IMPACT OF EMPLOYEES MOTIVATION ON ORGANIZATIONAL EFFECTIVENESS ABSTRACT: The objective of the thesis was to find out the impact of employee motivation on organizational effectiveness. The study focused on (1) defining the motivation concepts and methods, (2) identifying the most motivating factors, and the linkage of employee motivation with an organization’s productivity and effectiveness. In addition, suggestions to increase employee’ level of motivation and direction for further study were also discussed.To gain deeper understanding of the research topic, different motivation theory models were reviewed. However, the attention was on analyzing the three motiva- tion theories of Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor theory, and Vroom’s Expectancy theory. In addition, quantitative method was used in order to acquire data. First, a questionnaire based on chosen theoretical framework was created. Later it was sent to all the students at Vaasa University of Applied Sci- ences, but with the target on currently working students.In conclusion, the thesis pinpointed money, personal growth, and work-life bal- ance as the three most influential motivation factors for employees. Nonetheless, the research also revealed the factors that motivate employees were not the same as the factors that retain employees at work. While there might still other ways to increase employee’ level of motivation, the practice of combining both physical incentives and spiritual stimulation was proved to be the most effective.TABLE OF CONTENTSContent PageTitle page - - - - - - - - - - iApproval - - - - - - - - - - iiDedication - - - - - - - - - - iiiAcknowledgement - - - - - - - - - ivAbstract - - - - - - - - - - vCHAPTER ONE: INTRODUCTION 7 Background of the study 7 Objectives of the study and research questions 7 Methodology 8 Structure of the study 8CHAPTER TWO: THEORETICAL FRAMEWORK 10 The definition of motivation 10 The concept of motivation 11 Motivation methods 13 The importance of motivation on organizational effectiveness 16 Maslow Hierarchy of Needs 18 Herzberg’s two-factor theory 22 Vroom’s Expectancy theory 24 Summary of theories 26CHAPTER THREE: RESEARCH METHODOLOGY 28 Research methods 28 Data collection 29 Data analysis process 31 Validity and reliability 31 Limitations 32CHAPTER FOUR: EMPERICAL STUDY 33 The background questions 33 Motivation levels 34 Motivation factors 37 Job retention and recommendation 40 Summary on research’s findings 41CHAPTERCONCLUSION 43 Conclusions 43 Recommendations 43 Direction for further study 44REFERENCES 45APPENDICES 52LIST OF FIGURES AND TABLESFigure 1. Structure of the studyFigure 2. Intrinsic and Extrinsic Motivation (Ryan & Deci 2000)Figure 3. Motivation factors (TINYpulse Employment Engagement Organizational Culture Report 2014)Figure 4. Maslow’s Hierarchy of Needs (Finkelstein 2006)Figure 5. The two-factor theory of motivation (Weiner 2012)Figure 6. Vroom’s expectancy theory (Scholl 2002)Figure 7. Summary of theoriesFigure 8. Respondents’ age groupFigure 9. Respondents’ years of workingFigure 10. Respondents’ motivation levelFigure 11. Motivation and work performance linkageFigure 12. Maslow’s and Herzberg’s Ideas comparedFigure 13. Theories supporting evidenceFigure 14. Motivation factorsFigure 15. Reasons for job retentionFigure 16. Respondents’ feeling about workFigure 17. Job retentionFigure 18. Job recommendationCHAPTER ONR: INTRODUCTION - This chapter aims at drawing a brief outline and explain the objectives of this study through three separate sections: (1) background of the study, (2) purposes and objectives of the study, and (3) structure of the study. The first section sup- ports general understanding of the topic. The second one clarifies the purposes and objectives of the study followed by the third section which includes a short description of the framework of the study. Background of the studyToday in a world of competitive corporate environment, every company – regard- less of scales and markets is striving to gain competitive advantage(s), to perform better and to achieve productivity and effectiveness. In order to do that, it is im- portant for an organization to clearly define its objectives, and to know how to do it well with the use of available resources. However, mentioning an organization’s resources, it is the human resources that fill all the gaps between each step to suc- cess. Personnel are the one who use their competencies and knowledge to provide support to the company as the way of achieving goals. Organizations across the globe that consider their human resources as a central core of the business and continuously increase the level of their employees’ motivation and performance tend to be more effective (Adi, 2000, Anka, 1988, Rothberg 2005). Objectives of the study and research questionsAn effective organization is defined as the competency of a company to achieve its intended objectives (Etzioni 1964). According to Waterman and Peters (1982), there are elements in an organization that needs to be coordinated and supported in order to achieve the organization’s productivity and effectiveness. They are classified as hard elements (strategy, structure, and systems) and soft elements (share values, skills, style, and staff). This study, however, will concentrate only on the staff element and with the focus on employee motivation, since it is notable that there exists a strong relationship between employees’ motivation and organi- zational effectiveness. Employees with high motivation are thought to have betterwork performance, and overall resulting in a better, more productive and effective company performance (Abbah 2014).Acknowledging the importance of employees’ motivation in everyday work, the research is carried out with the aims to:· Study the definition of employee motivation, its concepts and methods, and the link of it to organizational effectiveness· Find out what factors motivating employees the most· Provide suggestions for companies and managers in order to increase employees’ motivation. MethodologyBoth primary and secondary data collection methods will be used in order to ac- quire data for this research. First, secondary data will be gathered through such sources as books, articles, and from online platforms to get a thorough under- standing about the research. Theoretical framework of this study is built based on the knowledge gaining from this step. Furthermore, primary data will be obtained through a tailored-made survey which will be implemented by sending it to stu- dents studying at Vaasa University of Applied Sciences. Structure of the studyThe study comprises five sections. The first section introduces general infor- mation, including the background, purpose and objectives, and structure of the study. The study’s theoretical framework is presented in the second section. All the theories related to employee motivation are outlined and explained. The fol- lowing chapter describes the research methodology chosen in this study. Also, the limitations, as well as validity and reliability are also explained in this section.Figure 1: Structure of the studyThe fourth section focuses on the empirical study. Research’s data and results are analyzed and discussed with illustration of figures, tables, and charts. The study closes with conclusion and recommendations for further study..