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This research study explores the relationship between employee motivation level and their perceived performance in two banks, National Bank of Pakistan and Alflah Bank. The study aims to analyze the level of motivation, measure perceived employee performance, and understand the factors that boost work motivation among the employees. The findings will help in reappraising competing theories on work motivation and evaluating the significance and impact of various motivator factors.
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Relationship between motivation Level and Perceived Performance of the employees. A comparative study of two banks.
Introduction of the Project In contemporary corporate world, employees are considered to be important asset for an organization. They help an organization to achieve its goals by working efficiently and effectively. Employees need to be motivated and satisfied from the organization in order to perform according to the standards. Their motivation and satisfaction directly influences the output of the organization. The standards for work motivation are changing rapidly. In the past it was perceived that monetary rewards are the only aspect which causes to increase a person's job satisfaction. Perceptions about work motivation have fully changed now because of diversity in workforce, changing work environment, rapid developments, the nature and challenge of job itself. Management has to adopt variety of techniques to bring the feeling of work motivation among their employees.
Objectives and Significance OBJECTIVES • To analyze level of employees work motivation at National Bank of Pakistan and Alflah Bank • To measure the perceived employees performance • To gauge the relationship between motivation level of employees and their perceived performance.
Significance • Results from this research will help to • Reappraise the competing theories on the topic understudy. • Evaluate the Significance factors (pay, working conditions, supervision etc.) in work motivation. • Find out the impact of work motivator factors (achievement, advancement, recognition, responsibility and work itself) • Understand the factors which boost work motivation among Bank’s employees
Research Methodology Data collection Source Primary source:- The primary source of this study was employees of selected organization. Data Collection tools Questionnaires was used as tools for collection of data. Sample Size and Sampling technique Simple size was 60 from each bank Connivance sampling technique was used for data collection.
Data Processing • Data was proceed and analyzed on excel sheet for analysis and interpretation purpose. Following techniques were used for research result • Mean Test • Correlation.
Conclusion/motivation • According to mean value 4.4, most of the employees of bank alfalah have selected agree option towards job commitment factors, whereas the mean value 4.345833333 tell us that employees of national bank have also selected agree option, but mean value is lower as compare bank alfalah. • On the base on mean finding, the value 4.455555556, it is indicating that employees of bank alfalah have selected agree option towards organizational loyalty, whereas the mean value 4.372222222 is showing that employees of NBP have also selected agree option, but mean value of NBP is lower as compare to bank alfalah it mean majority of the respondents of bank alfalah have selected agree option than NBP. • The mean value 4.422222222 of high performance factor indicating that employees of bank alfalah have selected agree option and they positive views towards this factor whereas indentified mean value 4.355555556 is representing that employees of NBP have chosen agree option but this value is lower as compare to bank alfalah finding, hence most of the respondents of bank alfalah have positive views towards high performance than NBP response. • According to mean value, 4.411111111 of employee turnover intensions (coding reversed) indicating that that employees have selected agree option as they are satisfied with their job in bank alfalah they could want to change this organization at all, whereas the mean value 4.1 of NBP of same factor also showing employees agreement and satisfaction with their organization. It means they also do not want to change their organization at all. (Coding reversed). • On the base on mean finding, the value 4.245833333 of leader-member relationship factor representing the true perception of the employees of bank alfalah, which is indicating that employees of bank alfalah have positive views toward this factor and have showed their agreement, whereas the mean value 4.066666667 of same factor is indicating that employees of NBP have also positive feedback and have selected agree option, but mean value is lower as compare to bank alfalah, therefore majority of the employees of bank alfalah have positive views regarding to leader member relationship factor as compare to NBP
Employee performance • According to mean finding, the value 4.233333333 of job knowledge, it is indicating that employee of bank alfalah have selected agree option and they are satisfied also, whereas the mean value 3.894444444, which is representing that employees of NBP have selected agree option, but mean value is low as compare to bank alfalah finding in same factor, hence most of employees of bank alfalah have showed their agreement as compare to NBP. • The mean value, 4.172222222 of Initiative factor is indicating that employees of bank alfalah have selected agree option and they have positive views with initiative factor and they are also satisfied, but mean value of NBP side, 3.788888889 showing that less employees have selected agree option and value is also low, it mean most of the employees of bank alfalah showed their agreement with initiative factor than NBP. • The mean value 4.23 of Attitude/cooperation factor in bank alfalah is indicating that majority of the employees of bank alfalah have selected agree option whereas 3.896666667 the value is showing that employees of NBP have also selected agree option but value is low as compare to bank alfalah. It means most of the employees of bank alfalah have showed their agreement as compare to NBP. • According to mean value, the value 4.153333333 which is indicating that employees of bank alfalah have selected agree option and they are satisfied with reliability factors of bank alfalah whereas the mean value 3.876666667 of NBP finding is showing that employees have selected agree option but value is lower as compare with bank alfalah finding with same factor. Hence this study has noted that majority of the respondents of bank alfalah have showed their agreement towards reliability factors as compare to NBP.
Relationship between variables As per correlation finding of bank alfalah, the value 0.742950155 is indicating that there is very strong relationship between motivation and job performance in bank alfalah. As per correlation finding of NBP, the value 0.49084286 is indicating that there is moderate relationship between motivation and job performance in NBP. As per finding, the correlation value of bank alfalah is high as compare to NBP correlation finding, it mean in bank alfalah due to strong motivation level, employees performance is good and high than NBP.
Recommendations • NBP should make their reward, recognition system more effective it will help them to motivate the employees towards work. • NBP should introduce some training program for their employees where they can improve their knowledge and skills. • NBP should make sure that all the policies and other roles are clear to everyone. • NBP should provide flex time to their employees, in order to increase their employee’s productivity. • NBP should bring friendly work environment where manager and junior employees can work together.
