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The topic of employee retention and effective practices to build employee commitment and satisfaction has become one of the most urgent issues in the business setting. Companies of any scale experience high workforce turnover since workers often have professional burnout due to responsibility and duties overload. In addition, a tendency exists when international employees switch positions every several years, which is a benefit for them but a threat to companies (Jost, 2014). Therefore, the contemporary business environment requires companies to employ motivational and stimulation approaches to boost employee loyalty and encourage workers to commit themselves to reaching organizational goals by using their fullest potential. In terms of the future research, it will be interesting to investigate the practices that contemporary organizations use to motivate their workforce and specify the way employees perceive such methods of stimulation.
It should be noted that although financial stimulation is believed to be the best way to encourage employees to commit themselves to their duties, there is a need to come up with non-financial methods. It can be evidenced by the understanding that it is impossible to continue increasing salaries uninterruptedly while employee morale can be boosted using other measures (Jost, 2014). Thus, it is essential to develop a motivational strategy that companies will employ to achieve employee retention and job satisfaction using the resources that they possess.
Research Strategy and Research Question
The study will follow the principles of a qualitative research strategy. It will target to obtain in-depth results that will allow characterizing current tendencies, opinions, and insights into the topic (Abrams, 2006). In that matter, it will be necessary to conduct two different surveys to specify the results for both management and the workforce. Based on the research strategy and the problem area, the research question (RQ) is as follows:
RQ1: What are the most effective motivational strategies that organizations can employ to retain their employees so that they meet the needs of management as well as that of the workforce?
Rationale for Choosing Qualitative Research Design
This type of study was chosen in connection with the fact that the research question is rather complex and multifaceted, and it requires a deep understanding of processes taking place in companies. Also, it will allow a wider coverage of the topic and highlight new crucial sub-themes that may not have been considered initially (Abrams, 2006). Moreover, the results of the study will not depend on the sample size of respondents since the researcher intends to analyze the fundamental aspects of the field under investigation rather than to characterize it by a statistic association.
The main instrument for the research will be an interview. To be more precise, management can be interviewed during an unstructured discussion. It can be done in person or over the phone/by email (Abrams, 2006). To reinforce or to contrast the answers received from leadership, it will be possible to carry out a survey among workers with the help of a questionnaire with open and close-ended questions. Both the interview and survey will center on the topic of motivation.
Abrams, R. M. (2006). Successful business research: Straight to the numbers you need – fast! Palo Alto, CA: The Planning Shop.
Jost, P. J. (2014). The economics of motivation and organization: An introduction. Northampton, MA: Edward Elgar Publishing.