher has to follow some rules and
regulations for conducting the research. The researcher has also look for some
issues that is related to some ethical issue of the respondents, the user and
the researcher. Those issues are given below:
· Research participants must voluntarily consent to
research participation.
·
Research aims should contribute to the good of society.
· Research must avoid unnecessary physical and
mental suffering.
· Experiments can be conducted only by
scientifically qualified persons.
· No research projects can go forward where serious
injury and/or death are potential outcomes.
Research accessibility issues
The researcher has entered in many sites and also
visited some many website for data collection. The research is mainly made
based on the primary data sources for that reason the researcher get touch of
the targeted population that is called sample size. When the opinion is
recorded in the questionnaire research paper the researcher has to take
permission from the respondents. In some other cases, the researcher has to
collect secondary data from the secondary sources.
Research limitation
Whenever the researcher conducted the research, the
researcher has faced some limitations. Those are given below:
Ø The one of the main limitations was time period. I
made this report in a very short time.
Ø All Employees was not agreed to give me time for my
question.
Ø It was very difficult to collect information from HR
manager & MD of the organization. Because they had a very tight schedule.
Ø Lack of primary
data.
Ø Lack of
Secondary data.
Summary of the Project:
There
are many impact pertaining to employee motivation. Most of these can be
prevented by the employer. Employers who offer competitive salaries along with
good benefits, will most likely retain their employees. Also the opportunity
for advancement and promotions will also help. Most employees want a job that
they can eventually advance in.
A
good working condition is another plus for the employer. I do, however, believe
that factories where particular jobs involve doing the same thing over and over
all day long, will continue to have high employee motivation rates.
Repetitiveness gets old after a while. Also, these jobs usually only pay
minimum wage.
Employers
who offer awards and incentives for a job well done, are also more likely to
retain their employees. These appreciation awards can range anywhere from a
gift card for the local department store to actual monetary bonuses.
The
bottom line is that employers need to try a little harder at pleasing their
employees.
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