Essay - Impact of Performance-related Pay on Motivation and Job Satisfaction of...


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Impact of Performance-Related Pay on Motivation and Job Satisfaction of Sales Personnel in the Computer Industry with Recommendations to Improve Management Practices

MBA Dissertation Proposal

Introduction

Selected Topic Area:

***** topic area selected for ***** proposed dissertation concerns employee motivation and job satisfaction and what impact incentive pay has on these *****s.

Definiti*****s of Key Terms:

***** Satisfaction: For the purposes ***** the ***** study, this term will follow the definition provided by Heiskanen and Hearn (2003) which states that ***** satisfaction is "a pleasurable or positive emotional state resulting from the appraisal of one's job or ***** experiences" (p. 129).

***** *****: For the purposes ***** the proposed study, this term will refer to all incentive ***** schemes that link an employee's performance with the amount of money ***** employee receives as a result (De*****n, 2002).

***** of the Proposed Study.

The scope of ***** proposed ***** will extend to an *****alysis of how *****-related pay is used in other countries but will focus specifically on the United States.

Limitations.

One of the fundamental limitations anticipated ***** the proposed d*****sertation is the ability to generalize the study's findings to other industries; however, the use of performance-related pay is used in a variety ***** industries and the findings of the ***** study are expected ***** be applicable, at least in a general fashion, to companies and industries with similar motivation programs currently in place or ***** are anticipating adopting **********.

Importance of *****:

Employee ***** can have an enormous ***** on ***** organization's performance ***** profit*****. Properly administered, certain companies have found that performance-related pay ***** result in improved employee motivation and ***** (Sims, 2002).

***** Review

Because job satisfaction ***** employee motivation are *****extricably related ***** organizational performance and profitability, it is little wonder these topics have *****en the focus of numerous studies over the years. Some of ***** more prominent theories and theorists are discussed further below.

***** Theories.

***** Hierarchy of Needs. Based on his observations of human reactions to food scarcities during World War II, Abraham Maslow developed ***** hierarchy ***** needs that maintains humans must first satisfy basic needs such as air, water, food, shelter ***** clothing before moving on to satisfy higher level needs such ***** social needs and self-actualization (Green, 2002).

Expectancy Theories. Expectancy theorists such as Vic*****r Vroom and Kurt Lewin, among others, argue *****ly that to the extent ***** *****s view high productivity ***** a me*****ns to achieving their own personal goals ***** likely be the extent to which ***** employees will *****come high producers in the workplace; conversely, to the ***** that low ***** is viewed as a means to achieving such goals, such employees will be low ***** in ***** workplace (M*****er, 2002).

Herzberg's Motivator-Hygiene Theory. In an effort to improve job design and employee productivity, Frederick Herzberg and his colleagues conducted extensive interviews ***** two hundred engineers ***** accountants using the critical-incident method for data collection in 1959; based on their findings, Herzberg developed his two-factor theory of

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