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Running Head: Management Project        1
Management Project        11
MOTIVATION AND REWARD IN HRM
Table of Contents
Introduction    3
Conceptual Framework    3
Concept of Motivation    3
Importance of Motivation in Organisation    4
Types of Organisational Motivation    4
Role of Human Resource Management in Motivating Employees    5
Literature review    6
Research Aim    7
Research Question    7
Research plan    7
Data Collection Methods    8
Data Sources    9
Data Analysis    9
Gantt chart    9
References    12
Introduction
The change of the policies of the economic transaction on global as well as local levels, influence the market conditions in which business organisations compete. The change in the market conditions make the workforce remodelled on frequent basis, which takes away the benefit of skill development. Therefore, motivating the employees to accept the change and work accordingly is important. Each motivation technique works effectively on specific type of workforces and therefore the selection and application of proper motivation is important, as an improper motivation might cause en entire workforce to lose interest and leave the organisation. In the current research the significance of employee motivation is assessed as a part of proper human resource management.
Conceptual Framework
The currently proposed research aims at providing an in depth understanding of the components that associate with employee motivation, in order to cover all the major aspects that shape the motivation techniques, relevance and effectiveness. Understanding the components of a concept makes the knowledge of the concept concrete, rational and detailed.
Concept of Motivation
    The concept of motivation has been present in the market for centuries and over the decades it has changed, refined and adopted newer means of motivating people. Motivation is the process that makes a person strives towards a fixed goal against adverse situations. It is seen that employees at business organisations are often motivated despite the absence of adverse situation; in such cases the main purpose of the motivation is aimed at better performance. Motivation is the process of forcing the employees to perform better without event letting them knowing it. Motivation, despite its aims, helps in improving the efficiencies of employees and makes the productive rate of a company high, which eventually helps the employees to reach better satisfactions, be it monitory income or upgraded organisational positions (Aleteia, 2018).
Importance of Motivation in Organisation
    All organisations function on the fundamental balance of resources and production. Organisations perform their allocated tasks by using the resources they have and the taskforce that makes the use of the resources to generate desired results. Motivation makes the ratio between used resources and generated performance more refined, generating the highest amount of performance from the least amount of resource usage. A motivated employee performs better than a regular employee. In addition motivation helps the improvement of mental strength of the employees during difficult to master market conditions. Considering the aspect of human psychology, employee motivation not only improves the organisational performance, and strength of facing adverse situations, but also gives the ability to perform as a team, develop new skills and become more consistent at the workplace.
Types of Organisational Motivation
    Considering the fundamentals of human priorities, motivation techniques have diversified it. Firstly, there is reward based motivation, which aims at motivating employees in exchange of promising rewards that are not given to employees on regular basis or are beyond the affordability of ordinary employees. When human resource management offers tangible rewards that are basically more than the regular economic capabilities of employees, they start working more efficiently or at least try to work more efficiently, often keeping in mind the desired outcome demanded by the organisational management.
    Secondly, there is the responsibility based motivation, which in the form of written or oral speech, remind the workforce their responsibility towards the organisation and make them psychologically dedicated towards the organisational goals and objectives at hand. In organisational setting, when the organisation do not have much resources, rely on responsibility based motivation, which although does not ensure improved performance, nevertheless ensures employee retentions and dedication.
Lastly, there is the reward-punishment motivational technique, used by organisations. In organisations that have limited resources and high expectations, employees are forced to work better through the guise of employee motivation. In reward-punishment motivation technique, employees are asked to work more than their regular capacities and in return they are offered some benefits. In case some employees do not want to get the rewards, the punishment mechanism is applied upon them, forcing them work more, in order to avoid punishment, such as monitory deduction and dismissal from the organisation.
Role of Human Resource Management in Motivating Employees
The human resource department plays an important role in employee motivation. As the human resource management department of any organisation understand the needs of the organisational management and the needs of the employees as well as their capacities, the motivational mechanism application depends on the efficiency level of the human resource managers’ skills. Managers of organisational framework neither have the...