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THE IMPACT OF MOTIVATION ON EMPLOYEE PERFORMANCES: A CASE

STUDY OF KARMASANGSTHAN BANK LIMITED, BANGLADESH

Article · March 2017

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 International Journal of Business and Management Review
Vol.5, No.4, pp.57-78, May 2017
___Published by European Centre for Research Training and Development UK (www.eajournals.org)
THE IMPACT OF MOTIVATION ON EMPLOYEE PERFORMANCES: A CASE
STUDY OF KARMASANGSTHAN BANK LIMITED, BANGLADESH.
Md. Nurun Nabi1, Prof. Md. Monirul Islam2, Tanvir Mahady Dip3, Md. Abdullah Al
Hossain3
1
Lecturer (Management), Textile Engineering Management Department, Bangladesh
University of Textiles, (BUTEX)
2
Department of Textile Engineering Management, Dean, Faculty of Textile Engineering and
Business Studies. Bangladesh University of Textiles, (BUTEX).
3
B.Sc. In Textile Engineering, Department of yarn engineering, Bangladesh University of
Textiles

ABSTRACT: Employees are the heart of any organization. For any organization to operate
smoothly and without any interruption, employee cooperation cannot be replaced with
anything else. It is of utmost importance that the employees of an organization not only have a
good relationship with the top management, but also they maintain a healthy and professional
relationship with their coworkers. The following study is a self-conducted research on how
motivational tools impact the performance of employee for betterment. The study also focused
on de-motivation factors affecting employee performance negatively. A sample of individuals
was selected and was interviewed with a self-administrated questionnaire to obtain primary
data. The data was analyzed using descriptive statistical analysis methods. The results
obtained indicate that if employees are positively motivated, it improves both their effectiveness
and efficiency drastically for achieving organizational goals.
KEYWORDS: Employee, Employee Engagement, Decision making, Motivation,
Productivity, Organizational goals, Organizational Performances and Job satisfaction, etc.

INTRODUCTION
Background of the Study
What makes the employees of any organization “go the extra mile” to provide excellent
service? The answer to this question lies in this self-conducted research paper. Motivation is a
combination of factors that operate within each and requires a combination of approaches.In
general sense, motivation can be referred as a combination of motive and action. Vroom (1964)
has suggested that performance can be thought of a multiplicative function of motivation and
ability {P=F(M.A)}. The model of motivation is based upon a definition of form of voluntary
activity." (Vroom-1964.p» 6). Also, research reveals that an employee's ability only partially
determines his output or productivity. The major determinant is his motivation level. ". G. Jones
and J. George from the book "Contemporary Management." Steers et al. (2004), asserted that
employee motivation plays a vital role in the management field; both theoretically and
practically. It is said that one of the important functions of human resource manager is to ensure
job commitment at the workplace, which can only be achieved through motivation (Petcharak,
2002).There is general agreement that people are opportunities for career and knowledge
growth. Heneman and Schwab have stated, "A central concern of industrial relations is the
identification and measurement of factors associated with individual differences in employee

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job performance.” And this identification and measurement are the basic functions of
motivational factors or tools.As Rai (2004) put forward; motivation is crucial for good
performance and therefore it is increasingly important to study what motivates employees for
better performance, so the author of this journal urges that more and more research should be
conducted to find out the factors that affect employee performance significantly.

Statement of the problem

In the modern competitive world, business organizations are facing ever-growing challenges
regarding commitment, engagement, belief, recruitment and retention of their employees.. DDI
(Development Dimensions International)’s own research reveals that only 19 percent of
employees are highly engaged within their organization. Not only is that, but also in the field
of recruitment, a high proportion of these organizations still experiencing difficulties (84%).
Motivation is about giving your staff the right mixture of guidance, direction, resources and
rewards so that they are inspired and keen to work in the way that you want them to (Ludhans,
1992). So a large portion behind these difficulties can easily be solved by imparting proper
motivation.In the fierce era of competition, organizations nowadays are more emphasizing on
the management of Human Resources (Robert. L, 2008).A manager capable of managing his
employee effectively is a successful one. Motivational tools are the effective in this context.
We always have to keep in mind that the employees are not motivated solely by money and
employee behavior is linked to their attitudes (Dickson, 1973).Any Institution faces the
challenges of the employee retention, a high cost of recruitment, training, rising competition,
increased rules & regulation by the government and high rate of technological growth. Also,
from the perspective of employee, they feel de-motivated and overworked. For finding out
more accurate an outcome we conducted our research within a few branches of the
Karmosangsthan Bank Limited. The essence of the study is to find out at what level employee
engagement in decision making can motivate the employees not only ameliorate their diligence
but also their perseverance and resolution.

Objective of the study

The objective of the study is to explore how different key variables motivate employee and
assist an organization (Karmosangsthan Bank Limited) to rise and ascend as an economic
superpower. The main intentions of this study are:
 To investigate the condition of motivation in our banking sectors.
 To analyze the influences and outcomes of motivation on employee performance.
 To explore how motivation has been able to meet employee prospect.
 To examine the employee performance level bolstered by motivation.
 To identify the factors as well as hindrances are still holding back employee’s
resolution
 To compare the achievement level with the use of motivation and expectation.
 To study the effectiveness of techniques adopted by organizations.
 To suggest what more can be done to achieve optimum outcomes using motivational
tools for the betterment of both the organization and employee.

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Research Questions
Research is the systematic investigation into and study of materials and sources to establish
facts and reach new conclusions. We have conducted our research on employee motivation for
we believe it is one of the strongest and most an influential equipment that can stimulate human
resource either for the betterment or worse. So it is a sensitive issue, unless applied correctly
may cause aberration. We have developed some questions here which are directly related to
how motivation impacts their job satisfaction level and encourage them to work for their
employer.

 How the Intrinsic and Extrinsic motivational factors impact the employee performance?

 How the workplace environment and sound communication with top management
impacts employee performance?

 How the employees rank the importance of ten factors that motivated them in doing
their work: 1=most important 10=least important?

 Where the employees desire to see themselves after 10 years of working?

Development of Hypothesis
Ho1: Motivation has a great impact on employee’s performances.
Ho2: Motivation has an influence on the Employees job performances.
Ho3: Motivation has a relationship between Production and productivity.
H04: Motivation has a great significance on organizational effectiveness.

Scope of the study

The study was conducted in one of our country’s renowned banking sector, Karmasangsthan
Bank Limited. We have conducted our research on five branches of Karmosangsthan bank on
about 130 employees. The survey was conducted on the employees of different levels and
employees with different experience. The research was conducted in Dhaka region mainly. We
have used closed-ended descriptive questionnaire for data collection from the responders. In
Bangladesh, there are numerous more similar banking sectors where such studies can easily be
conducted and the result could be used for their benefits. It would also improve employee
relationship with top management.

Significance of the Study

Why do we need motivated employees? The answer is survival (Smith, 1994). Motivated
employees are needed in our rapidly changing workplaces. As we are still a developing country,
for our continuous growth, it is important that our economy be well governed and we can
provide our maximum effort in workplaces, so we need to know where are we standing right
now in case of employee motivation and what else we need to do to ensure more efficient
performance from our employee. We also need to compare with others to find out where they
are for individual benefits. So the significance of this study is undeniable. It is also required to
know about employee psychology and expectations, so that the top management can ensure
more and more facilities for them.

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LITERATURE REVIEWS
Concept of Motivation: Along with perception, personality, attitude and learning, motivation
is an important part of understanding behavior. Luthan (1998) defines motivation as, “a
process that starts with a physiological deficiency or need that activates a behavior or a drive
that is aimed at a goal incentive.” Ebrahimi, and Watchel, (1995) state that in a system sense,
motivation consists of these three interacting and interdependent elements, i.e., needs, drives,
and incentives. It is a firm belief of management researchers that, organizational goals are
unattainable without enduring commitment of the members of the organization. Motivation is
a human psychological characteristic that contributes to a person's degree of commitment
(Stoke, 1999). The Motivation refers to the resolution of achieving a goal, marked by a goal-
directed behavior. When we refer to someone being motivated, we imply that the individual is
trying hard to perpetrate a certain task. However, motivation alone can’t suffice what we
require to consummate that task with utmost efficiency. Ability having the skill and knowledge
to perform that task is also significant in this regard. Sometimes it becomes the determinant of
effectiveness
Employee: Employees are always directly influenced by the motivation to satisfy their esteem,
physiological safety, social safety, psychological and self-actualization levels. Herzberg
(1965) defined job satisfaction as recognition, responsibility, and opportunity for advancement
as employee motivation factors. Separating satisfiers and dissatisfies he identified dissatisfies
as hygiene factors that influences health, comfort and social wellbeing. Removal of these
factors will result in dissatisfaction of employees. Hygiene factors include company policy,
interpersonal relations, working conditions, salary or job security. Herzberg (1965).
Decision making: Decision making autonomously motivates the employees to be aware of his
rights in an organization. It favors the employee to maintain a higher degree of constancy
between their ideas and works. By relating the motivational process and career exploration
Blustein (1988) suggested that, i) Career exploration varies in the way that individual develops
and sustains motivation, ii) Autonomy and control orientations were positively related to self-
exploration and in the utility of career decision making exploration, iii) Internal locus of control
as one of the most important prediction, decision making allows the employees to realize their
own identity and actions. Mazin (2007) indicated that, employees are influenced by both
internal and external forces, but the impact of these forces depends a great deal of their own.
Productivity: Productivity is the ratio of output or production capacity of the workers in an
organization. The ultimate essence of motivating employees is to meliorate productivity.
Arnold (2005) indicated that, an effective employee is a combination of a good skill set and a
productive work environment. Clark (2010) stated that, companies rely on employees to
produce and deliver high-quality products and services. Clark (2010) also added that,
employees are an influenced by a variety of forces both internal and external as they attempt
to perform their job duties. That is directly related to productivity.
Organizational goals, Organizational Performances and Job satisfaction: For any
organization the main reason behind running activities is to achieve organizational goals, a
level of performance set up in terms of different factors. Organizational performance plays the
principle role in attaining such goals. Some believe it is simply how content an individual is
with his or her job, in other words, whether or not they like the job or individual aspects or
facets of jobs, such as nature of work or supervision. Griffiths (2001) highlighted that, meeting
personal goals help an employee stay motivated and feel about them to continue to produce.

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By improving proficiency and employee connection motivation helps to improve performance
and thus achieving organizational goals. As a psychological catalyst motivation turns the spirit
to embodied object. Mary (1996) stated that, “Organizational effectiveness is an extent up to
which, the organization fulfills its goals using certain resources and with placing strain on its
members.” I also helps to ensure the operative use of human resource, gratification of
employees, mutual consistency, durability of workforce which are important factors for
attaining the organizational goals, smoothing organizational performance and thus bringing
about job satisfaction.

Different theories of motivation

Motivation is such a scheme which is applied to inspire, increase stamina and work ability by
mentally conciliating the employees or workers to their work or job in a organization. In brief,
Motivation is something which inspires one to work self-intentionally.
Many contemporary authors have defined the concept of motivation. Motivation has been
defined as: the psychological process that gives behavior purpose and direction (Kreitner,
1995);a predisposition to behave in a purposive manner to achieve specific, unmet needs
(Buford, Bedeian, & Lindner, 1995); an internal drive to satisfy an unsatisfied need (Higgins,
1994); and the will to achieve (Bedeian, 1993). For this paper, motivation is operationally
defined as the inner force that drives individuals to accomplish personal and organizational
goals. Glueck said about Motivation as “Motivation is the inner state that energizes channels
and sustains human behavior."
In Encyclopedia of Management “Motivation refers to the degree of readiness of an organism
to pursue some designed goal and implies the determination of the nature and locus of forces
inducing the degree of readiness." Joe Kelly defined Motivation as "Motivation is a process
whereby needs instigate behavior directed towards the goals that can satisfy those needs."

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Maslow’s Hierarchy of needs

Human behavior is goal-directed. Motivation cause goal-directed behavior. It is through
motivation that needs can be handled and tackled purposely. According to Maslow’s Hierarchy,
needs were categorized into 5 types/ levels from lower to higher order of needs. Individuals
must satisfy lower order of needs before they approach higher order. Satisfied needs will no
longer motivate. Motivating a person depends on knowing at what level the person is at of
hierarchy.
Lower Order (External): Physiological, Safety etc.
Higher Order (Internal): Social, Esteem, Self-actualization etc.

McGregor’s theory X and theory Y:

Theory X assumes that, workers have little ambition; dislikes work, avoid responsibility and
require close supervision. People don’t like to work and try to avoid it. So, managers have to
control and threaten people to get them to work. People prefer to be directed and tend to resist
change. People are gullible and not bright.

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Physical needs: Need for food, water, shelter, clothing, sexual satisfaction etc.
Safety and security needs: Need to be free from physical danger and the fear of
Social needs: Need for love and affection, acceptance by fellows and the like.
Ego-need: Need for power, prestige, status and self confidence.
Self-actualization need: Desire to become what one is capable of becoming-to maximize
ones potential and to accomplish something’s.

Theory Y assumes that, workers can exercise self-direction, desire responsibilities and like to
work. People don’t naturally dislike work and work is natural part of their lives. People are
internally motivated to reach objectives to which they are committed to. People are also
committed to goal attainment. They will both seek and accept responsibility under favorable
condition. People have capacity for innovation in solving problems. According to this theory
democratic management is preferable.

Herzberg’s Motivation Hygiene theory:

Job satisfaction and dissatisfaction are created by different job factors. They are –
Motivators: Achievement, Recognition, Work itself, Responsibility, Advancement, Growth
etc.
Hygiene factors: Supervision, Company policy, Relation with supervisors, workingcondition
Salary status, Security, Relation with peers, Subordinate etc.

Three needs theory

McClelland’s three needs theory refers that, every person has one of three driving motivators.
Those are the need for achievement, affiliation or power. They aren’t inherent; we develop
them through culture and life experience.

Goal Setting theory

Goal setting theory was first introduced by Edwin Locke in 1960. The basic assumption of
goal-setting is that goals are immediate regulators of human actions (Locke et al., 2008). This
theory refers to effects of setting goals on subsequent performance. Edwin Locke researched
that, individuals who set specific, difficult goals performed better than those who set easy and
simple goals. Some of the important features of this theory are: The willingness to work for
attainment of goals, Specific and clear goals, Specific and challenging goals, Better and
appropriate feedback of the results etc.

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Reinforcement theory
This theory refers that we can change anyone’s behavior by using reinforcement, punishment
and extinction. Rewards are used to reinforce behavior we want and punishment to prevent
behavior we don’t want. Extinction is to stop someone from practicing learned behavior at all.

Equity theory
Robbins (2003) and Adams (1963; 1965, in Harder, 1991) explain that the equity theory is
a theory that centre’s on perceived fairness of an individual. An employee reflects on how
much effort he has expended and compares this to what he has got from it. Based on the idea
that, individuals are motivated by fairness and if the find / identify inequity in the input or
output ratio of themselves and their referent groups then they will seek to adjust their input or
output to reach their perceived equity. External equity arises when employee use comparisons
to others who have the same job but work in different organizations. Internal equity occurs
when employees compare themselves to others who have different job but work in the same
organization.

RESEARCH METHODOLOGY
Research Design
Sellitz et al (1965) state.“A research design is the arrangement of conditions for collection and
analysis of data in a manner that aims to combine relevance to the research purpose with
economy in procedure.” Ghauri et al (1995) proposed three types of research: exploratory
research, descriptive research and casual research. The research design for this study was a
descriptive survey through questionnaire. The purpose of using descriptive surveys was to
collect detailed and factual information that describe an existing phenomenon. From a review
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of literature, a survey questionnaire was developed to collect data for the study (Bowen &
Radhakrishna, 1991; Harpaz, 1990; Kovach, 1987) the primary data was collected through
this form of questionnaire and was hand delivered to the target employees. The questions were
filled by the participating employees and were returned. After that, the results were further
analyzed using descriptive statistical analysis method to find out how the motivational factors
affect their performance. This study is a descriptive survey because it adopted the use of
questionnaire aimed at finding the impact of Employee motivation on organizational
performance.

Target Population
A population refers to the aggregate of all cases that conform to some designated set of
specifications it is the entire set of relevant units of analysis or data (Kothari, 2008). For this
study, employees with different designation and experience level were chosen as target
population over 5 branches ofKarmosansthan Bank Limited. A total of 130 people were chosen
and they were provided with the questionnaire. Their answers were collected as primary data.
Afterwards these data were analyzed to get an overall idea regarding impact of motivation on
different stages.

Showing Target Population

Sampling Design and Size

A sample of about 130 people was selected from the target population, based on their
designation and experience level. The sampling was done using stratified random sampling
method, in which the population are divided into groups (in this case, designation wise and
experience wise) based on factors that may influence the effect of motivation. In stratified
random sampling, the strata (groups) are formed based on members' shared attributes or
characteristics.Its advantages include minimizing sample selection bias and ensuring certain
segments of the population are not overrepresented or underrepresented.

Showing Sample

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Data Collection Instrument

We employed a self-administered questionnaire of descriptive type to collect primary data
before analyzing. This questionnaire is convenient in many ways. Firstly, the respondents
answer at their convenience. Secondly, there is no need to set up interview appointments.
Furthermore, no interviewer is present to inject bias in the way of questions asked. Moreover,
the low cost-per-completion makes it an economical method of surveying large sample.

Data analysis and Presentation:

We used SPSS (Statistical Package for the Social Scientists) as a data management and
statistical analysis tool which has a very versatile data processing capability. It is an
electronically storing questionnaire data. Data is stored in a spreadsheet-like table similar to
that of Microsoft Excel. It alsogenerates routine descriptive statistical data for question
responses, such as frequency counts of closed questions, distribution of multiple-choice
question responses etc. Itcreates graphical presentations of questionnaire data for reporting,
presentations or publication which also explores relationships between responses to different
questionscollating open question responses.

Background Information
Before analyzing data the background information on the employees at different level has been
shown throughout the following pi diagrams. We assume it will be helpful to understand the
range of area we’ve tried to cover with our research.

From the diagram above we see that, among the 130 people we conducted our
research on, 42%, i.e. 55 individuals were female and 58%, i.e. 75 individuals were
male.

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From the diagram above we see that, among 130 people we conducted research on, 28
individuals are of age 21-30 years, 43 individuals are of age 31-40 years, 40 individuals are
of age 41-50 years and 19 individuals are of age 51-60 years.

From the diagram above we see that, among 130 people we conducted research on, 102
individuals are University Graduate and 28 individuals are University Postgraduate.

From the diagram above we see that, among 130 people we conducted research on, 20
individuals are serving between 0-4 years, 35 individuals are serving between 5-8 years,
43 individuals are serving between 9-12 years and 32 individuals are serving for more
than 12 years.

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Effect of Extrinsic Motivation: We considered three factors as extrinsic motivation
determinant; They are Salary, Monetary Incentives and Compensation Package.

Statements Strongly Agree Uncertain Disagree Strongly

Agree Disagree
Salary 90% 8% 2% 0% 0%
Monetary 68% 23% 6% 2% 1%
Incentives
Compensation 77% 16% 6% 1% 0%
Package

Extrinsic Motivation
100%
90%
80%
70%
60%
50%
40% Salary
30%
20% Moneytary Incentives
10%
0% Compensation Package

The result showed that, extrinsic motivation is a dominating factor for motivation employees.
We considered three ramifications under this factor. Here, in case of salary, 90% respondents
agreed that salary motivates employees to improve their performance; meanwhile, 8% agree
with the fact, 2% are uncertain and no one disagrees. In case of monetary incentives, 68%
respondents agreed that monetary incentives motivate employees to improve their
performance; 23% agree with the fact, 6% are uncertain, 2% disagree and 1% strongly disagree.
In case of compensation packages, 77% respondents agreed that compensation packages
motivate employees to improve their performance; 16% agree with the fact, 6% are uncertain,
1% disagree and none strongly disagrees.
Effect of Job enrichment and performance appraisal: We categorized this section into four
different factors; they are work environment, responsibility, promotion and recognition and
appraisal for work done.

Statements Strongly Agree Uncertain Disagree Strongly

Agree Disagree
Work Environment 72% 22% 2% 3% 1%
Responsibility 52% 19% 7% 15% 9%
Promotion 65% 22% 10% 3% 0%
Recognition and 72% 18% 6% 3% 1%
Appreciation for work
done

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Job Enrichment and Performance

80%
Work Environment
70%
60%
50%
40% Responsibility
30%
20%
10% Promotion
0%

Recognition and
Appreciation for work
done

The study shows that job enrichment and performance appraisal is a very important
psychological motivating factor. Here, in case of work environment, 72% respondents agreed
that work environment motivates employees to improve their performance; meanwhile, 22%
agree with the fact, 2% are uncertain, 3% disagree and 1% strongly disagree. In case of
responsibilities, 52% respondents agreed that responsibilities motivate employees to improve
their performance; 19% agree with the fact, 7% are uncertain, 15% disagree and 9% strongly
disagree. In case of promotion, 65%% respondents agreed that promotion motivate employees
to improve their performance; 22% agree with the fact, 10% are uncertain, 3% disagree and
none strongly disagrees. In case of recognition and appraisal for work done, 72% respondents
agreed that recognition and appraisal for work done motivate employees to improve their
performance; 18% agree with the fact, 6% are uncertain, 3% disagree and 1% strongly disagree.
Effect of Relationships and security: Effect of relationships and security was divided into
three sectors; Relationship with superiors, Relationship with peers and Job security.

Statements Strongly Agree Uncertain Disagree Strongly

Agree Disagree
Relationship with 78% 15% 4% 2% 1%
Superiors
Relationship with 71% 16% 5% 6% 2%
Peers
Job Security 73% 18% 9% 0% 0%

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Relationships and Security

90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Strongly Agree Agree Uncertain Disagree Strongly
Disagree

Relationship with Superior Relationship with Peers Job Security

The result showed that, relationships and security is also a dominating factor for motivation
employees. We considered three ramifications under this factor. Here, in case of Relationship
with superiors, 78% respondents agreed that Relationship with superiors motivates employees
to improve their performance; meanwhile, 15% agree with the fact, 4% are uncertain, 2%
disagree and 1% strongly disagree. In case of Relationship with peers, 71% respondents agreed
that Relationship with peers motivate employees to improve their performance; 16% agree with
the fact, 5% are uncertain, 6% disagree and 2% strongly disagree. In case of Job security,
73%respondents agreed that Job security motivate employees to improve their performance;
18% agree with the fact, 9% are uncertain and none disagrees.

Effect of Authority to make decision and Growth Opportunity:

Statement Strongly Agree Uncertain Disagree Strongly

Agree Disagree
Authority to make 53% 12% 25% 6% 4%
decision in order to
complete task
Growth 76% 15% 5% 2% 2%
Opportunity

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Authority to make decisions in order

60%
to complete tasks
50%

40%

30%

20% Series1

10%

0%
Strongtly Agree Uncertain Disagree Strongly
Agree Disagree

Here, in case of Authority to make decision, 53% respondents agreed that Authority to make
decision. motivates employees to improve their performance; meanwhile, 12% agree with the
fact, 25% are uncertain, 6% disagree and 4% strongly disagree.

Growth Opportunity

80%
70%
60%
Percentage

50%
40%
30%
20%
10%
0%
Strongly Agree Uncertai Disagree Strongly
Agree n Disagree
Series1 76% 15% 5% 2% 2%

Here, in case of Growth Opportunity, 76% respondents agreed that Growth Opportunity
motivates employees to improve their performance; meanwhile, 25% agree with the fact, 5%
are uncertain, 2% disagree and 2% strongly disagree.

SUMMARY & FINDINGS OF THE STUDY

From the data analysis above, we find that, there are two parts to data analysis; the first part
provided the background data of the respondents and the second part represented elaborated
expression about their response are showed in the form of percentage under each section which
are Extrinsic motivation, Job enrichment and performance appraisal, Relationships and
security, Authority to make decisions and Growth opportunity.

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1. Effect of Extrinsic Motivation on employee performance: From the study
conducted above, It can be asserted with certainty that, extrinsic factors are great
motivator as majority of the respondents thinks. So an effective scheme of monetary
and extrinsic rewards should be made. It is also to be kept in mind that, after a
certain amount of time, employees may feel the requirement for more monetary
incentives.
2. Effect of Job enrichment and performance appraisal: Job enrichment and
performance appraisal are also a decent motivation factors. The effects of these
factors are more on the psychological perspective. If the working environment is
good, the employee will perform with more convenience and ease. Similarly, if the
employee is aware of the fact that his/her good performance is being appraised by
the top management and subordinates, then surely better performance can be
expected. Nonetheless in some cases, the employees may feel pressurized by
excessive workload and responsibility which that case works as a de motivator.
3. Effect of Relationships and security: Relationships with superiors and peers are
also important as deducted from the survey above. Similarly job security has also a
positive effect on employees’ performance as they feel more secured doing their
job knowing that they are secured with their job. That’s why it is better to provide
a legal agreement during joining.
4. Effect of Authority to make decision: If the employees are given authority to take
decision under their territories of expertise, then it may very well be used as an
enormous motivation tool. They shouldn’t be allowed to take decision outside their
range of operation.
5. Effect of Growth opportunity: If the employees feel that they have a great future
in their respective organization, they will work with more efficiency and
compatibility. So this is also a great motivator. Such motivating should be
established by exemplifying others working in the same organization.

CONCLUSION
The researchers inferred to the conclusion based on the research conducted above and the
respondents ‘repercussion of the questionnaire supplied, that motivation indeed has a
momentous effect on employee performance. From the data analysis presented above we can
clearly come to the decision that the factors taken into account during the survey (Extrinsic
factors, Job enrichment and performance appraisal, Relationships and job security, Authority
in decision making, Growth opportunity etc.),pragmatically dominates employees’ will to
perform and achieve goals of the respective organization. The factors considered under
Extrinsic motivation are salary, monetary incentives and compensation package; the factors
considered under Job enrichment and performance appraisal are work environment,
responsibility, promotion and recognition and appreciation for work done; the factors
considered under Relationships and security are relationship with superiors, peers and job
security; Moreover, Authority to make decisions, Growth opportunity and future prospects
were also taken into account. The result evidently represented the tangible sorting of how
motivation is responsible for upliftment of employee performance. From what the researchers

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found it can easily be stated that the connection between motivation and performance is quite
natural if not obvious. When the employees will get some extra drive and exertion, it is bound
to ameliorate their typical standard of performance.

RECOMMENDATION
The results obtained from this research can certainly be used very effectively to improve the
present scenario of motivation in different sectors of our country. It will help to establish a
more firm grip on not only organizational behavior but also employee psychology. Motivating
your employees is a delicate and purposeful challenge that requires more than an annual review
or jotting a few notes in someone’s personnel file. The following can be suggested on the basis
of the research and survey conducted above.

 Based on the result provided by the study, the organization can get an idea of the fact
if they require taking steps regarding motivation.

 The study can also be used to bring clarity concerning how to implicate different
theories of motivation into practical field of work.

 To inspect the extend up to which motivation has been able to meet employee prospect
expectation.

 To inspire these sectors to enforce more motivational tools in order to achieve more
successes.

 The results can be used to compare present scenario regarding level motivation and the
optimum rate of motivation should be applied to attain organizational goals most
effectively.

Future scope of the research

There are certainly more scopes for conducting research studies concerning motivation in the
future. The researchers conducted their study on banking sector. There are other sectors like
industrial sectors, marketing sectors, business sectors etc. These are the main economic power
provider for a country. If we can generate better outcomes from these sectors, our country is
bound to be developed. From the study above we see that motivation has a dominating impact
on employee performance, so, if we can find out more effective use of motivational tools from
these studies, it will certainly help to make our economic sectors more enriched.

REFERENCES
A Brief overview of advantages of self-administered surveys. Link:
http://www.readexresearch.com/advantages-of-self-administered-surveys/.
An empirical investigation of the motivational determinants of task performance: interactive
effects between instrumentality-valence and motivation-ability ByGalbraith, Jay R;
Cummings, Larry L Link:https://archive.org/details/empiricalinvesti00galb.

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Antecedents and consequences of employee engagement Alan M. Saks Joseph L. Rotman
School of Management,Centre for Industrial Relations and Human Resources,University
of Toronto, Toronto, Canada
Articles On Motivation – The Management Study Link:
http://www.managementstudyguide.com/motivation-articles.htm
Contemporary Management by G. Jones and J. George
Definition and meaning of motivation in Business – Business Consi. Link:
http://bconsi.blogspot.com/2013/06/definition-of-motivation-what-is-motivation.html
Employee Engagement: The key to realizing competitive advantage By Richard S. Wellins,
Ph.D., Senior Vice President Paul Bernthal, Ph.D., Director, Testing and Assessment
Design, Mark Phelps.
Employee motivation and productivity byBrown, Joyce (Joyce Foor); Ballard, B. J; Cress,
Mark; Montana. Personnel and Labor Relations Study Commission
ERIC ED137877: A Motivation Contract Model of Employee Appraisal. byERIC Link:
https://archive.org/details/ERIC_ED137877
Herzberg F (1987). „‟One more time: How do you motivate your employees? Harvard
Business Review.www.epnet.com accessed, Dec. 12, 2009.
Link: https://archive.org/details/employeemotivati00browrich
Link: https://www.shef.ac.uk/lets/strategy/resources/evaluate/general/data-analysis/spss.
Link: https://www.ukessays.com/essays/business/literature-review-of-concepts-and-theories-
of-motivation-business-essay.php
Literature review of concepts and theories of Motivation Published: 23, March 2015
Mullins LJ (2005). Management and Organisational Behaviour. Prentice hall. UK 7th Ed.
Resourcing and Talent Planning (Recruitment, Retention and Turnover). An annual report by
CIPD – 2015 Link: https://www.cipd.co.uk/binaries/resourcing-talent-
planning_2015.pdf
SPSS for data processing – The University of Sheffield
Survey Analysis: Employee Motivation by Generation Factors By Seleste Lunsford
The Importance of Employee Motivation by American Job Exchange Link:
http://www.americasjobexchange.com/employer/employer-articles/employee-
motivation
Vroom, V. H. (1964). Work and motivation. New York: Wiley. Understanding Employee
Motivation by James R. Lindner
Research and Extension Associate ,The Ohio State
UniversityLink:https://joe.org/joe/1998june/rb3.php
What are the advantages and disadvantages of stratified random sampling?EDT By
Investopedia | April 16, 2015 — 8:12 AM

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___Published by European Centre Tejgaon
for ResearchI/A,
Training and Development UK (www.eajournals.org)
Dhaka-1208
APPENDIX

Questionnaires for the survey about “Impact of Motivation On

employee Performances: A Case Study of Karmosangsthan Bank
Limited in Bangladesh.”

Origination:
Esteemed Sir,

Good day.We are a group of students from Yarn Engineering Department (39th batch) of
‘Bangladesh University of Textiles’ doing a survey about “Impact of employee engagement in
decision making and job performance” under the supervision of Md. NurunNaby (Depertment of
Textile management and Business Studies), our respected teacher. Through this abstract survey
your response will be very useful to find out the way of improving the present scenario by using
Effective Motivation on employee. This information will be used only for survey/ publication
purposes.
Thanks a lot for your kindness, time and information.

Section- A
Personal Data
Please complete this section by ticking the applicable box
1. Name:

2. Gender: Male Female

3. Age: 21-30 years 31-40 years 41 -50 years 51- 60years

4. Education Qualification:

5. Number of years served in your current sector

0- 3years 4- 6years 7- 10years10 Years above

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Your Current position:

SECTION B

Factors that Motivate Employee

Choose from the suggested list below your level of agreement or disagreement to the
following factors and indicate how each motivates employees in the banking sector.

Factors that Motivate Strongly Strongly

Employees Agree Uncertain Disagree
Agree Disagree

Nature of Work

Promotion in the Organization

Opportunity for Advancement

Responsibility (Authority to make

necessary decisions in order to
complete assigned tasks)

Appreciation for Work Done

Salary

Working Conditions

Relationships with Superior

Relationships with Peers

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SECTION C

Factors that serves as satisfaction or dissatisfaction among Employee

Please indicate how the following factors leads to your job satisfaction or dissatisfaction

Factors leading to Strongly Agree Uncertain Disagree Strongly

Satisfaction Agree Disagree
Recognition at work
place
Authority to make
necessary decisions in
order to complete tasks

Growth Opportunity

Management style

Monetary incentives
adequate

SECTION D
Determinants of Employee Performance
Choose from the suggested list below your level of agreement or disagreement to these
determinants of employee performance in the banking sector

Determinants of Employee Strongly Strongly

Agree Uncertain Disagree
Performance Agree Disagree

Qualification of Employee

Experience of Employee

Working Environment

Compensation Package (i.e.

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Financial and Non-Financial)

Job Security

Support from other colleagues

Age and Health Condition of

Employee

Retirement and Other Benefits

Does motivation has effect on your performance?

YES NO

This is the end of the questionnaire. Thank

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