Impact of Workplace Motivation on

Employee Performance In Financial

Institution Sector

Mr. Tum Sokchamreoun

CONTENTS
BACKGROUND OF THE STUDY.............................................................................................................................3

STATEMENT OF THE PROBLEM..........................................................................................................................3

RESEARCH AIM AND OBJECTIVES.....................................................................................................................4

 RESEARCH QUESTIONS.....................................................................................................................................................4
SIGNIFICANCE OF THE STUDY............................................................................................................................................4

CONCEPTUAL AND THEORETICAL FRAMEWORK.......................................................................................5

METHODOLOGY.......................................................................................................................................................6

RESEARCH DESIGN..........................................................................................................................................................6
Primary Data.........................................................................................................................................................6
Secondary Data......................................................................................................................................................7
POPULATION AND SAMPLE................................................................................................................................................7
SAMPLING......................................................................................................................................................................7
RESPONDENTS.................................................................................................................................................................7
DATA GATHERING PROCEDURE.........................................................................................................................................7

SCOPE AND LIMITATION ......................................................................................................................................8

REFERENCES:............................................................................................................................................................8

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 BACKGROUND OF THE STUDY

From the previous studies regarding the motivational approaches and its impacts on

various business dimensions, it deliberately identified that organizational involvement and

commitment can be the other factors that might contribute to the overall job performance of the

employees. Motivational approaches definitely satisfy the needs of the employees and in return,

the employee repays it through their hard work. Identifying the needs and answering it is the

most basic approach of every organization to earn the organization commitment of the

employees (Chughtai, 2008). With the good employer-employee relationship, an employee’s

performance can be only manifested on the organizational effectiveness. In the implementation

of the motivation across the organization, it allows the individuals to focus on the development

of their work, in terms of behavior, skills and knowledge, ethics, and effectiveness. It is also

defined that motivational approaches tend to energize the workforce which can result in their

expected job performance (Byham and Moyer, 2005). In addition, the motivational processes

increases or influences the job performance and other work outcomes of an individual that can

reach to the employees’ outmost performance and even their job satisfaction (Strain, 1995;

Chughtai, 2008). On the other hand, some study contradicts that the information regarding the

effectiveness of motivational approaches in building the employee performance. The

performance is based on the perception and choice of an individual and it can be only achieved if

the skills and knowledge are suitable to the position of the employees (Christensen and Wright,

2009).

STATEMENT OF THE PROBLEM

There are two problems identified:

1. What are the effects of motivation in the organizational performance (Financial Institution)?

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2. What are the factors to be considered in administering the motivation within the workplace?

RESEARCH AIM AND OBJECTIVES

The study aims for assessing the impact of motivation on the job performance of an

employee. To decipher the important ideas regarding the area of motivation, there are four

objectives that can serve as the propeller of the study. First is to determine the concerns of

motivational approach as well as its true purpose within an organization. Second is to determine

the benefits and drawbacks brought by the motivational approach in the entire organization,

particularly among the employees. Third is to identify the perceptions of both employees and

employers regarding the concept of motivation. And fourth is to measure the effectiveness of the

motivational approaches in answering the challenges in an organization and satisfying their

goals.

Research Questions

There are four questions that can help the investigation of the study

1. What are the objective and role of motivational approaches within an organization?

2. What are the identified benefits and drawbacks brought by the motivational approaches in

the entire organization, particularly among the employees?

3. What are the perceptions of the employees and employers within the aspect of motivation?

4. What are the effects of the motivational approaches based on the organization that

implemented the practice?

Significance of the Study

The study is dedicated to the organizations, financial institution sector, which are aiming

to deliver the performance in the industry. Because of the growing challenges in the human

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resources, the roles and functions of the employees are placed at stake – compromising their

ability to perform well. Based on the previous studies of motivational approach and practices,

there is an identified foundation pertaining to the performance of the employee that in return will

help the organization in satisfying their organizational goals.

CONCEPTUAL AND THEORETICAL FRAMEWORK

The concept of the study is based on the challenges being faced by the organizations in

delivering the job performance among the employees. Through investigating the ideas involved

in the issue of motivation, the study can address the strategies that can be applied in the

organization. In addition, the theories and models of motivation are used in the study such as

Maslow’s Hierarchy of Needs to help identify the priorities of an employee in exchange of

working in an organization.

Maslow’s Hierarchy of Needs

Maslow believed that needs were important for human survival and therefore he developed the

notorious Hierarchy of Needs. This hierarchy consisted of five basic needs.

• Physiological needs – these include hunger, thirst, sleep, oxygen, sex, and the

elimination of bodily waste. Once the physiological needs are satisfied we move

on to the step in the hierarchy (Malsow, 1968).

• Safety Needs - these are the need for security,

safety, and the need for law-abiding communities and a

sense of order. Maslow alleged that the safety needs

can clearly be observed in infants and young children

when they are upset or scared. He also believed that

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 if an infant does not get their security needs meet, that this will impact on the child’s

development (Maslow, 1968).

• Belongingness and Love Needs - Once our physiological and safety needs are meet,

Maslow suggests that we long for belongingness and love (Maslow, 1968). Within the

hierarchy Maslow defined two different types of love D-love and B-love. D-love is the love

we seek to meet the emptiness inside ourselves. Once our basic need for D-love has been

meet than we move on to B-love, which is, the need for love and belongingness from

ourselves (Maslow, 1968).

• The Esteem Needs- Esteem needs are the last of the basic needs and are divided into two

types of needs. The first is based on our need to see ourselves as competent, achieving

individuals. The second is the need for esteem based on the evaluation of others. This is the

need for respect and admiration from other people around us (Maslow, 1968).

• The Need for Self-Actualisation- The highest level of needs is for self-actualisation.

Maslow believes once an individual's basic motivation needs are met they than they start to

focus on what they want from life. He suggests the needs of self-actualisers are qualitatively

different; he describes them as metaneeds (Maslow, 1968). Metaneeds are, being concerned

with higher aesthetic and moral values such as beauty, truth, justice, and ethics. Maslow also

states, that not many individuals will achieve self-actualisation but many will strive to do so

(Maslow, 1968).

METHODOLOGY

Research Design
The researcher will use two types of data ― Primary and Secondary data.

Primary Data
The researcher will use questionnaire to collect data, related to the motivational approach

of its organization, from the judgmental selected staffs of financial institutions.

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Secondary Data
The researcher will look for available data from National Bank of Cambodia (NBC) and

other web site. The data related such as: financial assessments like the gains and loss of the

organizations, organizations' motivational procedure and policy, and staff statistic of

organizations.

Population and Sample

All micro finance institutes and bank, 46 financial institution organizations, are
population and the researcher has decided to choose three organizations as sample represented
the whole population.

Sampling
The researcher will use judgmental sampling method to select sample. The samples were
selected must be followed the judgment as:
1. The organization which is represents the large organization including number of staff and
financial strength.
2. The organization which is represents the medium organization including number of staff and
financial strength.
3. The organization which is represents the small organization including number of staff and
financial strength.

Respondents
The respondents are staffs of the organizations to be selected (selected samples).

Data Gathering Procedure

• For the primary data: The researcher will design questionnaire, conduct field tests then

distribute to the selected samples.

• For the secondary data: The researcher will explore the available data from National Bank of

Cambodia (NBC) and other web site. The data related such as: financial assessments like the

gains and loss of the organizations, organizations' procedure and policy, and staff statistic of

organizations.

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 SCOPE AND LIMITATION

The scope of the study is bound to investigate the strategies applied in the motivation

approaches and to deliver the results by measuring the outcome of the motivation. The areas that

need to be considered are service industry (Financial Institutions). These areas are evident in the

current industry. On the other hand, the limitation of the study is beyond the financial

assessments like the gains and loss of the organization regarding their used type of motivation

approach.

REFERENCES:

Chughtai, A., (2008) Impact of Job Involvement on In-Role Job Performance and Organizational
Citizenship Behavior, Journal of Behavioral and Applied Management, 9(4) [Online]
Available at: http://www.jbam.org/pubs/jbam/articles/Vol9/no2/JBAM_9_2_4.pdf
[Accessed 14 October 2010].

Byham, W., & Moyer, R., (2005) Using Competencies to Build a Successful Organization
[Online] Available at:
http://www.ddiworld.com/pdf/ddi_usingcompetenciestobuild_mg.pdf [Accessed 14
October 2010]

Strain, C., (1995) Need for Autonomy as a Moderating variable in the Model of the
Determinants of Salesperson Performance [Online] Available at:
http://www.sbaer.uca.edu/research/swma/1995/pdf/08.pdf [Accessed 14 October 2010]

Christensen, R., & Wright, B., (2009) The Effects of Public Service Motivation on Job Choice
Decisions: Exploring the Contributions of Person-Organization Fit and Person-Job Fit
[Online] Available at:
http://www.pmranet.org/conferences/OSU2009/papers/Christensen,%20Robert%20K
%20and%20Wright,%20Bradley%20E.%20%20The%20Effects%20of%20Public
%20Service%20Motivation%20on%20Job%20Choice%20Decisions.pdf [Accessed 14
October 2010].

Maslow, A. H. (1986). Toward a psychology of being. Princeton, NJ: Van Nostrand: Maslow’s
Hierarchy of Needs [Online] Available at:

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http://en.wikiversity.org/wiki/Motivation_and_emotion/Textbook/Motivation/Unconscio
us_motivation [Accessed 19 December 2010].