Human resources

Human resources are a vital element in achieving the success of any organization to fulfill its objectives and targets. Through history many organizations conducted various classical researches to find the motivation levels for the employees and to determine the variables that influence it. As I have found from the literature review that many theories were developed to measure the motivation and to find out the variables that are responsible for its variance.

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The purpose of this brief paper is to explore the main variables affecting Motivation, and deeply examine the influence that rewards, Decision involvement, Age, and position has on motivation. A questionnaire was designed as an instrument to collect data about the variables and was filled out by JAWWAL’ employees. The SPSS program was used to analyze the data from the questionnaire, which showed that the variables mentioned above are responsible for 85. 4 % of the variance of the motivation levels for the employees.

The chief executive officer in JAWWAL Company is interested in increasing the job performance level for the employees at his company and he thinks that increasing motivation level is the main key in achieving that. So the human resource manager decided to recruit a researcher to investigate the motivation level for the employees and to find the variables that influence it in order to increase the job performance level of the employees at the company. First of all there was a meeting with the human resource manager in order to take his observations about the current motivation level for the employees in the company.

And after that we determined the main goals of the study and the predicted output for it. After that, many interviews were conducted with a lot of employees who were visited at their offices, all of this was informal and the content of it depended on the nature of the questions that were asked, and depended on level of that employee in the work, so the interviewed were mixed of low, middle and high level positions. These interviews were conducted in order to get a general idea about the motivation levels the employees had and to get their opinions on what may influence the motivation level and may increase it or decrease it.

Some issues and factors had been revealed from those interviews, which is considered by the employees to be related to the motivation level, despite some of these factors were not obvious enough, such as: salary, appreciation, needs, age… etc, but this gave signs and indicators about the concept to continue the study more deeply. Motivation involves an internal process that energizes behavior, and involves the internal processes that give behavior its energy and direction.

Motivation originates from a variety of resources (needs, cognitions and emotions) and these internal processes energize behavior in multiple ways such as starting, sustaining, intensifying, focusing and stopping it (Reeve, 1996). Reis ; Leticia, 2001 argue that throughout the years, two pathways were used to motivate people at work, by fear and punishment or by understanding. When there is a satisfaction towards the job, several benefits appear as low absenteeism, low turnover, and high productivity (Reis ; Leticia, 2001), and it will help the institution run efficiently as well.

Employers need motivated employees to accomplish survival. They are more productive, more loyal and more effective to the organization. To be effective, managers need to understand what motivates them within the context of the roles they perform. Early motivation theories represent the basic ground for contemporary theories. As each motivation theory focuses on at least one of these factors, the individual, the job, or the organizational environment, motivation theories try to value and explain human behavior at work.