In many organisations, directors are usually faced with the obstruction of actuating their workers to make certain things. For case, the direction seeks to actuate their employees achieve its aims ( DuBrin, 2008 ). The 2nd aim that directors have is to do certain that their workers manage to accomplish their ain personal ends. Motivation can be said to be something psychological that makes people be able to be energized to transport out certain declared aims. Motivation can either be cognitive, societal or even psychological. Motivation can be split into two parts: extrinsic or intrinsic motive. Intrinsic motive is a type of motive that comes from the individual ‘s inner ego ( Lawler, 1994 ). The individual depends more on their internal ego than the external force per unit area that surrounds them. This may be connected to assorted psychological wagess like positively acknowledging their abilities. It is imperative for workers to be provoked so as to work hard and bring forth more in the company.
Real motive to take actions usually comes from within the staff of the organisation. Despite the fact that directors may hold some kind of power to act upon their workers, their power is limited by the fact that one can non coerce workers to act ( Crouse, 2005 ). They can be able to offer different types of inducements like rearranging the agendas of work and bettering the work conditions but the consequence lies on the workers. Motivation in any organisation becomes strong when an single possesses a clear vision of what they desire to accomplish and how they will convey it to go through ( Crouse, 2005 ). Without a vision, employees will hold a footing non to transport out their responsibilities in the organisation.
Reasons for taking the subject
Pull offing people can be a really ambitious undertaking for any direction in an organisation. As a pupil who is making ACCA class, I comprehend that motive is really of import for workers in any house. This is because it affects working relationships, committedness and public presentation in the house. In our altering work environment, it is imperative that motivated employees are around ( Lawler, 1994 ). Employees that are motivated are the life of any organisation. Based on this ground, I believe that that it is a demand that a elaborate examination of motivations be done. The chosen subject will enable me to be able to hold an analysis that is in-depth into the assorted factors that motivate employees in accomplishing the organisation ‘s aims.
The organisation chosen for my research is the Commonwealth Bank. Commonwealth Bank was chosen because it is the 2nd largest company in Australia ( Microsoft instance surveies, 2007 ). The bank offers many fiscal services like concern and institutional banking, retail and direction, insurance and investing services to their clients. The Australian authorities founded it in the financial twelvemonth 1911 and has been credited as one of the 4th largest Bankss ( Commonwealth Bank, 2012 ). The Commonwealth Bank has been able to distribute its civilization and value from the top direction to the down portion.
In order to be established for a long clip and to keep it is laterality as a fiscal establishment, the bank has developed assorted schemes for actuating its employees. The bank accredits its success to its employees ( AGSM Executive plans, 2011 ). Additionally, the Bank purports that it is engaged in developing and pulling endowments from all topographic points. They have besides been able to allow their workers wages and wages that are competitory ( Human resource Management, 2012 ).
My chief aim is to take a company that is reputable and enjoys larger market portion all worldwide to be successful. Consequently, I think that the Commonwealth Bank is the most suited house to be employed for my research in understanding the function of motive in employee dealingss ( AGSM Executive plans, 2011 ). Furthermore, the research is of import, as it will picture whether or non farther betterments can be made on employee motive in the company.
The purpose of this work includes happening out the assorted motivational policies that the Commonwealth Bank has set out. The thorough research for information was carried out to happen out whether the theories of motive agree with the world in the Bank. By the decision of the research, I should be able to acquire a decision to the following purposes:
To find how motive theories have been applied in the context of the Commonwealth Bank.
To happen out the assorted factors that influence the degree of motive that an employee may hold.
To happen out if fiscal wagess are adequate to guarantee that the motive degrees of the workers
Suggest betterments to their policies of motive
By recognizing these purposes, in the Commonwealth Bank ‘s context, I know that I will be able to deduce a decision which may be employed to find how effectual motive policies in the Commonwealth Bank. Furthermore, this will be able to find whether giving fiscal inducements merely is adequate for work out the motive job in establishments ( AGSM Executive plans, 2011 ).
The stuff assemblage procedure employed in my research will be chiefly through secondary and primary beginnings. For the primary beginnings, I will use interviews and studies. For the secondary beginnings, the research will use diaries, books, and other cyberspace beginnings ( Cooper DR & A ; Schindler, 1998 ). All these will be employed to cognize the degree of motive of the staff in Commonwealth Bank. Secondly, I will transport out a critical analysis of the consequences that I will acquire so that I will obtain clearer informations on the factors that motivate workers at the Commonwealth Bank. Furthermore, I will give the grounds as to why the consequences are the manner they are besides merely comparing the consequences with the theories of motive. Last, the decision will be given by replying the research inquiries that were proposed ab initio. The restrictions of the research will besides be discussed at this phase.
2. Research work
2.1 Information Gathering
Information aggregation is a important portion of research and analysis. This is because it shall be employed to organize the decision. The techniques of information assemblage may consist of primary and secondary beginnings. Primary informations may be described as informations that is collected by any research worker by any agencies for replying research inquiries ( Jackson, 2009 ). Examples of primary informations may be interviews, studies, questionnaires and the cyberspace. Secondary information is informations that has been collected by other research workers for their ain usage. However, a different research worker may utilize this type of informations for their ain different usage. Examples of such sort of informations may include books, one-year studies, fiscal statements and cyberspace beginnings. This forces me to measure the relevancy of the sort of secondary informations that I will take to utilize to demo me the motive schemes employed by Commonwealth Bank. In add-on, I will use much attention to be able to filtrate both the secondary and the primary beginnings of informations employed ( Cooper DR & A ; Schindler, 1998 ). This will help in forestalling biasness of the information received in the decision and analysis of the research.
2.2 Primary informations employed in the research
There are two sorts of primary informations that have been employed in garnering informations for this research. I have chosen to use studies and interviews and designed assorted inquiries that will be employed to acquire replies for my research ( Cooper DR & A ; Schindler, 1998 ). The information that will be gathered may be either quantitative or qualitative sort of information. This means that I have to use my analytical accomplishment and sound judgement to be able to make an appropriate analysis of the information I have received.
I chose to use interviews in my research to cognize the concealed demands and inside informations on the motivational factors that drive workers in the Commonwealth Bank. This method will help me in happening out the assorted impressions that each employee in the organisation upholds refering motive ( Cooper DR & A ; Schindler, 1998 ). Interviews are inquiries that are either asked to a group of individuals or one-on-one persons. They will give a batch of information in cases in which people ‘s figure is little and can be really utile when a research worker desires to acquire a knowing sentiment on an issue. Personal interviews usually involve an single working straight with the respondent. The interviewer in this instance has the opportunity to be able to happen out or inquire inquiries as a followup. The interviewer is the most important portion of the interview.
Therefore, they have to be decently trained on how to carry on the interviews good and to react to any exigency. The interview of each group of people in the organisation ‘s hierarchy will be important in placing the factors of motive of each hierarchy. Therefore, I will use interviews to cover the staff and the bank directors. Despite holding several advantages, in-depth interviews possess several disadvantages. In-depth interviews may ensue to biasness, as the interviewer is restricted to the inquiries that they will inquire. The biasness may come from wither the interviewer who is inquiring the inquiry of the reply given by the individual being interviewed ( Jackson, 2009 ). Consequently, I have to plan proper inquiries that will help me be able to acquire accurate replies for the purposes of the research. Furthermore, the research worker may acquire in to problem by inquiring inquiries that are illegal or excessively personal.
I chose to use a less formal environment as a scene for the interview. This is because I want the workers of the Commonwealth Bank to experience at easiness while replying my inquiries. I believe that such a scene will be of import in assisting me acquire the most replies to reply my research inquiries. For the directors, I will use a formal tone, as this will do them experience respected plenty to reply my inquiries. The individuality of those interviewed will besides be kept anon.. During my interview, I will do certain that I employ simple, clear English and extended organic structure linguistic communication ( Jackson, 2009 ). This will heighten my interaction with the respondent. In add-on, I will guarantee that my inquiries focus a wide range so that I can be able to divide disgruntled workers from those that enjoy their occupation.
A Survey involves questionnaires and a respondent who will help in obtaining both quantitative and qualitative informations. In this instance, the respondent is the person who answers the inquiries that the interviewer gives them. This research method may use two sorts of inquiries: closed or open-ended questionnaires ( Jackson, 2009 ). Closed complete inquiries are inquiries of studies whereby the respondents are requested to reply the inquiries that the research worker has supplied. In open-ended inquiries, the respondents are requested to give their ain replies to the inquiries alternatively of being directed. Once the research worker identifies the purposes of the study, inquiries can be developed so that specific information is received from the participants of the study. The information is reviewed and analyzed to run into the aims of the research. Surveies are the most effectual agencies of garnering informations as it can acquire information from a mark group.
While developing my research inquiries, I have to see the literacy degree of the respondents. This is particularly when the study inquiries will be completed independently. However, in my research undertaking, I will use a company with literate employees. Hence, my assemblage of the replies to my study inquiries will be much easier. It is imperative that I field test the field foremost before I conduct my study. I will utilize a few employees to reply my study inquiries before I employ the mark population. This is to do certain that my study goes unhampered. I will guarantee that the study inquiries are distributed to single respondents. This will minimise group treatments that will fiddle with the informations received. The respondents will be reminded of how anon. and valued their responses are. This will guarantee that employees that employees who are unmotivated will voice their grudges without fright of losing their occupations.
My mark population is the Commonwealth Bank ‘s employees and their direction. My focal point will be to happen out what motivates the workers in their occupation. To acquire the mean evaluation, I will quantify the norm of the sentiments I receive. In this instance, this will be a 5-point graduated table ( 5 being to the full agreed while 1 being to the full disagrees ). This information will be employed in the portion A of the study. This study will help me to happen out the Bank and the motive degree that its employees have. Question 1 of portion B will be employed to rank, from 1 to 7 the significance that motive factors in the company have to its employees public presentation. 1 is the most of import while 7 is the least of import inquiry.
The replies to the study inquiries have a important function in analysing as it will assist me rank the factors that motivate employees from the most important to the least. I have formed a inquiry as the 2nd inquiries refering fiscal wages in Part B. This is an extrapolation of the first inquiry in portion B. The reply to this study inquiry will help me in happening out whether fundss merely can move as the chief motive factor in any house. I would try to include my observation from portion A together with the employment of assorted motivational theories that I have identified. Consequently, this will help me to explicate the grounds behind the motivational rankings harmonizing to the replies received from the study inquiries. I will include the sufficiency of fiscal wagess in portion B. Furthermore, I will try to link the consequences of the 2nd inquiry to the first inquiry in Part B.
In some cases, the respondents may hold some considerations where they disagree. This may be considered as a impersonal evaluation surface. When quantifying the mean evaluation to the inquiries, the graduated table of 1 to 5 will be employed. The evaluations will be employed to bespeak whether the responses are more negative or positive towards the study inquiries. The consequences of the study carried out in the Commonwealth bank will be recorded in Part A as they are all rated by the evaluation graduated table below 3. This is an indicant that the neutrality leans more towards the responses that are positive. However, I will try to explicate the being of these positive responses in my analysis so that I can better my research.
To transport out this study, I would necessitate blessing from assorted persons. First, I would necessitate permission from the direction of the Bank, to enable me interview both the employees and their directors. I would besides necessitate permission from the sources themselves to deduce private information from them. This information gotten from them ought to be kept in a confidential mode because of ethical intents. This means that nay information or issue of concern that the respondents will raise will non be disclosed to anyone but will entirely be employed for the intent of this research undertaking. By making this, I will make a comfy environment whereby the employees of the Commonwealth Bank will unwrap private information as it will non be revealed to anyone. No statistical steps will be employed to turn out the significance of the information received. The sample size of 20 employees is sensible plenty to stand for the full population in the Bank. I hope that this would be sufficient to supply adequate grounds that will help me in analysing the consequence of the research undertaking. I will supply clear grounds as to why am carry oning the research and what sort of information I expect to have in my study design. Consequently, this will do me plan my study inquiries in a mode that there would be a nexus with my research aims. The study will be mingled with the interviews that will be conducted. This will be done by taking a few inquiries that may necessitate adequate every bit good as accounts that are more elaborate. This will be achieved by using open-ended inquiries in the interviews. These inquiries will supply a greater comprehension of the degree of motives, the ranking of the factors of motive and the significance that fiscal wagess have towards actuating employees in the Bank.
2.3 Secondary research
For my research undertaking, secondary informations will be employed to supplement the information that primary information has given me. Furthermore, it will help me compare the information that I have received with the current survey. This information will include internet beginnings, diaries and books.
2.3.1 Motivation Theories
There has been much work carried out on factors that affect human motive. This hunt has resulted in many theories being formulated to explicate the motive phenomenon. I have chosen some of the theories to explicate and compare the degrees of motive in the Commonwealth Bank. These theories are two types: content and procedure theories
2.3.2 Contented theories
I ) Hertzberg ‘s Two-Factor Theory
The theory was formulated by a behavioural scientist, Frederick Herzberg, in the financial twelvemonth 1959. The scientist purported that there are some factors in the working environment that may ensue in satisfaction while others stop dissatisfaction ( Latham, 2007 ). Herzberg argues that the antonym of dissatisfaction is No dissatisfaction while the antonym of satisfaction is no satisfaction. The occupation factors have been split into two classs based on the theory. The first class is the hygiene factors and this comprises of occupation factors that are indispensable for the continuance of motive in the work environment ( Griffin, 2011 ). These factors have non been known to convey a long-run positive satisfaction in the work topographic point. These factors merely assist in lenifying the workers so as non to dissatisfy them.
Examples of these factors are clear and just company policies, the wage construction, the physical working environment, the position of employees in the workplace and other benefits ( Condrey, 2010 ). The 2nd class is the motivational factors which are non considered to be incentives. However, when applied they are common in conveying satisfaction to the workers. These factors are intrinsic and depict the psychological demands that the employees in a company may desire. Examples of such factors may be a sense of accomplishment, acknowledgment, gratifying work, duty every bit good as promotional and development opportunities in the work environment ( Latham, 2007 ).
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Figure 2.3.2 Herzberg two-factor theory diagram
Beginning: Herzberg, 2012
2.3.3 Maslow hierarchy of demands
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Figure 2.3.3 Maslow hierarchy of demands
Beginning: Simply Psychology, 2011
This theory was purported by Abraham Maslow in the financial twelvemonth 1943 in the paper dubbed, ‘ A theory of Human Motivation. ‘ The hierarchy of demands that Maslow portrays is usually depicted in the form of a pyramid ( Steer, 1979 ). The most cardinal demand is usually at the top while the least is at the underside of the pyramid. The theory is based on the enterprise that people have five basic demands. These demands are:
Physiological demands: These are the five basic demands of human existences like H2O, vesture, air, shelter and nutrient ( Norwood, 1999 ).
Safety demands: These comprises of the emotional protection, environmental every bit good as the physical security that a worker may necessitate ( Steer, 1979 ). For illustration, the employee may necessitate security in the countries of their wellness and household. When physical safety is non present because of either natural catastrophe, an person may hold emphasis upsets ( Miller et al., 2012 ). This can be demonstrated by being protected against lose of a occupation or income in a workplace.
Social demands: An single demands to experience like they belong someplace. Lack of this due to pretermit, rejection or even eschewing may do a individual non be able to organize critical relationships ( Hoffman, 2007 ). This is demonstrated when an person can be able to work with back uping workmates and communicating.
Esteem needs: Peoples require to be respected in order to hold self-respect. This usually shows itself by the desire of persons to be accepted by other workers. This demand is split into two classs: external regard demands may include attending, acknowledgment, power or even esteem. Internal esteem demands may include assurance, self-respect, freedom and competency.
Self-actualization demand: This is the phase where an person has eventually realized their maximal potency ( Hoffman, 2007 ). However this degree is ne’er come-at-able as whenever an single grows, there are ever opportunities for them to develop more.
2.3.4 The Mc Clelland ‘s 3- Need theory
The theory purports that clip and experiences are critical in determining the demands that an person may hold ( Lauby, 2005 ). These demands can be categorized into power, accomplishment or even association. These major things motivate person ‘s effectivity and motive in the workplace.
Peoples in the organisation demand to experience that they belong and are accepted by their chaps ( Lussier & A ; Achua, 2009 ). They may take to make the norms of the organisation for credence.
This demand for power may be categorized into two groups: institutional and personal. Those in demand of personal power may merely desire to give waies to their fellow workmates. In most instances, this demand is seen as non desirable ( Nahavandi & A ; Malekzadeh, 1998 ). Peoples who require institutional power may merely necessitate power so that they can be able to progress the aims of the organisation. It is said that directors who have a great demand for such sort of power are really effectual in their work.
Peoples who have such a demand in their lives tend to avoid state of affairss that have either low or high degree of hazards involved. Low hazards are avoided because such accomplishment are usually non deemed to be echt ( Green, 1992 ). Projects that involve high degree of hazard are usually deemed to be absolute fortune and non because of one ‘s attempts.
2.4 Process Approach
2.4.1 Vroom anticipation theory
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A diagram screening vroom anticipation theory
Beginning: Alderfer ‘s, C, 1969
This theory was purported by Victor Vroom in the financial twelvemonth 1964. Unlike Herzberg and Maslow, Vroom emphasizes more on the results of the occupation than their demands ( Hoffman, 2007 ). Vroom argues that the strength for a worker to execute is dependent on the strength of the coveted outlook that their work will ensue in a consequence that is definite. An employee is usually motivated with their desire to desire a wages. Vroom argues that motive means to treat picks that an person may do among other signifiers of voluntary activity ( Lussier & A ; Achua, 2009 ). This theory is premised on the person ‘s picks, valencies and instrumentalities.
Instrumentality: This is the perceptual experience of workers as to whether they will acquire the thing that they desire. This is even in cases where the director has promised a great wages ( Lauby, 2005 ). Management in the organisation must do certain that the promise to allow the wages is fulfilled and that their workers are cognizant that they have fulfilled it.
Valence: This is the emotional orientations that people have in regard to the wagess that they have been promised. In add-on, the deepness of the privation of the workers for either intrinsic or extrinsic wagess ought to be respected ( Lussier & A ; Achua, 2009 ). The direction is hence charged with the duty of guaranting that they understand what their workers value.
Anticipation: Every employee has different outlooks and degree of assurance about what they are capable of making ( Thomas, 2009 ). This means that the direction must be able to detect what the resources, supervising and preparation.
If people trust in the nexus between result and outlook, so actuating people towards peculiar aims depends on three things:
Attempt: Recommending the belief that doing more attempt will better the work public presentation
Performance: Recommending the belief that when workers perform extremely they will hold a great wages ( Lussier & A ; Achua, 2009 ).
Result: The wages ought to be attractive
2.4.1 Adams Equity theory
John Adams, a workplace psychologist, developed the theory in the financial twelvemonth 1963. The theory calls personal wagess and attempts in the workplace as end products and inputs. Inputs refer to what people put into the organisation ( Madura, 2006 ). For illustration, difficult work, attempts, ability, finding, tolerance and clip are some of the inputs. End products are the things that we receive because of our attempts. For illustration, occupation security, wage, acknowledgment, repute and a sense of accomplishment. The word referent others implies the people to whom the employees compare their fortunes with ( Green, 1992 ). This theory assists in demoing us why fundss are non the lone motive factors. Furthermore, the theory explains why giving one person a wage rise may ensue in a annihilating consequence on the other workers.
Whenever people feel that they are treated with equity or placed in an advantageous place, they are more likely to be motivated. Whenever they feel that they are treated below the belt, they will be prone to miss motive ( Hoffman, 2007 ). Many workers in an organisation desire to keep equity between their inputs and the results that they get from their work. The equity theory advocators that when people are treated reasonably within their work relationships, they will probably to be motivated. The theory does non merely measure the end products and inputs of any single but besides the benefits received in relation to other employees ( Frey & A ; Osterloh, 2002 ). For some employees, the smallest mark of negative inequality in their status will ensue in a feeling of letdown and unfairness taking to deficiency of motive and worse unfastened ill will. To better their out puts, some workers may ensue in claiming for more wagess or even looking for other occupation chances.
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Beginning: Business balls, 2011
The statistical analysis is carried out by using Microsoft Excel where quantitative informations are evaluated and tabulated. Tables and charts have been employed to show study outcomes. Throughout the research, I will analyse Part A, B and C of my study consequences premised on the theories of motive. ( Mention: 2.4 Motivation Theories ).
3.1 Demographic features of the respondents
( Please refer to appendix B for elaborate consequences of the study )
Gender of the respondents
No of respondents ( N )
Percentage ( % )
( Table 3.1.1 )
The consequences depict that half of the respondents are male ( 50 % ) and % ) & A ; female engagement in the Bank. It could so be noted that Commonwealth Bank provides equal chances to both work forces and adult females.
N.o of respondents ( N )
Percentage ( % )
21-30 old ages
31- 40 old ages
41- 50 old ages
( Table 3.1.2 )
In footings of the respondent ‘s age, more than three quarters of the entire respondents comprised of grownups between the age 31-60 old ages. Young people aged 21-30 old ages may prefer fiscal benefits than a long-run benefit to actuate them.
3.1.3 Status of the employees
N.o of respondents ( N )
Percentage ( % )
( Table 3.1. 3 )
The above chart depicts that about half of the respondents are individual ( 45 % ), 20 % of the respondents are married while 30 % are grass widows. Those with others ( homosexuals, widows, widowmans ) as their position are merely 5 %. From the research, merely 55 % of the workers have a high duty of run intoing the demands of their household members.
3.1.4 Old ages of employment in the company
Old ages of employment
N.o of respondents ( N )
Percentage ( % )
0-1 old ages
1-3 old ages
3-5 old ages
More than 5 old ages
( Table 3.1.4 )
The highest per centum of respondents ( 35 % ) stated that they had 3 to 5 old ages of work experience. The least sum of workers had merely been in the Bank for 1 to 3 old ages. These findings depict that the company tends to minimise the cost of enlisting and developing new staff.
3.2 Ranking of actuating factors
The motivation factors were ranked by using the per centum footing. The highest per centum were the most of import while the least per centum were the lowest graded factors. Based on the informations collected from the study, the consequences have been depicted as follows.
( Please refer to Appendix B for the elaborate dislocation of the study and the transcript of the interview )
( Chart 3.2 Factors of motive at the Commonwealth Bank )
In this portion of the analysis, I am traveling to discourse Parts A and B. this is because the elaborate analysis of these subdivisions will be able to give me a better comprehension of the attitude that the employees of Commonwealth bank have every bit good as their present circumstance in the organisation.
3.2 Comparison to Content Theories
3.2.1 Comparison of consequences to Maslow ‘s Hierarchy of demands theory
Based on the above figure ( chart 3.2 ), I found the clear nexus with the Maslow ‘s hierarchal demands. The workers in Commonwealth Bank ranked the psychological demands in the hierarchal construction of the Maslow hierarchy. Amongst the extremely graded factors, a high figure of workers in the Bank rated competitory wage, good working conditions and occupation security as the incentives in their occupation. This links really good with the basic physiological demands in the Maslow theory. For a worker to travel towards self-actualization, they will necessitate to carry through the lower factors.
During my interview with the Bank ‘s direction, good salary bundle was one of the motivation factors for working. In add-on, the immature workers of the Bank aged between 21 to 30 old ages old stated that physiological demands are the chief incentive. This is because of high life disbursals and a desire to populate a comfy life style. The Commonwealth Bank has assorted compensation bundle aimed at profiting its workers. Most employees in the Bank are more focussed on holding a great salary bundle.
Staff in the Commonwealth besides placed occupation security and great working environment as 2nd and 3rd important factors. These factors can be placed as the safety factors in the Maslow hierarchy ( Lauby, 2005 ). Middle aged ( 31 to 50 year ) and married employees seemed more concerned on the sentinel for a topographic point where occupation security is certain than the other classs. The motivation factors that are placed at mean and least places are publicity and growing and good relationship with workmates. Tactful subject, interesting work, acknowledgment and leading were the least important motivative factors. These correspond to respect and self-actualization factors in the Maslow theory.
As a recommendation, I would state that the Motivating factors that the Commonwealth Bank had are Good wage, proper working environment and occupation security must be provided. This is to state that if the Bank desires to see their employees motivated, they have to guarantee that these conditions are satisfied.
3.2.2 How the Hygiene factors theory linked with the study findings
Harmonizing to the Hygiene theory, occupation security, good wage and great on the job conditions are placed as the top motivation factors ( Lussier & A ; Achua, 2009 ). This result is supported in the statement of the study interviews where workers claim that factors like good wage, promotion in their occupation and the duty given to them as their factors for motive. The 2nd factor proposed by the hygiene factor theory is the working environment ( Frey & A ; Osterloh, 2002 ). These were noted as the factors that may ensue in dissatisfaction in their occupation. In the theory, factors like supervising, salary, company policy and working conditions can be categorized as hygiene factors more than incentives.
The theory indicates that factors like working conditions, wage, supervising, company policy and security can be deemed as hygiene factors. Motivational factors that are advocated by the theory are advancement for chances, acknowledgment, publicity, position and duty ( Griffin, 2008 ). The incentives in the theory were linked with positive effects that are long term. However, hygiene factors can be considered to merely be short term in how they affect work public presentation and attitude. Both the Maslow and the hygiene factors theory are similar in what they purport. Both theories argue that for employees to be satisfied, they have to be motivated.
3.2.3 How the Vroom ‘s Expectancy Theory links with the study findings
This theory does non use to the Commonwealth Bank. The theory argues that workers merely put attempts in their occupation when they expect that they will acquire something in future ( Miner, 2007 ). From the interview, the direction argued that wagess that are based on public presentation could merely be when the Bank exceeds the targeted gross. This may actuate the workers in the Bank to work towards increasing the grosss while deriving their fillips.
3.2.4 How the Adams Equity theory applies to the findings
The findings found out that the theory applies to the Commonwealth bank. This is because the theory chiefly focuses on keeping equal and just distribution of its resources amongst its workers ( Smith, 1994 ). The employees in the Bank are seeking to happen out the balance that may be between what they bring into the Bank and what they receive as benefits. The employees in the Bank think that they have brought in something that has been rewarded consequently. Their accomplishment and difficult work matched with the wage and other benefits that the Commonwealth bank gave to their workers.
4.0 Attitudes of the employees towards assorted motivational factors
( Chart 4.1 Survey Question 1 )
The above figure depicts that workers are more concerned with having fiscal benefits ( 65 % ) which are associated with the money like wages, rewards, fillip and retirement benefits and even medical reimbursement. In normal conditions, these are the first outlooks that any worker would demand. Other non-financial things like assessment, occupation security and chances for growing come in much later ( Griffin, 2008 ). Merely 20 % of the respondents could non be able to prioritise their benefits as actuating factors.
4.1.1 Job securities in the company
( Chart 4.1.1 Survey Questions 3 )
The consequences in the figure depict that employees in the Commonwealth Bank have occupation security challenges. About three quarters of the employees disagree with the current occupation security in the Bank. This is because the Bank ‘s direction holds on to the traditional impression of keeping traditional bossy power ( Human resource Management, 2012 ). This makes them rule their juniors a batch by using rigorous regulations and ordinances. The findings depict that the Bank lacks a strong trade brotherhood that is able to recommend for the rights of the workers. However, the Bank takes attention to guarantee that their valuable workers really earnestly. The employees are confident on their occupation security as the Bank is good established and it has been at that place for a long clip.
4.1.2 Training, calling promotion and development
( Chart 4.1.2 Survey inquiry 4 )
The research depicts that the staff in the Bank have specified chances for their growing in cognition in their country of expertness. This shows that the Commonwealth Bank has the ability to present the necessary preparation required the bing workers ( Human resource Management, 2012 ). Consequently, this consequences in better public presentation in their work particularly with freshly trained or less experient staff. Most of the workers say that the Bank topographic points great significance on preparation and developing the workers through assorted plans. In add-on, the Bank topographic points great value on the significance of being updated in accomplishment and technological cognition.
5.1.3 Teamwork and communicating
( Chart 5.1.3 Survey inquiry 5 )
The graph depicts how many respondents gave the teamwork that existed in the Bank a high evaluation. This means that most workers are greatly motivated in an environment whereby they get along good with their co-workers. The direction besides concurred that the teamwork environment would ensue in better consequences and synergism.
5.1.4 Leadership and duty
The graph below depicts merely the direction handles the leading facet of the Bank. The respondents further added that decision-making in the bank is handled by the senior direction. More than 60 % of the workers in the Bank purported that the direction did non give them any undertaking that was beyond their ability.
( 5.1. 4 Survey inquiry 6 )
6.0 Summary of the Analysis
Based on the study and the interview carried out, motive in the Commonwealth is great. The fiscal factors have been the chief motive agents in the Commonwealth bank ( Commonwealth Bank, 2012 ). Nevertheless, in order to acquire maximal consequences for their attempts, more has to be done. For illustration, the Bank could present flexible working hours for the workers, ( Reference Survey inquiry: Part A ( 3 ). In add-on, the Bank could guarantee that the junior workers are granted duties so that they can be able to turn in their expertness ( Armstrong, 2002 ). All the motive theories employed in the research have supported the study consequences. Psychological demands became the first motive factors during the study interviews with the Bank employees. The work environment is besides important in constructing the positive attitudes in the employees ( Part B ( 3 ).
The employees feel secure in their occupation and this has resulted in high staff turnover. The work civilization has ensured that of all time worker tantrums in the bank. Furthermore, a harmonious relationship exists amongst the employees. This means that good communicating and cooperation exists amongst the employees in the bank. Respondents, ( employees in the bank ) have stated that they are accepted favourably in the bank. This has assisted to keep a system of professionalism. ( Chart 4.1.3 Survey inquiries 5. A ). Majority of the workers in the bank stated that chances of preparation and development have been advocated. ( Chart 4.1.2 Survey inquiry 5 ). This means that for better public presentation in companies, the direction should guarantee that the employees are adequately motivated.
7.1 Achieving of the research aims
The research concludes that despite holding many motivational tactics in the bank, many other factors can be employed to guarantee better public presentation. From the research, many workers have revealed other factors that will better motive. Therefore, my decision will be premised on the four research aims that are stated in the ( undertaking objective 1.3 ).
Designation of the cardinal indexs that may act upon the motive of employees in the bank
The principle of the probe is to explicate the motive factors that the Common wealth bank possesses and the wages system offered to their employees. This assists the bank to be able to animate, support and keep the bing workers. The bank has ranked good working conditions, high wage and occupation security as the most important factors of motive. From the employees ‘ point of position, fiscal wagess are the most of import signifier of motive.
Understanding motive theories and how these theories apply to the research findings
Both the study and the interview consequences have applied to all the theories stated in the research. For case, the study consequences purported that Maslow theory, the employees wanted high wage, good working environment and occupation security as their motive factors. The restriction of these theories is that they merely apply in the US. The theories have failed to supply relevant information on how gender and civilization affects motive in any work environment.
Are fiscal wagess entirely sufficient plenty to guarantee sustained motivational degree of the employees
All the study and interview consequences are concerned non merely with the money that they are given but besides other inducements like publicities that are non fiscal. For illustration, employees require a sense of belonging, rewards and calling promotion as motive factors.
Practical suggestion and recommendation for farther betterment for organisation ‘s motive policies.
Overall, the bank has managed to set great attempts in guaranting that the employees are motivated. However, more demand to be done to guarantee that the employees are motivated. For illustration, the bank could guarantee employees have flexible working hours by doing the workers work in displacements ( Thomas, 2009 ). To guarantee a work force that is stable, the bank should guarantee that the employees are involved in the keeping activities like household field daies and compensation bundles to the old employees. This would guarantee that the employees are more apprehended in the work force.
6.2 Restrictions of the Research
The survey did non use statistical steps hence the research undertaking lacked accurate findings. In add-on, the research was premised on a little sampling size in both interviews and the studies. Hence, this could ensue in prejudice, as the sample is merely a representation of the full work force in the bank.