ORD-119933_ud6Qo_Proposal_119933.doc

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Overview of your Dissertation/Integrated Project area

(NB Please respond to all the sections below and remove the prompts before

submitting

!ection "# $his must be completed on the first page%

Please complete carefully

&cademic area within which your research will fall ' tic ONE ONLY as

appropriate#

)areting

&ccounting and *inance

+conomics

,uman -esource )anagement

$ourism

Project )anagement

!trategy

Information !ystems

O-/)gt !cience

$he ey aims and objectives of your research are to#

(NB See section 2.4 and repeat that material here)

This research will try to resolve the problem of employee motivation and incentives

programs by determining the factors that would give them motivation in their work,

which in turn will result into satisfactory performance that would make possible the

organization’s success. It will also try to look into the style and strategies of Al-Amal

ospital in !eddah, the company in focus, in dealing with their workforce and how their

workforce stay motivated and happy with their "ob.

i

1



)otives and Incentives and $heir Impact

On the Performance of +mployees

In .overnment ,ospitals within

$he ingdom of !audi &rabia

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$able of 0ontents

#. I$T%&'()TI&$..............................................................................................#

#.# *ackground to the %esearch +++++.+++++++++++.....#

#. The &b"ectives of the %esearch ++++++.++++++++++.#

#. %esearch uestions++++++++++++++++++++.+

#./ %esearch 0roblem +++.++++++++++.+++++++.....

#.1 2imitations of the 3tudy +++++++++++++.+++++.-

#.4 Timescale+........................................................................................../-1

. 2IT5%AT(%5 %56I57....................................................................................4

.# Introduction.............................................................................................4

. 8anaging 0eople++++++++++++++++++++++..9

. 2evels of 5mployee 8otivation...............................................................:

./ *usiness 0ractices in 3audi Arabia...........................................................;

.1 Al-Amal ospital in !eddah....................................................................##

. 85T&'&2&<=.............................................................................................#

.#> 0articipants +++++++++++++++++...........................#

.> Instruments ++++++++++++++.......................................#

.> 6alidity...................................................................................................#/

./> 0rocedures +++++++++++++++++++......................#1

.1> 0reliminary %esults ++++++++++++++++....................#1

/. )&$)2(3I&$....................................................................................................#4

1. %5?5%5$)5 2I3T........................................................................................#9-#:

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"% IN$-OD10$ION

"%" Bacground to the -esearch

The modern business environment poses a significant challenge for businesses

at both the local and international level. The global crisis has made it increasingly vital

for organizations to take measures to ensure the life of their businesses, overcoming

both internal and e@ternal operation factors to achieve revenue growth and corporate

performance. It is widely agreed that effective management of one of the most important

factors for organizations to stay profitable in a highly competitive global economy. These

factors of production are the three 8’s> materials, machine and manpower. It is the last

of these, the human resource of a company, which poses the biggest challenge. A

motivated employee is a valuable asset that brings tremendous worth to an

organization.

"%2 $he Objectives of the -esearch

This research will try to resolve the problem of employee motivation and

incentives programs by determining the factors that would give them motivation in their

work, which in turn will result into satisfactory performance that would make possible the

organization’s success. It will also try to look into the style and strategies of Al-Amal

ospital in !eddah, the company in focus, in dealing with their workforce and how their

workforce stay motivated and happy with their "ob.

1



"%3 -esearch 4uestions

In an attempt to address the above ob"ectives, the following research uestions will be

the primary focus in the research pro"ectB

• 'o the hospitals have specific motivational policies in place for their

employeesC

• 7hat specific areas do the employees feel unaddressed in the course of

their operations in the hospitalC

• 7hat form of rewards would the employees feel appropriate in

acknowledging e@emplary performance from themC

• In which specific areas should the management put more focus in

addressing employee motivation in the hospitalC

"%5 -esearch Problems

It is the purpose of this paper to identify the motivational strategies and

incentives that would improve employee behaviour in the workplace. The focus of this

study will be an evaluation of the practices of hospitals in 3audi Arabia, particularly Al-

Amal ospital in !eddah. This will include an evaluation of the employee motivation and

incentive strategies available to Al-!amal ospital, how they were applied in the

organization and the effectiveness of these approaches.

"%6 7imitations of the !tudy

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Activity &ctober

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%esearch

0roposal

'ata

<athering

'o )hapter

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Introduction

)onduct

2iterature

%eview

)reate

8ethodology

Analysis of

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8ethods H

'ata

)reating of

%esults

)hapter 'o

'iscussion

)hapter

'rawing of

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)reate

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fulfil

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based on

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2% 7I$+-&$1-+ -+8I+9

2%" Introduction

&ne of the most important aspects of a business in production is the motivation

of the workforce. 8anual labour is not comparable to the work produced by machines,

and therefore the amount of work done is not the same. Thus, the most effective way to

increase company performance and ensure productive, effective employees is to take

steps to motivate the staff. &ne of the usual managerial approaches to this goal is

5



through the use of financial rewards, however research suggests that there may be

other more suitable strategies. In fact, ohn F#;;G suggests that if the motivational

frame is focused only on material rewards, the levels of production might actually

decrease.

0ugh and ickson F#;:;G investigated this area through the Jawthorne

5@perimentK. The conclusion of their study was that if the managers do not take into

account the employees’ personal necessities and desires, they will be likely to ma@imize

payment but minimize effort. Therefore, it is a crucial issue among business at present

to learn how to offer non-material rewards as motivation. oegl and <emuenden FDD#G

support this by stating that teamwork can be defined as a social structure comprised of

over three people in conte@t or organization. Therefore, as members of this structure

work together as a single unit and look to achieve the same ob"ective, techniues which

improve the inter-relationship will improve group output. Additionally, the power of

agglomerate and relation of status, composition, leadership, size, principles and roles

are other factors that affect teamwork F%obbins, DD#G.

)arnegie F#;:1G believes that it is the chief e@ecutive who holds the formula to

ensure the success or failure of an organization and who is responsible for encouraging

the commitment of the workers, thereby guaranteeing the success of the organization.

e adds that it is the human capital and not financial capital that is most crucial in

organizational efficiency and it is for this reason that people can be seen as the main

source of the competitive edge hospitals.

2%2 )anaging People

6



The fundamental concern for most managers is normally instituting the most

appropriate ways to manage the employees in a manner that clearly motivates and

increases their productivity. In his two factor theory on motivation, erzberg F#;1;G

analyses the "ob attitudes of employees in respect to the organisational policies and "ob

satisfaction. e analyses certain factors-hygiene factors- which he concludes that

determine that levels of employee satisfaction or dissatisfaction at work. 3uch factors as

administration policies, salaries and wages, supervision and working conditions are

seen are great contributors to "ob dissatisfaction if they are not addressed effectively. It

is also seen that human beings demand certain factors in place to fulfil their individual

and personal need for growth. erzberg calls them motivator factors. The e@istence of

motivators is seen to effectively motivate employees and drives them to perform better.

3uch factors include opportunities for advancement, recognition, status and challenging

work environments. It is therefore imperative that a manager be well acuainted with

such motivational aspects to effectively benefit from a happy and "ubilant employee

pool. It is however imperative to realise that the theory may not necessarily all

employees especially in the 3audi case reflect. Individuals differ from one another

hence what motivates one may not necessarily motivate another person.

8aslow F#;/G introduces the concept of human motivation in the conte@t of the

hierarchy of needs. In his paper, 8aslow states that human motivation is hierarchical in

nature in which case, the basic needs like food and shelter occupy the first segment of

the human needs. &nce these needs are satisfied, the behaviour of human beings will

normally be aligned towards safety and security needs. ere, humans seek to be safe

from both physical and mental challenges that impair e@istence. After the two needs are

7



fulfilled, there emerges the need for love and a sense of belongingness. This is normally

achieved through inclusions in friendships, family and intimacy. Absence of this need is

the cause of emotional disturbance and feelings of neglect and ostracism which can

seriously hamper employee performance in the organisation. The need for esteem will

then arise after an individual has satisfied the other needs. In this case, one feels the

usual and normal desire to be respected and valued by others. 0eople reuire that their

contributions on issues be recognised so as to remove any situations of low esteem. At

the peak of the hierarchy, an individual seeks the highest need possible-self

actualisation. This is a very comple@ need where an individual seeks to e@cel in a

particular field. &ne may seek to become the greatest e@ecutive of all time or a very

ideal parent. This need varies from individual to individual and depends on personal

ambitions. It is worthy to realise that the needs must normally be satisfied in the above

order from the lowest to the highest so that human motivation is enhanced. The theory

may however face criticism on the account that human wants generally recur and it is

therefore difficult to completely satisfy them progressively as 8aslow puts it.

2%3 7evels of +mployee )otivation

As stated in the research of 8osley, 8egginson and 0ietri FDD#G, employee

motivation can be categorized into three broad levels. The first level is the direction of

the behaviour of employees, which entails those behaviours that the employee decide

to show and do. The second is the level of effort, which describes how the degree of

commitment one has to work hard in developing the behaviour. 2astly, there is the level

8



of persistence, which is concerned with the willingness of an individual to behave

properly in spite of any obstacles they may face.

'aschler and $inemeier F#;:;G investigated what employees may look for from

the work place, and also assessed some of the apprehensions held by employees. ey

considerations among the employees were as follows> #G a favourable "ob statusB G

satisfactory workplace and payB G a trustworthy and respectable managementB /G "ob

security assuranceB 1G acceptable working relationship with co-employees and

managersB and 4G "ust and reliable company policies in sub"ects that may affect them

F'aschler and $inemeier, #;:;G.

uman motivation is for reuirements that will gratify their needs. This depends

on several factors, however, that will differ according to the particular situation and

individual reuirements. Aside from the fundamental needs such as food, shelter,

medicine and clothing, workplaces should also seek to boost of self-esteem and

acceptance. )heng F#;;1G says that every person feels these factors in varying levels.

3o, managers should attempt to understand motivational theories and consider how to

implement them in order make the conditions better.

2%5 Business Practices in !audi &rabia

There is a relatively limited body of literature on the organizational performances

of employees and its effects on business in 3audi Arabia, with the ma"ority of the te@ts

on management only beginning to take an interest in 3audi companies from around the

#;;Ds. In the work by 0illai et al. F#;;;G on leadership in organizations, the practices of

3audi companies are basically influenced by the traditions in which the manager of the

9



organization is seen as father figure, with the corresponding duties of care. This way of

thinking can pose problems, however, since the dependence of employees on father

figure management means that it can be difficult to convince employees to become a

part of the solution to common managerial problems, which can result in hindering the

process of change in a company F=avas, #;;9G.

The ofsted’s cultural dimensions theory comes in very handy in describing the

3audi national culture and its effects on the performance of the employees in the

country’s government hospitals. It is seen that the 3audi national culture and history

play great roles in shaping the business sector in the country including the private

health institutions. owever, certain aspects have to be kept in mind in the application of

this model. The averages obtained from a country may not necessarily reflect the

behaviour of individuals in the country. 3audi Arabia like many countries is composed of

several multi-cultures and it therefore becomes wrong to generalise population

behaviour. Additionally, the data obtained in making conclusions may not be very

accurate to the levels e@pected in making general conclusions. It is also known that

human culture changes over time as a conseuence of several factors. It is therefore

not appropriate to make definitive assertions about a country’s culture.

3tudies have shown that the people in 3audi Arabia favour being guided and

being given directions as to what they need to do and that they prefer the intervention of

government in business practices F*huian, et. al., DD#G. The culture permitting in 3audi

Arabia is fairly homogenous as with other <ulf nations, which is likely because of the

strong influence of the teaching of Islam in the region. Islam affects all aspects of 3audi

lives F2undgen, #;;:G. *usiness decision, as with other decisions in Arabic countries, is

10



therefore strongly influenced by Islam and the belief that everything that happens does

so because of the will of <od F7alker, et. al., DDG.

2iterature shows that 3audi nationals are motivated by their position and status,

which is why many prefer managerial levels or higher when working and believe that

accepting manual labour "obs can be considered as an embarrassment. owever, more

recent studies have shown that there is a continuous process of social and cultural

transformation in the 8iddle 5ast, most particularly in 3audi Arabia F=amani, DDDG.

0resently, 3audi Arabia is faced with a severe shortage of skilled workers leading to a

lack of the most needed technological advances F)urry and adash, DDG.

2%6 &l:amal ,ospital in ;eddah

The Al-Amal ospital is a 94 bed modern facility that employs more than 4DD

employees. 3ituated in the Al-$aeem 'istrict in $orth !eddah, Al-Amal is a hospital that

e@clusively handles addictive disease cases, mainly treats 3audi $ationals who suffer

from diseases due to addiction. ?rom the time it began operation in 3eptember 9, #;;#,

the hospital has been directly run by the 8inistry of ealth. The term JAl AmalK literally

means JopeL. This is because the facility serves as a source of hope for patients trying

to gain treatment for their addictive diseases through the care of the carefully chosen

staff.

11



3% )+$,ODO7O.<

The research philosophy adopted relates to knowledge development and

incorporates various assumptions with respect to the area of study. 7hile there are

various philosophies as indicated in the figure above, F3aunders et al., DD;G argues

that the approach adopted should largely be guided by the research uestion intended

for answering. The interpretivism method chosen in this research is motivated by the

fact that researcher will seek to understand the variations between the humans being

evaluated and their role as social actors. It offers a rich ground for deriving conclusive

results that are non-general like is the case in legal derivations. It embraces the

sophistication involved in study of human within a workplace environment given their

divergent personalities and general character.

The interpretivistic research philosophy adopted in this research is more

appropriate within the human resource management field of study. This is emphasized

by the fact that the researches findings are not generalizable based on the fact that the

stakeholders included in this research have varying characteristics and each responds

uniue to motivation and incentive stimuli.

3%" Participants

The choice of study sample is a vital step in any research. In almost all

situations, a random sample is needed since it rarely efficient, practical or even ethical

to make use of the whole population in the study F8arshall, #;;4G. 0urposive sampling

makes use of information selection based on the essential characteristics involved in

the study being undertaken. The important focus of this research is the perception of

employees from Al-Amal ospital in !eddah and it is for this reason that they will form

12



the participants in the survey used to collect data. )onclusions will also be formed from

the deductive analysis based on the answers of the random sampling of individuals

involved in employee motivation and incentives from Al-Amal ospital. ?or the purpose

of this study, the survey will be piloted and then appro@imately 1D uestionnaires will be

distributed to hospital employees coming from varying demography. The participants

will be taken from different departments with various "ob responsibilities and

organizational positions. &f the 4DD employees that Al-Amal ospital has, the 1D-#DD

samples are sufficient to represent the whole. Aside from the random sampling survey, a

ualitative analysis will be conducted into the data from various secondary sources,

such as books, "ournal and other studies and research, in order to identify trends and

recommendations within the field.

3%2 Instruments

This type of study design is that of a survey and ualitative analysis based on

collected literature of studies carried out by reputable e@perts. The survey will be

through the survey of supervisors, employees and staff from Al-Amal ospital in

!eddah, with the aim of gathering first-hand insights into employee motivation and

incentives, and the effects that these may have on their performance. The uestionnaire

would also consider the answers of supervisors of employees to get a more accurate

determination of how said incentives may affect the performance of employees.

Additionally, the literature to be used as the basis for ualitative analysis will be from

secondary data.

This study will make use of a uestionnaire containing twenty uestions, ten of

which answerable by yes or no and another using the 2ikert scale rated from never,

13



almost never, sometimes, often, and always. F!amieson, DD/G. The uestionnaire will

be used to survey the employees and the managers who are non-medical from the

chosen hospital, Al-Amal, utilizing the 2ikert scale to determine how and the degree to

which motives and incentives impact upon the performance of employees in the

hospital. These results will then be e@trapolated to generally represent the other

hospitals in kingdom of 3audi Arabia.

3%3 8alidity

6alidity will be attained in this study through the careful formation of uestions to

be included in the survey. An attempt will be made to ensure that that the uestions are

representative of all tested areas. This is done by making sure that the sample taken

through the survey is sufficient random sampling to represent the ma"ority. The

participants would also be with the different demographic origins. 8oreover, to ensure

credible and accurate random sampling that is representative of the whole, sufficient

samples are to be surveyed. ?or the purpose of this study, 1D-#DD participants will be

asked to partake in a survey via a uestionnaire. The fifty are random sample of the

4DD employees of the hospital which can be considered as representative of the whole.

The credibility of ualitative research not only lies in the methods and reliability

but also on the validity of the findings F3ilverman, DD#G. The degree to which measures

are error-free may be referred to as a measure of the reliability, as well as consistent

and accurate results. If these two are present, then internal and e@ternal validity is

likewise addressed F&rmrod, DD1G. 6alidity is the ability of a research instrument to

14



measure what should be measured. To get the best results, both reliability and validity

should be compared FMikmund, DDG.

3%5 Procedures

The information and data will be selected, collated, organized and coded for a

more comprehensive review. 0rocedures will be based on the replies given in the

interview. The findings from ualitative research from secondary data will be grouped

according to common sub"ects or themes enabling more effective analysis of data taken

from various sources.

To be able to hold a survey, permission will be asked from the Al-Amal ospital

officials in charge of dispensing approval. To get said permission, a formal letter

reuest to the hospital’s % head will be composed, asking for the holding of such a

survey. A guarantee to the hospital, the officer in charge and all participants that privacy

and anonymity will be enforced should be included in the letter. All identities and

personal details of participants will remain confidential. &nly when the permission is

granted will the survey form and uestionnaires be distributed to those targeted to "oin

the survey. An instruction of returning all uestionnaires to the hospital will be given out

and once complete, the tabulation and analysis of the answers will ensue.

15



3%6 Preliminary -esults

?rom the initial results produced by the ualitative analysis of the literature

review, it is apparent that motives and incentives provided for by the management of a

company greatly impacts on the performance of employees. Though the culture in

3audi Arabia greatly differs from those of many other countries, employee performance

in 3audi Arabian companies can be dictated by the motivational acts and the incentive

programs provided them by the company to which they belong.

5% 0onclusion

The topic of this research proposal is of great relevance, especially to 3audi

Arabia where there is a lack of similar research. 0reliminary results have shown that

employee performance can be greatly affected by motivation strategies and incentives

by the management of the hospitals. This is the case with most companies, and is

particularly important in 3audi Arabia.

16



-eferences

*huian, 3., Abdulmuhmin, A., and im, '. FDD#, 8archN AprilG. J*usiness education and

its influence on attitudes to business, consumerism, and government 3audi

ArabiaK. Journal of Education for Business, 94F/G, 4-D.

)arnegie, '. F#;:9G. Managing through people. $ew =ork> 'ale )arnegie H Associates,

Inc.

)heng, . F#;;1G. Assessing the importance of emploee moti!ation in the hotel

industr in "aipei, "ai#an. (niversity of 7isconsin-3tout, 7isconsin.

)urry, A., and adash, $. FDDG. J?ocusing on key elements of T8- 5valuation for

sustainabilityK. "he "$M Maga%ine, #/F/G, D9-#4. %etrieved 'ecember 9,

DD1, from 5merald 'atabase.

'aschler, 0. H $inemeier, !. F#;:;G. Super!ision in the &ospitalit 'ndustr . 5ast

2ansing, 8I> 5ducational Institute American otel H 8otel Association.

erzberg, ?. F#;1;G."he moti!ation to #or.

$ew =ork> !ohn 7iley and 3ons.

oegl, 8. H <emuenden, . FDD#G. JTeamwork uality and the success of innovative

pro"ects> A theoretical concept and empirical evidence.K rgani%ation science, 6ol

#, $o. /, pp. /1-//;.

!amieson, 3. FDD/G. J2ikert 3cales> ow to FAbG(se ThemK. Medical Education *+ , pp.

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ohn, A. F#;;G. 7hy incentive plans cannot work. &ar!ard Business e!ie# ,

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0illai, %., 3candura, T., and 7illiams, 5. F#;;;G. J2eadership and organizational "ustice>

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94-99;. %etrieved 'ecember ##, DD1, from 7ilson 7eb 'atabases.

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to the ideas and arguments of leading writers on 8<8T, F/th edG, 0enguin

Business, pp. #11.

%obbins, 3.0., FDDG. rgani%ational 1eha!ior America. 0rentice-all, pp. 1.

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7alker, '., 7alker, T., and 3chmitz, !. FDDG. 3oing 1usiness internationall. $ew =ork>

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ORD-119933_ud6Qo_Proposal_119933.doc

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