BUSINESS RESEARCH

METHODS
Motivational Factors that lead to Employees Productivity
Literature Review

GROUP MEMBERS:
ABEERA SOOMRO
AREEBA AHMED
AMARA MANSOOR
FARHEEN ASIM
HUBASHIYA SHEIKO

Literature Review
Motivational Factors:
Performance Appraisals
The research is based on the advantages and disadvantages of the formal performance appraisals
that are conducted in the organizations to evaluate the employee performance and further give
suggestions in improving the ways employees are appraised. There are many vital benefits of
performance appraisals held in organizations. These benefits include facilitating communication
between the upper management and the lower management staff for both decentralized and
centralized structure of authority. Moreover, this also enhances the employees focus by
establishing more trust among senior management and the workers. This leads to improved and
more efficient performance by employees and they work more effectively. Through performance
appraisal you also determine the area of employees that needs further development and then you
provide training accordingly.
There are certain drawbacks mentioned in the research associated with performance appraisal.
Performance appraisals are not always the appropriate method to measure quality of work and
quality improvement as it is very difficult to determine it individually. This may also create
negative impression on the employees as performance appraisal can be biased towards certain
employees and their evaluation wont be fair. This may also lead to many legal issues etc.
The research further offers suggestions to improve the way performance appraisal is done and
employees are evaluated. It is suggested that trainers should be hired for making appropriate
ratings and find out the most efficient employees. Another method for employees evaluation can
be behavior based methods in which you judge individual employees behaviors and identify their
reactions toward certain situations they face in daily routine. On going feedback from immediate
assistants who are managing the workforce should be taken as they are more closer to action and
they know how individually employees are performing the tasks assigned to them. Feedback
from different raters should be taken to critically analyze the employees and their performance.
Leadership Style
The study is focused towards measuring and testing the Hersey and Blanchard Leadership
Theory (SLT) of leadership effectiveness and the impact that it creates between leadership style
and employees readiness level on the variety of measures of leadership outcomes. The research
basically emphasizes on the relationship that leadership style has with increased motivation
among employees.

There were various measures taken into account to determine the relationship between leadership
style and motivation of employees. The factors include job satisfaction of the employees, the job
performance, the job stress that employees take, and the intention of the employees turnover.
SLT argues that leadership style is very critical in motivating employees and therefore it is very
important to adopt the right type of strategy according to the employees nature and each should
be managed individually. The leadership style should be different according to the tasks that
employees have been allotted. It is very important for the leaders to motivate their workforce and
bring them together according to their ability to reach goals and objectives of the organization.
Though, the results were proved to be negative at the end of the research. There was no proper
match found between the two key terms. The results partially supported SLT in the way that
higher the leaders leadership score, the more effective will be the leaders influence on its staff.
However, the leadership score that was calculated did not predict accurate job performance to a
good extent. There seemed to be a positive correlation between ability and willingness, employee
job satisfaction and job performance combined. Employee willingness is positively correlated
with job satisfaction and job performance of employees and there was a negative correlation with
turnover intention.
Performance Appraisals and Pay Satisfaction System
The research is based on the performance appraisals on pay satisfaction. Pay satisfaction is a key
objective of an organization framework since it influences workers practices and results, for
example, such as job satisfaction, turnover, absenteeism, work stoppages, and employee
performance.
This article looks at the impacts of performance appraisal on pay satisfaction. Keeping in mind
that the organization has limited and scarce resources, what measures will the firm take in order
to increase the employee satisfaction level.
A sample of more than 15,000 employees is used in order to find out that pay satisfaction is the
highest when performance pay is attached to the employees performance and the least when
there are no performance appraisals in organizations, regardless of the possibility that there is
performance pay. Suggestions for management are also talked about in the research paper.

Employees Productivity:
Work Performance
The environment of the work place use to influence the confidence, morality, efficiency, work
rate, output, and involvement in both aspects of positive and negative. In most of the
organizations we see that there is a very unsecure and detrimental environment. There are many
factors which leads to such unhealthy and unsafe environment. The workstations are very poorly
planned, on the other hand the furniture are very inappropriate, ventilation is lacking, lightning is
unsuitable, noise is excessive, in emergencies of fire there are insufficient safety measures and
also there is absence of personal protection resources.
The employees who work in this type of environment gets used to this disease which is
occupational and this effects the performance of employees. And due to this type of unhealthy
and unsafe environment of workplace the productivity decreases. The standard and quality of the
workplace atmosphere of the employees basically impact the levels of future performance and
the motivation. The employeesto communicate well with the corporation particularly with those
whom they are dealing with on immediate purposes, the influence on rate of error to a major
extent and also innovation and association with the co employees, the desertions and absences of
the employees and the time they are taking to stay on the job; all these factors have been
discussed in this research article.
This is essential and important to create such a work place environment in which the employees
are very productive because this will increase the profits of the corporations, small businesses
and organizations. There is a relationship between the workplace, the work, and the tools that are
used to do work. The factor of workplace is the integral component of the work. There is a
management which dominates that exactly how the productivity of employee center should be
maximized by two important regions of attention. These two important regions are the personal
motivation and the infrastructure that the workplace environment have. And there is a very
important role of infrastructure in the employees productivity because good infrastructure helps
motivate the employees to stay on job for more hours.
Time Management and Task Completion
The purpose of the research is to identify the positive and negative effects of time management
behaviors on the employees working in the organization. The research suggests that time
management is positively related to perceived control of time, job satisfaction, health, and
increased productivity, and negatively to stress. Time management behaviors can increase the
employees productivity by working under pressure in order to achieve the goals of an
organization on time. The research also emphasizes the relationship of time management with
work and better performance of the employees in terms of enhancing the time management skills
required by the organizations.

Time management is an important factor in the workplace as it makes the life easier for
employees to work on the given tasks in order to meet deadlines. It allows them to prioritize all
projects and daily tasks by ranking them in order of importance. This keeps employees focused
on a daily basis. The importance of time management can also be found in employee motivation
such as a leader can motivate worker when setting the goals and create particular awards for
completion of goals. This leads employees to work under pressure and increases the productivity
as with higher focus on tasks and timelines they find more efficient ways to achieve goals.
The research also focuses on the negative behaviors of time management such as stress, panic
etc. Employees who procrastinate have higher level of stress and cannot work efficiently making
an adverse impact on productivity. The ultimate time stress is deadline. The closer you get to the
deadline with work unaccomplished, the more stress you are supposed to feel. But those
employees who can manage time efficiently have the ability to schedule the right tasks with the
right time frames without any stress.
The research shows some limitations. Firstly, it has defined the time management in a variety of
ways. Some instruments are not reliable or valid, which can account for unstable findings.
Secondly, many studies are based on cross-sectional surveys and used self-reports only. Thirdly,
job and organizational factors are given less importance. There should be more thorough
research into the mechanisms of time management and the factors that contribute to its
effectiveness. Those consistent ways in which time management behaviors can be established
and investigated appropriately.

References
Schraeder, Mike; Becton, J. Bret; Portis, Ron, Spring (2007). A Critical Examination of
Performance Appraisals.Journal for Quality & ParticipationVol. 30 Issue 1
Colin Silverthorne, (2005) "Leadership effectiveness, leadership style and employee
readiness", Leadership & Organization Development Journal, Vol. 26 Iss: 4, pp.280 288
Mary Jo Ducharme, Parbudyal Singh, Mark Podolsky, September 2005. Exploring the Links
between Performance Appraisals and Pay Satisfaction System vol. 37 Issue 5
Dr. K. Chandrasekar, January 2011. Workplace environment and its impact on organizational
performance in public sector organizations. International Journal of Enterprise Computing and
Business SystemsVol. 1 Issue 1
Brigitte J.C. Claessens, Wendelien van Eerde, Christel G. Rutte, Robert A. Roe, (2007) "A
review of the time management literature", Personnel Review, Vol. 36 Iss: 2, pp.255 276