In this modernised universe where globalisation is fast crating an consequence, the workplace worlds of the ancient organisations no longer exists ( Roberts, 2003 ) . It has become past and needs to be revised really carefully before any facet of it can be implemented today. It has become progressively of import for the organisations to present new methods and run into the new motivational demands of the employees. The world of workplace, the altering work environment has increased the terminal for the directors to reconsider the methodological analysiss of developing lasting and strong relationship between the employees and organisation that finally leads to the accomplishment of the organisation ‘s ends and aims. A thorough and complete apprehension of the employees motivational demand has became of import for the direction in order to carry through what employees expect from the organisation in order to return what organisation expect from them ( Beer et al, 1984 ) .. Therefore it becomes clear from the researches that a motivated work-force is an instrument of success for full make fulling the demands of a quickly altering work environment for both, the employees and the organisation. It besides becomes clear that a well- motivated work force will finally take to the organisation accomplishing its ends and aims in a better an efficient mode. To function this intent ob constructing a strong bond between the direction and work force, the function of the top direction is really important in this regard. Harmonizing to Carnige ( 1985 ) , human capital is capable of playing a polar function compared to fiscal capital, in the effectivity of the organisation. In modern times people are believed to me a beginning of competitory advantage and transport more importance in taking a company towards success, instead than finance.

What is really motive and how and why does it count?

In concern footings, motive is the desire of a house to see a occupation done good and rapidly. The extremely motivated work force becomes an instrument for the concern to accomplish its ends and aims as cost efficaciously as may be possible. Motivated worker besides try to make their ain personal aims. The employers should be good cognizant of what these are.This is because the greatest motive will develop if workers feel that working towards the concern aims is finally assisting them achieve their ain ends.

A milepost in a success of an organisation is carry throughing the continually altering demands of employees and the organisation. A heavy duty remainders on the shoulder of the direction to develop lasting and strong relationships between them. Companies expect workers to follow the regulations harmonizing to the footings and conditions set for them. Employees in return expect fir wage, good working conditions, secure calling, just intervention, engagement in determinations and power. These outlooks of both groups vary from company to company. For any concern to cover with these outlooks successfully a complete apprehension of the employee motive becomes necessary. ( Beer et al, 1984 from pdf file motive pak bank ) .

It is normally that it is the organisation and non directors that fail to keep directors responsible for making motive among the people. They fail to understand the function of motive and its connexion to occupation public presentation. One of the biggest challenges for HR is to carry line directors to develop and pull off people. These line directors should be able to construct twine and personal relationship with the employees through effectual communicating. There is a demand for the line troughs to understand the nature of the employee and his subsidiaries and should be able to cover with the jobs of workers efficaciously. A thorough apprehension of the demands of the subsidiaries will finally allow the directors know what the employee purposes for and what are their ends and aims. They can so make up one’s mind how to develop and implement schemes that will accomplish the aims of the company while allowing the employees achieve their personal ends.

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Staff that is unmotivated will be loath to make their occupations rapidly and expeditiously and will merely supply the minimal of what is required of them from the organisation. It is of import to cognize how good motivated staff will change the degrees of productiveness and public presentation within a company, therefore impacting the fight of the concern.

A good motivated staff is non merely able to increase productiveness and public presentation but is besides prepared to accept duty, volitionally and merrily. There is low labour turnover which reduces the concern cost of engaging and developing new labour. With a extremely motivate staff, a concern besides benefits from low absenteeism rate and employees participate on doing suggestions for betterments. ( Peter )

Theories of motive and their significance in today universe:

There are many theories of good known theoreticians that trade with the factors that affect motive.

F. W Taylor- theory of scientific direction.

F.W Taylor proposed a theory of scientific direction that emphasized that money is the actuating factor that affects the employees to the most. Scientific direction defines a method of set uping an thought after analyzing, analysing and entering public presentation at work, so changing working conditions and entering public presentation. This is the attack that Taylor used to set up his thought. This method of scientific direction is still used in the companies today. Taylor ‘s theory was based upon the impression of ‘economic adult male ‘ and he believed that when rewards are based on end product, it increases worker ‘s productiveness. He maintained his belief that a just twenty-four hours ‘s wage for just twenty-four hours ‘s work is what motivated staff to make better. But critics besides say that money moves the workers to work, non actuate them.

The other renowned theory of theoretician is the Elton mayo Hawthorne affect. He carried out some experiments with a group of line workers. Changes in remainder periods, canteen nutrient, assembly bench lay out were made at a peculiar interval. Before every major alteration, the approaching alteration was discussed with the workers. At the terminal of the experiment when working conditions were returned to the original, it was noticed that the end product rose far above the degree before the experiment. He drew some decisions from his work that is as follows:

Changes in fiscal wagess or alterations in working conditions have small or no consequence on a worker ‘s productiveness

When direction consult with workers before any major alterations are made that affects them, motive is improved

When some control over their ain working lives is given to workers, there is improved motive

Groups can set up their ain marks and ends, and these can be greatly influenced by the informal leaders of the group.

Deems taylors approach is of import but non widely held today. Many workers, now a twenty-four hours ‘s seek for a ‘respectable occupation ‘ instead than a one which is non valued but is being paid. Workers who have money as their basic demand still moves towards a occupation offering a fine-looking wage/salary but they are unable to be motivated and still go on the occupation for money. This reduces occupation public presentation and productiveness is affected.

Maslow- hierarchy of demands

One of another major theoretician that takes a good place among the motive theoretician is Maslow. He extensively wrote on the capable ‘concepts of the hierarchy of demands ‘ . He became a leader of the humanistic school of psychological science and looked at the demands of human existences arranged like a hierarchy. The Maslow theory consists of two parts. The first one concerns the categorization of the demands and the 2nd portion relates theses demands with each other. Maslow arranged the demands in a pyramid. Maslow proposed a hierarchy of demands that workers have. He suggested that these have to be fulfilled measure by measure. He identified and classified the basic needs that a human being has. The pyramid starts from physical demands that occupy the lowest degree of hierarchy. The top degree becomes the self realization with three degrees of demands in between. Maslow suggested that one time a worker achieves the lower degree of demand, he strives for the following degree. Management should be cognizant on what level their employees are, and traveling them trio following degree, therefore maintaining him motivated for his occupation. The sequence of the Maslow ‘s pyramid is as follows:

Physiological demands: these are the strongest demands. This is because if a individual is deprived, the physiological demands would come foremost to carry through his satisfaction. The physiological demands consist of demands like O, vesture, nutrient and shelter. These demands are the precedence before any other category of demand.

Safety demands: this category of demands includes occupation security accompanied with a secured on the job environment. A sense of occupation security is indispensable for an employee to remain motivated towards his work with the add-on of a hygiene environment with safe equipments if required.

Love and belonging: the demand of belonging and fondness is necessary to get the better of the feeling of solitariness. To get the better of this, squad work should be encouraged within an organisation along with other societal activities that instill in an employee a feeling of belonging and being a portion of the organisation.

Esteem needs: this category of demand is defined by the reception of acknowledgment of what the employee has achieved at work. There are opportunities that a worker may experience worthless and in valuable if he is non appreciated. This degree of demand can be achieved by the proclamation of accomplishments publically at events.

Self realization: this is the top degree of the hierarchy. Very few workers have the possible to make this degree. This category defines need as to be given added duty with new challenges and publicities in his calling.

This theory has its ain complications. Maslow did non propose any standards to mensurate which degree of demand has really been satisfied. Each kevel is dependent upon the degree below. The whole system might fall in if a degree goes losing in between. It is besides difficult to state that a peculiar degree is achieved of an employee and now the following degree must be targeted.

Adam- equity theory

Another theory of motive, widely recognized is the Adam ‘s equity theory of motive. Adam proposed a really simple theory that suggested that employees equilibrate their inputs against their out. The input is non merely in the signifier of clip that is put into work measured against the fiscal wages that is received as end product but input besides includes all the factors impacting working conditions and the worker at work. Similarly, end product besides includes the response, the acknowledgment and the congratulations or the negative attitude experienced as a consequence of the occupation being done. The attitudes that lead to positive results is repeated and attitude that lead to negative results is avoided. It becomes hard for the directors to cognize precisely what the employee perceives of the end product against their input. Furthermore inputs of the work and out puts of the work can non be measured literally in order to cipher and equilibrate both against each other.

Herzberg- two factor theory

But here our major focal point would be on the Herzberg motivational theory that we desire to implement on our undertaking.

Herzberg ( 1923-2000 ) proposed a theory recognized by the universe as the ‘two factor theory ‘ . Herzberg, despite establishing his research on merely 200 professional workers, Herzberg ‘s two factor theory and his decisions has left the greatest impact on motivational patterns. A study was conducted through interviews and questionnaires that aim to cognize the undermentioned things:

Designation of these factors that lead the workers to believe really positively about their work and those factors that led them to believe really negatively about their occupation. His decisions reveled the followers:

Advancement, work itself, duty, accomplishment and the acknowledgment for accomplishment were the factors associating to occupation satisfaction.

Administration and company policy, salary, supervising, relationship with others and working conditions were these factors that lead to occupation dissatisfaction. These factors were termed as hygiene factors by Herzberg.

Decisions of Herzberg ‘s work.

Herzberg ‘s two factor theory carried the hygiene factors and the incentives.

Hygiene factors included working conditions, wage rates etc. these hygiene factors can eb improved in order to take dissatisfaction from the poke but they will non assist making a motivated albor for Ce. Herzberg argued that it was readily possible to ‘move ‘ person to make a occupation by paying him but it will non really actuate him for making the occupation.

Similarly, he proposed that incentives, that are rules of occupation enrichment ( encouragement, added duty, acknowledgment ) , need to be in topographic point to actuate the labour force to execute a undertaking. These rules of occupation enrichment include

Offering complete units of work: a typical mass production method merely allows workers to piece little units of a finished merchandise. This is non actuating as the repetitive and little, priceless undertaking is non interesting. It besides prevents workers to have the grasp and the importance what they are lending to the production procedure. When workers are offered the complete undertakings, it gives them the motive to make a occupation efficaciously. It bears in them experiencing of accomplishment of bring forthing the goods themselves. Herzberg puts this thought as ‘if u desire your employees to execute a good occupation, offer them a good occupation. ‘

Feed back on public presentation: this communicating enables workers to experience recognized and they are motivated to accomplish more.

A scope of undertakings: a scope of undertakings, when offered to workers is disputing and makes it interesting as their first experience if given them the first clip. This provides the employees the chance to research their abilities and supply inducement for the concern to accomplish the full potency of the workers.

Analysis and rating of Herzberg work:

As we will be implementing Herzberg ‘s attack to her research, an analysis and rating of its work becomes necessary. Team working and deputation of complete undertakings with much less close supervising is going progressively popular in today ‘s industrial universe. Organization guarantee effectual communicating is present between direction and the work force and this two manner effectual communicating itself becomes a motivative factor. There is small uncertainty that that the increasing tendency towards Herzberg attack is fast going popular, but many research workers who have used Herzberg ‘s methods still argue and theory experimenting failed to get at such a clear cut decision. This would n’t be incorrect to keep Herzberg responsible for this development and this alteration would hold been slower without the theories put frontward by the Herzberg.

Herzberg identified five chief factors that resulted in occupation satisfaction. These factors can easy be identified in an organisation and can be used for rating. The five chief factors include achievement, acknowledgment for accomplishment, duty, nature of work itself and promotion. These are the factors which can easy be identified if they exist in an organisation. Similarly Herzberg gave five chief factors that resulted in occupation dissatisfaction. These are termed as company ‘s disposal and policy, salary, supervising working conditions and relationships. This factor can easy be searched for in an organisation to find the effects of motive.

Service sector throughout the universe is greatly dependent upon the human resource. Be it Habib bank ltd in Pakistan or RBS in Scotland, the banking sector and its success chiefly depends upon the degree of skilled, capable and most of import motivated work force. A motivated work force does non merely increase the public presentation at work but increased public presentation and satisfactory interaction among the clients and co-workers leads to high productiveness. This in bend creates satisfied clients which forms the footing of success for any organisation.

Significance of motive for commercial Bankss:

Commercial Bankss are constructions that are maintained and developed my human resources that guarantee the bringing of a good service. The procedure that ensures the bringing of a good eservice is affected by the single motive of labour force whether skilled, unskilled, professional or unprofessional. The increased growing of service industry, commercial Bankss are fighting foe workers possessing the ability of supplying quality service.

And their labour is the best beginning if supplying best services to their clients. Excellent services being offered and provided by the employees is able to make a positive perceptual experience among the eyes of the banking consumers. ( pdf file motive pak bank petcharak 2004 )

Commercial Bankss play a critical function in the universe broad economic system. Research concludes that today it is going disputing for direction in Pakistan to actuate their employees, particularly those employed at commercial Bankss, to supply a quality service with increasing competitory market in the specified sector, i.e. commercial Bankss. The tough competition is doing hard to supply best of services to its patronages, therefore fulfilling their demands efficaciously.

Theoretical frame work.

Our research aims to happen out the effectivity of motive schemes at HBL.

To mensurate the effectivity, the first measure is to happen out the variables that are making motive within the employees at HBL. Once the variables are identified a sample of 75 respondents will be selected from assorted sections of assorted stations, making and experience. These sample size is selected to find the research inquiry and research aim.

The questionnaire will transport pout the research and will obtain the consequence that will place the factors that create small or no, and high motive among the employees. These factors when identifies will be classified under the incentives and the hygiene factors. These incentives and hygiene factors must be organizing a portion of the motivational scheme of the direction at HBL that will effectual or uneffective in making motive. The extremely effectual and the small effectual will so be measured against the public presentation degree of the workers when implemented. Harmonizing to the consequences, those schemes will be labeled as successful or unsuccessful. For the unsuccessful schemes recommendations will be made


Research conducted through a questionnaire

Designation of the factors impacting the degree of motive

Designation of factors making occupation satisfaction and occupation dissatisfaction

Classifying them into hygiene factors and incentives

Consequence on motive consequence on motive when

When hygiene factors incentives implemented.


Measure the consequence Measure the consequence on work

On work public presentation public presentation.

Employee motive and work public presentation:

Bettering the work public presentation has ever been and will go on to be the major concern of all concerns. It is the public presentation of work that creates satisfied directors and/or disgruntled directors. The work public presentation has ever been an of import issue for the concerns as their success and failure depends upon the public presentation shows by their work force. A director when pays the employee, expects to return the worth of what is paid to him. In instance of failure to make so, many workplace issues are created that directors so need to cover with. It is non ever possible for directors to refund the accurately the input employee has put into work. This is because there exist no method to mensurate the input against the end product wh9ich the employee receives or perceives. Failure to come up to the outlook consequences in demotivation. Is besides seen, as described by the anticipation theory that workers expect harmonizing to what they see around. Now it becomes hard for directors to cognize how they perceive their work end product and it is compared to whose occupation.

The public presentation at work is non merely dependent upon the accomplishments and abilities the worker possesses but there are many factors that exist which creates and go forth an impact upon the public presentation of the employee. A well-motivated employee consequences in good performed occupation and an unsated employee who is unmotivated towards his occupation of course consequences in a hapless occupation public presentation. But the inquiry what motivates adult male to execute better has many replies. There are many motivational factors as discussed above that leaves an impact upon the motive of the employees.

When discoursing and implementing the Herzberg theory, we see the hygiene factors create occupation satisfaction and non motive but the incentives when placed creates motive that consequences in a high public presentation of the occupation.

For case supplying hygiene conditions at work topographic point will non make motive for the worker to execute the occupation but the satisfactory on the job conditions will do the employee continue the occupation a and non make a desire to make the occupation. Therefore a hygiene working environment will hold no consequence upon the public presentation of the occupation. But, if on the other manus, a worker is praised for his accomplishments and attempts, he will be happy and will be eager to accomplish more, therefore increasing his occupation public presentation.

Increasing occupation public presentation includes increased productiveness, seting in excess attempt in the occupation and likely low absenteeism with happy workers who look at the golas and aims of the company through which they can non merely achieve their personal aim but companies ends become their ends and concern aims as their aims.

When public presentation at work is increased in any of the signifiers mentioned above, the company benefits from it. For a fabrication concern increased quality and measure of it merchandises will pull consumers which will profit the company. In the service sector, a motivated staff will ensue in a concerted and positive attitude and interactions with the clients and co-workers which will make 1000s of satisfied clients. Customer service being really of import in the service sector is wholly dependent upon the attitude and behaviour of the employees which is straight relative to their motive degree. This motive degree is depended upon many factors like ‘motivators ‘ described by Herzberg and others as described by many of the other celebrated theoreticians.

Linkage between aims and inquiries with the theories and construct

Research question/objectives

Theories and constructs


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