Expert answer:PDP and Research Methodology
Expert answer:I want 2000 words of RM exactly like this sample attached ONE copy 50 Bucks and P-D-P one Copy 60 Bucks Additionally i will pay 20 as you said previous assignments need more time and focus keeping that in mind here i am paying you extra 20 bucks so totally i am paying you 130 Bucks. I hope now it is clear Topic for Research Methodology is HRM Practices and Employees Satisfaction in Different Sectors
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INTERCONTINENTAL JOURNAL OF HUMAN RESOURCE MANAGEMENT
ISSN:2350-0859 – ONLINE ISSN:2350-0840 – PRINT – IMPACT FACTOR: 0.414
VOLUME 2, ISSUE 12, DECEMBER 2015
MOTIVATION FOR TRAINING THE EMPLOYEES OF VOLTAMP
COMPANY
Dr.M.NASRINSULTHANA 1
FATEMASAIF RASHID ALGHARBI 2
MARYAM AHMED JUMAALI AL BAHRAIN 3
RUQAIYA AHMED MOHAMED AI SIYABI 4
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Lecturer & CRE Coordinator, Gulf College, Mabaila, Oman.
(Special Need Students) Gulf College, Mabaila, Oman.
2, 3& 4
ABSTRACT
Motivation is very important to give life to the people working in the organization. Many
organizations motivate their employees through monetary and non – monetary basis. Some
organization motivates their employees through providing training. If we do the routine work the
monotonous feeling will arise in the employees. To avoid that it is very important that motivation by
training the employees will help them to improve the performance. In this study descriptive analysis is
used as the research design, Purposive sampling technique is used as sampling method. Primary data
Collected through questionnaire and secondary data through books and journals. The findings of this
study will pertain to voltamp company only and nomothetic cannot be followed here.
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Key words: Motivation, Training, Employees, Performance.
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Training is very crucial way to increase the work performance of the employees. Motivation can be
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termed as essential requirements, desires which are within an individual that drives to reach peaks.
Arole in motivating the employees for training are job
The chief factors which play a significant
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satisfaction, achievement, team work, need
ES for money, respect etc. employment
Research Objective
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The chief objective of the research is to identify the need for motivation for training the employees of
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Voltamp.
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Literature ReviewW
According to Wilson (2010) suggested that the training is well planned operation to change the
Introduction
attitude and behaviour of employees and motivate them through to increase the performance of the
organizations work. While the staff development is a procedure to assess the workers to exercise and
functional responsibilities through courses in the future and can be a practical training and education.
And guidance to ease the tension and turmoil associated and train workers in high-risk areas of skills.
Armstrong (2011) also says that the motivation for training and development are usually associated
with reports showing that a slight shifts among employees. It deals with the learning and improving
workforce. By inconsistently, and staff development, as well as organizations are preparing well for
the company’s future projects. He also says that the motive for the training of staff can invest, which
provides long-term benefits for companies considered.
by Lancaster (2012). She says that the training is not to put people but help them to become more and
more confident and talented people to perform any kind of work in their lives. Cannot be achieved on
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INTERCONTINENTAL JOURNAL OF HUMAN RESOURCE MANAGEMENT
ISSN:2350-0859 – ONLINE ISSN:2350-0840 – PRINT – IMPACT FACTOR: 0.414
VOLUME 2, ISSUE 12, DECEMBER 2015
the key importance of long-term training.And the need to continue training the workforce to achieve
progress in this climate highly competitive growth, business technology, as well as the economy and
society in a big point.
According Muhammad (2013) that the training enhances male and female alike to contribute to each
and every one of them in the organization. This also explains that the employee’s performance may
lead to the effectiveness of the organization. In order to achieve this, you must be motivated
employees on an equal footing between the two, which promotes equal contribution, and also the
motivation for training leads to job satisfaction among employees in different organization.
The new theory tanners in 2014, which stipulates that employee motivation can lead to positive results
for the best, and it will be repeated whenever led to better behaviour and which may also lead to
negative results, which will not be repeated. Managers must ensure the care and stimulation positive
because it usually can lead to positive results. In addition to the economy and society in a big point .
Research Philosophy, Strategy and approach
Research philosophy
Positivism is intended to follow in the current investigation. According to this philosophy, factual
knowledge gained by the observation is quantified. According to Collins (2008) that reports that this
method leads to the ontological view of real life happenings of the human interest. Also positivism
studies always recruits deductive approaches.
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Research approach
There are two types of research approaches. They are inductive and deductive. In this study, inductive
approach is chosen. According to Neuman (2003) suggests that inductive research begins to
investigate on the detailed observations of a person‘s desires, needs, goals and perceptions in the
world. Also Melville (2004) also debates that inductive research approach inverses the process of
deductive approach. In this no hypothesis can be found at the commencing point of the research study
and the conclusion may leads to a theory or hypothesis. Since in this study, the approach investigates
the need for the employee motivation in a firm. In this study, employee‘s personal thoughts and
attitudes towards the motivation are analysed and so inductive may be appropriately suit this current
investigation
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Research strategy
Survey analysis is employed as the strategy to collect the data about need for the motivation for
training. This method plays significance in the research for the means of data collection. This method
is considered as most valuable tool for the opinions and latest trends. Survey must be always
employed in a broad base in order to retrieve accurate results from it. There are various modes to
conduct surveys. They may be face to face, mail or online social networking sites like Twitter,
Facebook etc. Face to face method is the traditional way to conduct surveys in which surveyor meets
the survey participants and provides the close ended or open ended questionnaire and retrieves the
results after getting the proper consent from the participants or from the organisations. Questionnaires
are designed after thorough literature investigation.
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Ethical implications
Ethical Issues: Adequate steps need to be taken by the researcher in order to ensure that the
ethical issues may be stopped from creeping in while performing the research work. In this research,
the researcher has undertaken prior approval from the top management of organisations regarding the
interview and the survey with employees and it will be conducted on the terms and agreement that the
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INTERCONTINENTAL JOURNAL OF HUMAN RESOURCE MANAGEMENT
ISSN:2350-0859 – ONLINE ISSN:2350-0840 – PRINT – IMPACT FACTOR: 0.414
VOLUME 2, ISSUE 12, DECEMBER 2015
data would solely be utilised for the research purpose and the confidentiality and the anonymity of the
respondents and data collected should be maintained.. In these ways, ethics would be considered in
relation to the process of collecting data from the respondents (Scruggs and Mastropieri, 2006).
Data Collection: Data has been collected through the application of below mentioned tools and
techniques:
Sampling: Sampling is an important technique utilised in research work, as it involves
selecting few of the respondents to study in a particular study instead of studying the entire
population. Since, it is not feasible to study the entire population, as it would consume huge time and
resources, so researchers often consider the selection of a sample that is most representative of the
actual population (Remenyi,1998). However, the selection of sample for study should be performed
with great care as the researcher is required to make the selection of research strategy initially which
is followed by the selection of appropriate sample size that can be utilised in collecting data. The
researcher in the given study has utilised the simple random sampling technique whereby each of the
managers in the population have equal chances of being selected for study. Employees at various
departments of Voltamp are selected on random basis and a selection of 10 staffs will performed and
interviews would be conducted with them to find out the role of motivation in employee training in
Voltamp. Apart from this, in selecting employees to perform the survey, the sampling strategy that
would be considered appropriate is systematic random sampling whereby the employees would be
selected systematically to perform the survey. They would be selected from different departments so
that diverse views on improving the performance of food and beverage section and the contributing
role of the revenue towards the growth of entire hospitality industry can be better evaluated
(Saunders, 2003).
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Questionnaire: Another important tool in effectively performing the data collection process is
questionnaire. A questionnaire is an important tool in the hands of researcher in unearthing important
information from the respondents. Questionnaires are basically of three major types such as
structured, semi-structured and unstructured. The questions in the structured questionnaire are
predetermined whereas in case of unstructured, the questions are derived based on the responses of
the respondents. In semi structured, few questions are pre decided and few questions are framed upon
the response of respondents. However, in collecting data through survey method, the researcher will
utilise the structured questionnaire which will include closed ended type questions on the need for
motivation for training staffs of Voltamp, Oman (Saunders, 2003).
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Data Analysis and Findings
This section deals with the presentation of findings of the survey conducted on 10 participants who
are working at various departments in Voltamp, Oman. Questionnaires are mailed to them after
getting the proper consent from the research participants. All questionnaires are basically close ended
except for their personal details.
The first chart represents the how many of them agree that motivation is essential for employee
training is essential for Voltamp.
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INTERCONTINENTAL JOURNAL OF HUMAN RESOURCE MANAGEMENT
ISSN:2350-0859 – ONLINE ISSN:2350-0840 – PRINT – IMPACT FACTOR: 0.414
VOLUME 2, ISSUE 12, DECEMBER 2015
Job Satisfaction
30% disagree the level of job satisfaction and 10% completely disagreed, 10% remain neutral for
working in Voltamp, 20% preferred working in Voltamp and finally 40% of completely satisfied to
work in Voltamp.
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Motivational capabilities of manager
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In explaining the motivational skills of their managers, 20% and 10% of the staff disagree the skill
declining the ability to motivate the staffs. 20% stood neutral position and 20% of the staffs agree
that their managers possess good motivational capabilities.
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INTERCONTINENTAL JOURNAL OF HUMAN RESOURCE MANAGEMENT
ISSN:2350-0859 – ONLINE ISSN:2350-0840 – PRINT – IMPACT FACTOR: 0.414
VOLUME 2, ISSUE 12, DECEMBER 2015
Career development support
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30% potentially agree and 30% disagree that they were offered career development support by their
managers. 10% remain neutral in terms of career development. Only 10% and 20% were offered
career development chances by their managers.
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Appreciation from management
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Only 30% potentially agree and 30% agree that they were appreciated by their managers. 10% remain
neutral in terms of appreciation. 10% and 20% were appreciated by their managers.
Reliability and Validity:
Reliability and the validity of the collected data are of significant importance from the point of view
of achieving the main aim of the research in a successful manner (Cohen/Lawrence, 2007). The data
collected in the given research also seems to be highly reliable and valid, as the chances of
manipulation to the collected data is very less because the researcher himself interviewed the
managers and surveyed the employees and they seems to be highly valid from the point of view of
accomplishing the main aim of the research, as the role of revenue contribution from the food and
beverage section in hotel towards the entire hospitality industry can be better explained by the
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INTERCONTINENTAL JOURNAL OF HUMAN RESOURCE MANAGEMENT
ISSN:2350-0859 – ONLINE ISSN:2350-0840 – PRINT – IMPACT FACTOR: 0.414
VOLUME 2, ISSUE 12, DECEMBER 2015
managers and employees in the food and beverages section of the hotel. As such, interviewing and
surveying them would allow for the collection of most appropriate data and thereby, higher reliability
and validity of the collected data can be ensured.
Conclusion and Recommendation
In terms of employee development program, motivation plays a significant role. The present study
reveals that the motivation level is somewhat low in Voltamp and employees desire for training in
their job. Also few employees consider the motivational skills of the manager must be enhanced. To
conclude with, Voltamp must take measures to enhance the motivation for training their staffs.
References:
Atkinson, J. W. Introduction to motivation. Princeton, NJ: Van Nostrand, 1964. PP 78 – 86.
Campbell, J. P., & Pritchard, R. D., Motivation theory in industrial and organizational
psychology, Chicago: Rand McNally, 1976. PP 36 – 38.
Gallup. Gallup Management Journal, PP 24 -26.
http://education-portal.com/academy/lesson/workplace-motivation-theories-
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http://heyroth.tripod.com/angela/examples/motivationpaper.pdfS
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http://rodericgray.com/workplacemotivation.pdf
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http://smallbusiness.chron.com/motivation-productivity-workplace-10692.html
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http://trainingstation.walkme.com/why-is-employee-motivation-so-important-forperformance/
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http://www.accel-team.com/motivation/
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http://www.businessdictionary.com/definition/motivation.html#ixzz3IBlt53fD
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typesexamples.html#lesson.
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