WEST VISAYAS STATE UNIVERSITY

College of Business and Management

GRADUATE STUDIES
Calinog, Iloilo

MASTER IN PUBLIC ADMINISTRATION

PA 508 HUMAN BEHAVIOR IN MANAGEMENT

AUBRY C. BAUTISTA DR. MARIE CANDY CELESTE
MPA Student Course Facilitator

Employee’s Motivation

Case Study Analysis

I. Introduction

Each and every employee needs to be motivated constantly throughout his stay in the

organization. An employee needs to be encouraged to put his best for the organization.

He needs to be made comfortable to put all his efforts and achieve both organizational

and personal goal. Thus, it has become very essential to implement various HR policies

which support every employee and make them feel valuable. Improving employee

engagement can increase productivity and profitability while also reducing employee

absenteeism and turnover.

II. Purpose

 To conduct an in-depth study of employee engagement and motivation in the

software division.

 To analyze the existing employee engagement program for lower and middle level

management.

 To discover new techniques and its implementation with suggestions taken from

employee feedback
III. Significance of the case study

Employees may be motivated on the job by many things, such as a sense of achievement,

recognition, enjoyment of the job, promotion opportunities, responsibility, and the chance

for personal growth. Employee motivation and performance of positive or negative

reinforcement. Employee engagement is the level of commitment and involvement an

employee has towards their organization and its value. An engaged employee is aware of

business context and works with colleagues to improve performance within the job for

the benefits of the organization. It is a positive attitude held by the employees towards the

organization and its values. The paper focuses on how employee engagement is an

antecedent of job involvement and what shout company do to make employees engaged.

The study is conducted to analyze the existing employee engagement and motivation.

IV. Prior Research and Related Literature

Engagement represents the energy, effort, and initiative employees bring to their jobs’. It is high

when employees consider the workplace more than a earning place. The International Survey

Research (ISR) defines employee engagement as, “a process by which an organization increases

commitment and continuation of its employees to the achievement of superior results.” A

distinct and unique construct that consists of cognitive, emotional, and behavioral components

associated with individual role performance"

A motive is a reason for doing something. Motivation is concerned with the factors that

influence people to behave in certain ways. The three components of motivation as listed by

Arnold et al (1991) are: direction – what a person is trying to do; effort – how hard a person is

trying; persistence – how long a person keeps on trying. According to Gareth R. Jones and

Jennifer M. George, "Contemporary Management," motivation is defined as "psychological

 forces that determine the direction of a person's behavior in an organization, a person's level of

effort and a person's level of persistence.

V. Methodology

Mixed approach of Descriptive and Exploratory approach is used. Descriptive approach is used to

study in detail and analyze about the existing programs adopted in Delta One. Exploratory

approach is used to come up with innovative techniques which are feasible to be adopted to

improve employee engagement in the software division of Delta One, Chennai. The first stage

deals with detail understanding of the activities adopted in Delta One, Chennai. The next part

deals with analyzing its effectiveness by finding out employee opinion about these programs.

This is done with the help of questionnaire. Each program is analyzed based on its feedback

received from employees and the outcome for each program is measured with respect to

individual’s performance. Then feasibility of new program suggested by employee is considered

and any scope for improvement will be entertained. Thus, information collected from both

primary and secondary data is combined and thorough analysis is made about existing and

potential employee engagement and motivational activities. Primary data was collected from

distributing questionnaires and secondary data was collected from the management of Delta

One Ltd and the official website of Delta One.

Secondary data was used in framing the questionnaires. The data which was predominantly used

was primary data as this was used in analyzing the existing programs of Delta One Ltd.

Probability sampling was used out for the study. Stratified sampling shall be applied to ensure

that there is no biasing done while choosing the sample. Strata is identified from Junior level and

middle level employees divide into groups based on their gender thus involving both the genders

equally while taking up the survey. This ensures there is no bias when the results are analyzed

and point of view of both the category can be acquired.

VI. Sampling

Sample size is 40 Employees as 10 percent of the population is taken. There are a total of 400 employees

working in Delta One, Software Division.

VII. Instrumentation

Questionnaires were distributed to 40 employees. Employees were selected based on stratified

random sampling. Sample contained equal number of male and female employees of Delta One.

This was done in order to analyze from both their perspective regarding employee engagement

and motivation without any discrimination.

VIII. Internal Validity

IX. Results/Interpretation

 Employees come to office not just because they are paid. They come to office

because they believe office is a place where they get to learn.

 About 90% of the respondents could collect and name the motivation programs in

Delta One.

 Overall, employees are happy with the existing motivation.

 Employees have a positive feel about management when it comes to motivation.

They are encouraged with the current programs.

 Not all the employees feel management involved them in decision making.

X. Personal Insights

All the factors which were mentioned i.e. challenging work with more responsibility, supportive

superior, good work environment, high interaction with superior, pay hike, promotion, team

building activities, counseling session, and appreciating good performance were considered

good by majority of the employees. They feel these entire factors relevant for motivation. Hence

when new programs are framed these factors need to be considered in order to come up with

favorable programs. The study indicates that the exiting motivation programs have proved

effective and there is room for new programs to be adopted. Employees are in favor of new

programs and believe it can motivate them to perform better