The Impact of Employee/Worker Motivation On the total Organizational

Performance (A Study of selected manufacturing companies in Dubai Free zone, UAE)

Prepared For:
Dr. Patricia
Submitted Date:
16-01-2015
Prepared By
Faiyza Mahmood Ahmad F1415001778
Amal Hassan F1415001777

Abstract
Our Research undertaking is about how Etisalat Customer consideration inspires their representatives and
what are the routines they use to keep their workers spurred which will expand their employment
fulfillment.
Truth be told Etisalat concentrate in their representatives as their first stage on the grounds that they
accept that fulfilled and roused workers will reflect in consumer loyalty.
This examination paper will show some motivational systems and how a huge association as Etisalat will
execute these motivational strategies.
A fulfillment review which been replied by Etisalat client mind a year ago to quantify the level of
representatives fulfillment in Etisalat inward clients.

Table of Contents
Introduction.................................................................................................................................................1
Statement of problem............................................................................................................................2
Objectives of the study..........................................................................................................................3
Research Questions...............................................................................................................................3
Hypothesis..............................................................................................................................................3
Scope of the Study.................................................................................................................................3
Review of related Literature........................................................................................................................4
Theoretical framework..........................................................................................................................7
Research Methodology..............................................................................................................................10
Research Design....................................................................................................................................10
Instrument for data collection............................................................................................................11
Method of Data Collection..................................................................................................................11
Summary of findings, discussion and recommendations...........................................................................11
Discussion on findings.........................................................................................................................11
Conclusion.................................................................................................................................................13
Recommendations.....................................................................................................................................14
References.................................................................................................................................................15

Introduction

Attractive compensation has been found during the time to be one of the techniques the
association can grasp to fabricate their representatives performance and appropriately grow the
associations productivity. Moreover, with the present overall fiscal example, most directors of work have
comprehended the path that for their associations to battle absolutely, the performance of their delegates
goes far in choosing the achievement of the association. On the other hand, performance of agents in any
association is crucial, not only for the improvement of the association, also for the advancement of
individual specialists.
The performance of employees has ended has wound up vital in view of the grow concern of
human resources and work energy aces about the level of yield got from representatives in light of poor
payment. This perspective is in like manner a social concern and is imperative to perceive issues that are
gotten in current setting due to emotionless attitude of boss to manage their workers by compensating
them well to grow their profit .In viewpoint of this, this study tries to recognize the impact that impulse
has on illustrative performance to address issues rising up out of motivational systems in definitive
settings.
The underpinned the suspicions that representatives tend to perform more reasonably if their
wages are related to performance which is not concentrated around individual slant or prejudice, yet on
target appraisal of a delegate's authenticity. Despite the way that few arrangement of measuring
occupation performance has been made, when all is said in done, the specific technique picked
movements with the sort of work. For accomplishing thriving, association diagrams assorted methods to
adversary their foes and for extending the performance of the associations.
A not very many organizations acknowledge that the human work energy and employees of any
association are its essential assets which can lead them to accomplishment or if not focused well, to rot.
Unless and until, the delegates of any association are satisfied by it, are pushed for the assignments
fulfillment and targets achievement and engaged, none of the association can progress or achieve
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accomplishment. All these issues call for investigation attempts, so as to bring to focus how a legitimate
prize pack can scoff up or sway workers to make elevating perspective towards their occupation and
thusly construct their profit.
There are numerous organizations in UAE which gives great compensations, yet at the same time
there are numerous, which give terrible compensation and poor working condition. So there needs a study
to give a mindfulness about the vitality of great working air and great compensations like impetuses,
advancements and so on.
Statement of problem

The great performance of any association and employee motivation has been the inside of great
research in the flow situation. How well an organization motivates its workers remembering the
finished objective to accomplish their mission and vision is of basic concern. Employees in both
open and private portion organization are becoming dynamically careful that sparks fabricate
profit. From the earlier, and taking of today's financial example, it is obvious that the pace of
advancement in our business surroundings showcases fresh troubles step by step. Disregarding
these, no investigation work has centered to inspect the impact of delegate motivation and
legitimate performance in Dubai. Existing studies in UAE went for the impact of sparks and
cleanliness on employment performance. Of these studies in UAE, not very many surveyed the
effect of Employees inspiration on authoritative adequacy on assembling sub-segment of the
economy. To this impact, this study endeavors to observationally dissect how motivational
instruments can be utilized by assembling firms as a part of Dubai free zones to adequately
determine plans for development and improvement.

Objectives of the study

The general objective of the study is to research the spot of enthusiasm in extending progressive benefit
among gathering firms in Dubai Free Zones.
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The particular destinations are:

To review the effect of employees/workers impulse on associations downright performance..

To center the segments that manufacture motivation of specialists in an Affiliation
To review the relationship between employees/workers impulse and associations downright
performance

Research Questions

1. How does employee spark impact the aggregate authoritative performance?

2. How does increase in motivational instruments impact workers/employees in an affiliation?
3. Does employee motivation have any relationship with aggregate hierarchical performance?
Hypothesis

Ho1: Workers/Employees motivation doesn't have any effect on impact on the aggregate

performance of the association.

Ho2: The addition in helpful devices doesn't have any critical impact on the aggregate

performance of the association.

Ho3: There is no noteworthy association between employees/worker's motivation and the
aggregate performance of the.

Scope of the Study

The extent of this study is confined to the representatives of assembling organizations in Dubai Free zone.
The method for the study obstructs the staff of assembling firms who are not foreseen that will be
incorporated in organization decision making technique of the study bundle. Issues for examination are
ones related to the use of the benefit based theory in taking high ground, improving performance and
structural change of the affiliation.

Review of related Literature

Conceptual Framework
Motivation, according to ` Attrams (2013) enthusiasm is gotten from the announcement "move",
suggests a move, push or effect to proceed for fulfilling a need. Brahma & Acharya (2014)
depict motivation as a power that qualities behavior, offers course to direct, and triggers the slant to
continue with (`Lewin et al,. 2010). This elucidation perceives that in order to fulfill ensured targets;
individuals must be acceptably overpowering and be clear about their determinations. In viewpoint of `

Hassan, Gholamreza & Freyedon (2010) it is an inside drives to satisfy an unsatisfied need and the
will to perform. In like manner motivation is a development of moving and supporting destination
controlled behavior (`Awan et al,. 2010). It is an internal quality that drives individual to compel off
individual definitive destinations (`Kashani, 2012).). Motivation is an arranged of courses concerned
with an offspring of value that booste performance and controls towards satisfying some reasonable
targets (`Kandlousi, Ali & Abdollahi, 2010).
Employee Inspiration
Among budgetary, money related and human resources, the latest are more key and have the ability to
improve an association with centered edge as appeared differently in relation to others (' Kandlousi, Ali

& Abdollahi, 2010). Employee performance on an extremely fundamental level depend on upon various
components like performance assessments, delegate spark, specialist satisfaction, compensation, planning
and change, executive security, legitimate structure and others, yet the zone of study is focused just on
illustrative impulse as this variable astoundingly affect the performance of delegates. Employee
motivation is one of the methodologies of directors to manufacture helpful occupation organization
among delegates in organizations (Hassan, Gholamreza & Freyedon, 2010). A motivational delegate is
responsive of the unmistakable targets and ends of the line he/she must perform, therefore he/she aides its
effort in that bearing. Brahma & Acharya (2014) reported that motivation characterizes an organization
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more productive in light of the way that induced employees are continually hunting down upgraded
practices to do a work. Getting delegates to attempt their hardest work even in strenuous circumstances is
one of the specialists most unfaltering and slick troubles and this can be made possible through impelling
them.
Organizational Effectiveness
Structure of people which figure free business character for some specific item is by and large known as
organization and getting fancied result inside described resource is managed as feasibility. Legitimate
reasonability is the way to go of how suitable an organization is in satisfying the results the organization
arrangements to make (Brahma & Acharya (2014). It accept a discriminating part in stimulating
legitimate change (Kashani, 2012). It is the net satisfaction of all constituents at present amassing and
changing inputs into yield in a capable manner (Kandlousi, Ali & Abdollahi, 2010). Progressive
feasibility is portrayed as the extent to which a relationship, by the usage of particular resources, fulfills
its ends without emptying its advantages and without putting undue strain on its parts and/ or society
Factors affecting Employees' motivation
Employees need to secure sensible remuneration and portion, and wanting their workers to feel
that is the thing that they are getting (Kandlousi, Ali & Abdollahi, 2010). Money is the key activation;
no other inspiration or motivational system skirts on it with respect to its convincing worth (Sara et al,
2004). It has the incomparable quality to charge, keep up and induce individuals towards higher
performance. Frederick 'Taylor and his trial organization accomplice depicted money as the most urgent
segment in motivating the mechanical representatives to perform more significant profit (Attrams,
2013). ). Research has recommended that repay now cause satisfaction of the specialist which clearly
affects performance of the agent ('Kalimullah et al 2010). Prizes are an organization instrument that
without a doubt helps firms' performance by influencing individual or social event conduct. All
associations use pay, headway, prizes or distinctive sorts of prizes to convince and help strange state
displays of agents (Attrams, 2013). ). To use pay rates as a flash reasonably, boss must consider pay
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structures which should join centrality organization attach to every one occupation, portion as
demonstrated by performance, individual or novel rewards, coincidental preferences, advantages and so
forth (Attrams, 2013).
Power is about finishing things the benefit way, to do that you require people to tail you; you
need to have them trust you. Additionally in case you require them to trust you and do things for you and
the affiliation, they must be convinced (Awan et al,. 2010). Theories derive that pioneer and fans raise
one another to bigger measures of moral quality and impulse ( Kashani, 2012). Enthusiasm is totally and
simply an activity conduct. It originates from expecting to do what needs to be defeated people
furthermore for the affiliation. Organization and motivation are alterable approaches ( Kashani, 2012).
Reinforcing offers favorable circumstances to organizations and fathoms having a spot and pride in the
workforce. To be perfectly honest, it develops a win-win relationship among organizations and delegates;
which is seen as a flawless environment in different organizations and their specialists. Empowering can
flourish virtual human points of confinement. Empowered specialists focus their occupation and workpresence with additional criticalness and this prompts unfaltering propel in coordination and work
frameworks. Specialists execute their finest interests and thought with the inclination of having a spot,
energy, and happiness, in captivated organizations. Counting, they work with a consciousness of other's
desires and lean to benefits of the relationship to theirs ( Kandlousi, Ali & Abdollahi, 2010). Trust is
described as the impression of one about others, decision to act concentrated around talk, conduct and
their decision (Kandlousi, Ali & Abdollahi, 2010). If an organization needs to improve and be viable,
trust accept a vital part so it should constantly be shielded to ensure an organizations vicinity and to
enhance specialists' enthusiasm (Attrams, 2013). It can have intrapersonal and interpersonal effects and
effect on the relations all around the affiliation
Theoretical framework
The motivational theories included in this examination are joined with spark to find what their possible
effect could be on those two forms. The motivational hypotheses that are critical for this examination
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work are the Equity theory (Attrams, 2013) one thing that is normal for individuals is to difference
themselves with others. One hypothesis that methodologies from this evaluating of one's-self and each
other is Equity theory. Brahma & Acharya (2014) depict that most researcher inspecting the quality
hypothesis set three crucial focal points. In any case, employees see a sensible return for what they help
their livelihood. Second, employees then run a social relationship what their reward should be with their
partners. Last every one agent that sees himself to be in a prejudicial condition will endeavor to lessen
this uniqueness. Hassan, Gholamreza & Freyedon (2010) elucidate that the worth hypothesis is a
theory that central focuses on seen sensibility of a solitary individual. A delegate contemplates the
measure of effort he has depleted and contrasts this with what he has got from it. After this individual
appraisal of his data yield extent, he will act like a feasible opponent his degree to the information yield
degrees of others, especially the prompt partners. If the delegate considers his information yield degree to
be comparable to degrees of other appropriate specialists, a state of quality exists.
The employee will have a slant that he is managed adequately. In this condition of worth, the
individual is evidently content and won't act to unevenness the condition ( Lewin et al,. 2010).
Frequently, when an agent sees unequal extents amidst him and his accomplices, there will be a state of
lopsidedness. There are three sorts of quality to be particular external, internal, delegate esteem ( Awan et

al,. 2010). Outside worth develops when specialist use examinations to other individuals who have the
same work however work in various organizations. Inside worth happens when delegates contrast
themselves with other individuals who have unique livelihood yet work in the same affiliation. Specialist
quality exists when a delegate contrasts himself with diverse agents who have the same occupation inside
the same affiliation. The quality theory is done up for the study in light of the fact that it is fascinating to
see how employees contrast themselves with each other. These examinations can incite occupation
turnover when a couple of delegates see not to be managed sensibly. Key is that esteem theory shows that
feelings, observations, and manner sway motivation. Delegates are moved compellingly to current

condition when there is a perspective of dissimilarity present. Of course, Expectance theory implies a set
of decision hypothesis s of work of impulse and performance ( Kashani, 2012).
Recognition is a central part in trust hypothesis in light of the fact that it focuses cognitive ability
to expect likely conclusions of behavior ( Kashani, 2012). As said by Kandlousi, Ali & Abdollahi,
2010), the expectation theory as two foremost suspicions. The primary suspicion is that individual persons
have perception about the results that result from their behavioral exercises, and the causal relationship
among those results. These observations, or feelings, are implied as either expectations or
instrumentalities. The second assumption is that unique individual has practical reactions to particular
conclusions. Passionate reactions reflect the Valence (positive or negative worth individual place or
results) of conclusions (Kandlousi, Ali & Abdollahi, 2010).
According to the foresight hypothesis, individual will be influenced to perform
by two reckonings (Hassan, Gholamreza & Freyedon, 2010). Expectance is the probability
that the effort put forward will incite the looked for performance. The second trust
(moreover suggested as instrumentality) is the probability that a particular
performance will incite certain favored results. Right when the probability of some
effort won't be compensated, the agent won't be especially vigorous to perform a
certain endeavor. Trust theory fundamentally relies on impulses to light up
establishments for practices showed at work (Hassan, Gholamreza & Freyedon, 2010).
External prizes are seen as impelling motivational communicates that empowers
rehearses, instead of intrinsic motivations, when practices are gotten from internal
drives, for instance, the delight in the work itself because it is trying, captivating
and so forth (Attrams, 2013). Of course, in Goal setting hypothesis, Lewin et al,. (2010)
portrayed a target as what an individual attempts to accomplish; it is the thing or
try for particular exercises.

The vital suspicion of target setting is that targets are snappy controllers of human exercises
(Attrams, 2013). Verification from the target setting investigation exhibits that specific goals prompts
construct performance and those troublesome destinations, when individuals have recognized them,
brings about higher performance than straightforward targets ( Attrams, 2013). Target setting has four
motivational segments (Brahma & Acharya, 2014). The principle motivational framework is that goals
that are really genuine and captivating tend to focus a particular's thought on what is basic and what is
apropos ('Locke et al., 2008). The second instrument is that goals have an engaging limit. Simply put,
higher targets prompts more effort than lower goals ( Brahma & Acharya, 2014). The third part is that
targets impact eagerness. Consistency is the effort utilized on a specific task over a certain measure of
time (Kandlousi, Ali & Abdollahi, 2010). Customarily, the more troublesome a target is to finish, the
higher the steadiness.
The last motivational part holds that destinations impacts action by suggestion by provoking the
arousal, disclosure and usage of data and systems ( Kandlousi, Ali & Abdollahi, 2010). Concerning
impact of target setting on intrinsic motivations, Hassan, Gholamreza & Freyedon (2010)
show some interesting confirmation in their article. They clear up, by system for backslide examination
that the effect of performance or power focused goals on intrinsic motivation depends on upon the level
of achievement presentation of an individuals. Targets are at the same time and article or result to look for
and a standard for satisfaction (Brahma & Acharya, 2014). Right when an individual needs to achieve
certain targets infers that this individual won't be fulfilled until he accomplishes that destination.
Henceforth, targets serve as the attention run or reference standard to satisfaction versus bafflement
(Attrams, 2013). (Brahma & Acharya, 2014) incorporate to this that individuals that convey the most,
those with troublesome goals, are harder to satisfy. For this circumstance, individuals that set high goals
make more as they are baffled with less.

Research Methodology
Research Design
The study was led utilizing unmistakable overview system. The primary reason for applying this was to
gather an ordered and genuine information that delineate a current marvel. The information was gathered
focused around the straightforward and neat polls dispersed among the representatives. The inquiries are
focused around the exploration model and theories tried.
Sample and Sampling techniques
The information gathered focused around bunch examining. Five assembling organizations are chosen as
specimen for the study. These five organizations are chosen from the distinctive free zones in Dubai.
Instrument for data collection
The information for this study is gathered utilizing a straightforward and structures polls. These are
partitioned into four regions. Region An assembled vital demographic information seeing the
respondents, for instance, sexual introduction, age, educational ability, unit and working
foundation; section B attempted to center the extent to which enthusiasm is sharpened by collecting
firms; fragment C got information on sorts of motivation and motivational contraptions; Section D
got information on the relationship between incidental impulse and workers performance; Section
E reviewed on the relationship between choice of inalienable motivation and legitimate
performance, while zone F deals on the relationship amidst spark and level of profit.
Method of Data Collection
The clear insights, for example, frequencies, rates and diagrams are utilized for the examination of the
exploration inquiries while hypothesis s testing were finished with Spearman Rank Correlation
Coefficient. The hypothesis s were tried at 0.05 level of noteworthiness. At 5% level of importance, reject
the invalid hypothesis for test with likelihood evaluation lower than 5% (0.05) and infer that they are
measurably critical. Else, we acknowledge 0.05 when likelihood appraisals are above and reason that
there is no general factually essentialist.

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Summary of findings, discussion and recommendations

Discussion on findings
The first hypothesis which communicates that, there is a criticalness relationship between illustrative
impulse and worker's performance was recognized. This exhibits that the kind of impulse given to
representatives in an organization has a basics effect on workers performance. This is as per worth theory
which focuses on that sensibility in the remuneration group tends to make higher performance from
workers. The disclosures also agrees with the work of Attrams (2013) which showed that subjects who
improved than the people who did not get. Additionally workers indicated gainful work conduct when prizes
were made needy upon performance.
According to Akerele (2001) can moreover be said to have ensured the revelations of this work. He
watches that poor remuneration in association with profits made by affiliation, wage differentials amidst
high and low compensation earners notwithstanding everything else helped low affirmation, unlucky
deficiency of obligation and low profit. An alternate work that this disclosures can be said to have validated
is the work of Brahma & Acharya (2014) whose examination on UAE organization staff shows that 90
percent of administrators in his case saw their part as a plans to end. Likewise this completions was
deciphered to fuse money, material having a place et cetera and the reason may be that workers need to
manage themselves, their families and distinctive wards and give themselves other crucial needs of life. The
second theory which communicates that "Augmentation in motivational instruments does not have any
imperative effect on illustrative performance" was moreover recognized. This finding suggests that there is a
basics relationship between motivational instruments, for instance, payment; recompense, proposal,
recognition along these lines on get by representatives and their performance. Regardless, this study has
demonstrated the essentialness of prizes like money as a down to earth marker of performance.
The disclosures of Hassan, Gholamreza & Freyedon (2010) has in like manner maintained this
investigation work, in light of the way that his hypothesis that low compensation representatives will be
characteristically prodded was not attested and the yearnings that higher pay workers will put more

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noticeable regard on trademark prize than low pay workers was also not asserted. This shows unmistakably
the level of worth put on spark. In light of the past, it can be said that it is connected for organizations of
work to know the kind of repays that they can use to affect their agents to perform well on a job. Toward the
end of the day the essentialness of motivational segments depends not simply on its ability to address the
needs of the agents, also that of the organization as well.
Conclusion

The impacts of compensation in the general performance of workers commitments can't be

overemphasize, especially with respect to being compensated for an employment done. It is a wonderful
truth that human performance of any sort is upgraded by augmentation in enthusiasm. Passing by the
revelations of this study, it can be easily assembled that workers prize pack matters an impressive
measure and should be a stress of both the business and employee. The results gained from the theory s
exhibited that representatives place extraordinary regard on the different prizes given to them by their
official. In this way, when these prizes are not given, representatives tend to express their consternation
through poor performance and non-obligation to their vocation. It is in this way fundamental for the
relationship to consider the needs and feelings of its work drive and not just negligence them with a
particular deciding objective to shield mechanical agreeableness, because "a substance expert they say is a
productive worker". Having concentrated on the essentialness of a not too bad payment method on the
performance of representatives and the different sorts of remunerates that can affect workers to perform
better on work, this study can hence be seen a call for directors feeling of obligation to put set up
legitimate inspiration mastermind that will urge workers to be more consider and upgrade their
performance.
Recommendations

The employers are reliably tried to make pay plans and frameworks that will enable them to draw in,
drive, hold and satisfy their agents. The disclosures of this study can be advantageous gadget which could
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be used to give answers for individual conflict that has happened due to poor prize structure. It is
uncommonly pertinent at this junction to suggest that more research should be guided on the relationship
and effect of prizes on representative's performance using various private and open organizations. It is
basic for further studies to be finished to do value to all the components that effect representative's
performance. With the requirements perceived over, the ability to total up the result of this study is
restricted.

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References

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Private Health Care Facilities (Doctoral dissertation, University of Ghana).
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organizational citizenship behavior in healthcare sector. EXCEL International Journal of
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Hassan, Z. M., Gholamreza, J., & Freyedon, A. (2010). A comprehensive model for identifying factors
impacting on development of organizational citizenship behavior. African Journal of Business
Management, 4(10), 1932-1945.
Kandlousi, N. S. A. E., Ali, A. J., & Abdollahi, A. (2010). Organizational citizenship behavior in concern
of communication satisfaction: the role of the formal and informal communication. International
Journal of Business and Management, 5(10), P51.
Kashani, F. H. (2012). A Review on Relationship between Quality of Work Life and Organizational
Citizenship Behavior (Case Study: An Iranian Company).Journal of Basic and Applied Scientific
Research, 2(9), 9523-9531.
Mughal, F., Ahmad, M., Gondal, A. M., & Awan, T. M. (2010). Repercussions of stressors on employee
work-life balance: analysing the banking industry of Pakistan. Journal for Global Business
Advancement, 3(4), 325-347.
Wilkinson, A., Gollan, P. J., Marchington, M., & Lewin, D. (Eds.). (2010). The Oxford handbook of
participation in organizations. Oxford University Press.

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Appendix

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