Possible Proposal Outline
Employees may play a significant part in determining the rate of success that a company or organization experiences. This is made possible because a positive work environment influences the motivation that the employees have towards the work and thus their satisfaction through the creation of a positive working environment. Human resources department can correct any negative behavior by employees or their supervisors. Satisfaction of the employees can help companies retain their employees. Negative working environments affect the employee’s performance and negatively impacted their motivation, showing a need to create a positive work environment for employees (Hanaysha et al., 2018).
The literature review will addresses the negative effects of a negative work environment among employees. A supportive work environment could improve the ability of an organization to retain its employees. The gaps in literature could be fulfilled by conducting research that focuses on identifying the effect of a positive work environment on retaining employees. The literature review will be essential for providing mewiththe correct methodology and approach to the research and providingcredibility of myresearch after reviewing relevant scholarly and peer-reviewed articles (De Sousa Sabbagha et al., 2018).
1. A positive work environment could increase employee motivation.
2. A positive work environment could increase the ability of an organization to
retain its employees.
3. Correcting negative behaviors among employees could reduce workplace violence.
Significance of the Study
The significance of this study will be to help workplaces understand the importance of creating a positive work environment to foster employee retention and reduce workplace violence. This will help organizations reduce extra costs incurred in re-training employees as a result of employee turnover. It will also help companies achieve a competitive advantage due to retaining highly skilled and innovative employees. This would help organizations and companies achieve sustainability.
The objective of my work will be to conduct a study to demonstrate how creating a positive working environment by the human resources could be created help companies and organizations engage employees and, in turn, reduce workplace violence and reduce employee turnover capabilities in the companies.
There are increasing rates of employee turnover and workplace violence as a result of negative workplace environments. This has affected companies as they have lost competitive and highly innovative employees. Attempts to retain employees and reduce workplace violence through other strategies have failed to address the high employee turnover and workplace violence in the workplaces.
Proposed Data Collection and Data Analysis
Data collection will first begin with identifying the right sample for my research since. This will include obtaining information concerning the levels of employee satisfaction and the manager’s view on how employee satisfaction can be improved. The check sheet will involve a blank form designed to efficiently, easily, and quickly record the needed information, either qualitative or quantitative. My data will be collected from diverse sources, including peer-reviewed articles, journals, books, government publications, and reputable organizations relevant for understanding how workplace environments can be improved. According to Dr. Wallace’s recommendation, I will also use an interview data collection method for qualitative data. Due to the current pandemic, a call may be made to the companies to seek clarification on what they are doing to ensure employees are motivated.
This will be specific in identifying, selecting, processing, and analyzing my topic’s information. Therefore the methodology will help in evaluating the reliability and validity of my data. The first method will involve the qualitative method, which involves meaning the quality of employee satisfaction by describing the characteristics and traits categorization. The qualitative details of data will be obtained from observed sources that cannot be categorized numerically, like how healthy the workplace is, how clear the communication process is and whether the employees are satisfied or not.
While quantitative methodology involves analyzing the numerical and statistical data related to the level of employee satisfaction. The numerical information such as the amount of employees pay, the period (in years) it takes for one to get promoted, and the annual salary increments. These are some factors that will be evaluated to understand how they relate to better job satisfaction (Lorincová et al., 2019).
Al-Madi, F. N., Assal, H., Shrafat, F., & Zeglat, D. (2017). The impact of employee motivation on organizational commitment. European Journal of Business and Management, 9(15), 134-145. https://www.researchgate.net/profile/Fayiz_Shrafat/publication/343141142_The_Impact_of_Employee_Motivation_on_Organizational_Commitment/links/5f18c0f3299bf1720d5c898b/The-Impact-of-Employee-Motivation-on-Organizational-Commitment.pdf
Antoni, C. H., Baeten, X., Perkins, S. J., Shaw, J. D., & Vartiainen, M. (2017). Reward management: Linking employee motivation and organizational performance. https://doi.org/10.1027/1866-5888/a000187
Hanaysha, J. R., & Majid, M. (2018). Employee motivation and its role in improving productivity and organizational commitment at higher education institutions. Journal of Entrepreneurship and Business, 6(1), 17-28. https://www.researchgate.net/profile/Jalal_Hanaysha/publication/326043679_Employee_Motivation_and_its_Role_in_Improving_the_Productivity_and_Organizational_Commitment_at_Higher_Education_Institutions/links/5b3adff34585150d23f1dfab/Employee-Motivation-and-its-Role-in-Improving-the-Productivity-and-Organizational-Commitment-at-Higher-Education-Institutions.pdf
De Sousa Sabbagha, M., Ledimo, O., & Martins, N. (2018). Predicting staff retention from employee motivation and job satisfaction. Journal of Psychology in Africa, 28(2), 136-140. https://doi.org/10.1080/14330237.2018.1454578
Girdwichai, L., & Sriviboon, C. (2020). EMPLOYEE MOTIVATION AND PERFORMANCE: DO THE WORK ENVIRONMENT AND THE TRAINING MATTER?. Journal of Security & Sustainability Issues, 9. https://web.b.ebscohost.com/abstract?direct=true&profile=ehost&scope=site&authtype=crawler&jrnl=20297017&AN=141606530&h=GgKpCbj2teR4EstpuNZV0a0FOzbZh5FFkJkKhM4S2%2flZ64In7hud4LZXLQu7bcjmVaj6V6RZ7XBvfSla9KJG0g%3d%3d&crl=c&resultNs=AdminWebAuth&resultLocal=ErrCrlNotAuth&crlhashurl=login.aspx%3fdirect%3dtrue%26profile%3dehost%26scope%3dsite%26authtype%3dcrawler%26jrnl%3d20297017%26AN%3d141606530
Lorincová, S., Štarchoň, P., Weberová, D., Hitka, M., & Lipoldová, M. (2019). Employee motivation as a tool to achieve sustainability of business processes. Sustainability, 11(13), 3509. https://www.mdpi.com/2071-1050/11/13/3509
Olusadum, N. J., & Anulika, N. J. (2018). Impact of Motivation on Employee Performance: A Study of Alvan Ikoku Federal College of Education. Sigma, 1, 1. DOI:10.5430/JMS.V9N1P53
Ozkeser, B. (2019). Impact of training on employee motivation in human resources management. Procedia Computer Science, 158, 802-810. https://doi.org/10.1016/j.procs.2019.09.117
Pang, K., & Lu, C. S. (2018). Organizational motivation, employee job satisfaction, and organizational performance. Maritime Business Review. https://www.emerald.com/insight/content/doi/10.1108/MABR-03-2018-0007/full/html
Razak, A., Sarpan, S., & Ramlan, R. (2018). Effect of leadership style, motivation, and work discipline on employee performance in PT. ABC Makassar. International Review of Management and Marketing, 8(6), 67. DOI: https://doi.org/10.32479/irmm.7167
Thokozani, S. B. M. (2017). Strong vs. weak organizational culture: Assessing the impact on employee motivation. Arabian Journal of Business and Management Review, 7(1), 2-5. DOI:10.4172/2223-5833.1000287
Van der Kolk, B., Van Veen-Dirks, P. M., & ter Bogt, H. J. (2019). The impact of management control on employee motivation and performance in the public sector. European Accounting Review, 28(5), 901-928. https://doi.org/10.1080/09638180.2018.1553728