1. EMPLOYEE MOTIVATION
Research Survey

2. RESEARCH OBJECTIVE
The survey is conducted to answer the following questions:

3. ARE EMPLOYEES MOTIVATED WHEN THERE IS
A CLEAR LINK BETWEEN
EFFORT, PERFORMANCE AND REWARDS?

4. ARE EXTRINSIC REWARDS THAT MOTIVATE
EMPLOYEES SALARY, MERIT BONUS,
ALLOWANCES (E.G., HOUSING),
CONTRIBUTIONS (MEDICAL & PENSION), AND
PAID LEAVE?

5. ARE INTRINSIC REWARDS THAT MOTIVATE
EMPLOYEES ACHIEVEMENT, RECOGNITION,
PROMOTION OPPORTUNITIES, WORKING
CONDITIONS AND JOB SECURITY?

6. ARE INDIVIDUAL PERFORMANCE-RELATED
REWARDS CONSIDERED MORE EFFECTIVE
THAN GROUP PERFORMANCE-RELATED
REWARDS?

7. DO MOTIVATIONAL JOB DESIGN CRITERIA
CONSIST OF SKILL VARIETY, TASK IDENTITY,
TASK SIGNIFICANCE, AUTONOMY, AND
FEEDBACK?

8. SURVEY QUESTIONS

9. BACKGROUND INFORMATION
Management Senior Management (Level 13-16)
Level
Middle Management (Level 9-12)
Lower Management (Level 6-8)
Race African Colored Indian White
Age ≤ 29 years old 30 to 50 years old ≥ 51 years old
Gender Male Female

10. QUESTION #1
Please rate how motivated you would feel by circling the number
that matches your view most closely?
1.1 if your efforts lead to a good performance appraisal
1 2 3 4 5
Not Slightly Moderately Very Extremely
Motivated Motivated Motivated Motivated Motivated
1.2 if you knew that a good performance appraisal would lead to a merit
1bonus 2 3 4 5
Not Slightly Moderately Very Extremely
Motivated Motivated Motivated Motivated Motivated
1.3 by receiving a merit bonus for good performance; i.e. would it satisfy
1a personal goal for you?
2 3 4 5
Not Slightly Moderately Very Extremely
Motivated Motivated Motivated Motivated Motivated

11. QUESTION #2.A
Please rate the importance of the following rewards to you by
circling the number that matches your view most closely.
Motivational Value
Extrinsic Rewards Extremely
No Slight Moderate Great
Great
Salary 1 2 3 4 5
Merit Bonus 1 2 3 4 5
Allowances (e.g., Housing) 1 2 3 4 5
Contributions (e.g., Medical &
1 2 3 4 5
Pension)
Paid Leave 1 2 3 4 5

12. QUESTION #2.B
Please rate the importance of the following rewards to you by
circling the number that matches your view most closely.
Motivational Value
Intrinsic Rewards Extremely
No Slight Moderate Great
Great
Sense of Achievement 1 2 3 4 5
Recognition 1 2 3 4 5
Promotion Opportunities 1 2 3 4 5
Working Conditions 1 2 3 4 5
Job Security 1 2 3 4 5

13. QUESTION #3
Which compensation system do you feel would
motivate you more?
Individual performance- Group performance-related
related rewards rewards
(Merit bonuses are only given (Everyone shares the merit
to individuals who have bonuses equally irrespectively
excelled) of individual work
performance)

14. QUESTION #4
Please rate how motivated this makes you feel by
circling the number that matches your view most
closely. Motivational Value
Job Design Criteria Extremely
No Slight Moderate Great
Great
Skill Variety 1 2 3 4 5
Task Identity 1 2 3 4 5
Task Significance 1 2 3 4 5
Autonomy 1 2 3 4 5
Feedback 1 2 3 4 5

15. SURVEY ANALYSIS

16. DATA SHEET

17. ANALYSIS SUMMARY
 Survey Data were:
 Collected from 52 employees
 Entered into MS Excel
 Analyzed using SPSS 17.0
 Data are represented numerically and graphically.
 Survey Analysis is represented into two sections:
 Descriptive Statistics
 Test Statistics

18. DESCRIPTIVE SUMMARY – BACKGROUND
INFO
Management Level Race
15%
Middle 34%
Management African
(Level 9-12) Coloured
Senior Indian
54%
Management
(Level 13-16) White
85%
8%
4%
Age Gender
35% 35%
51 years or
Femal
more
e
65% 65%

19. DESCRIPTIVE SUMMARY – BACKGROUND
INFO
 85% of the total employees participated in the survey
were from the middle management level, while 15%
were from the senior management level.
 Most employees were either African (54%) or White
(34%), while 8% of them were Indians and only 4% were
colored.
 65% of employees ages lied between 30 and 50 years
old, while 35% of them were 51 years old or more.
 65% of employees were men, while 35% of them were
women.

20. DESCRIPTIVE SUMMARY – EMPLOYEES’
RESPONSES
Compensation System
21%
79%
Group Performance-Related Rewards Individual Performance-Related Rewards

21. DESCRIPTIVE SUMMARY – EMPLOYEES’
RESPONSES
Influence of Effort & Rewards on Work Performance
30
25
20
15
10
5
0
Not Motivated Slightly Motivated Moderately Motivated Greatly Motivated Extremely Motivated
Effort - Appraisal Appraisal - Merit Bonus Merit Bonus - Self Satisfaction

22. DESCRIPTIVE SUMMARY – EMPLOYEES’
RESPONSES
Influence of Extrinsic Rewards on Work Performance
30
25
20
15
10
5
0
Not Motivated Slightly Motivated Moderately Motivated Greatly Motivated Extremely Motivated
Salary Merit Bonus Housing Allowances Medical & Pension Contribution Paid Leave

23. DESCRIPTIVE SUMMARY – EMPLOYEES’
RESPONSES
Influence of Intrinsic Rewards on Work Performance
35
30
25
20
15
10
5
0
Not Motivated Slightly Motivated Moderately Motivated Greatly Motivated Extremely Motivated
Sense of Achievement Recognition Promotion Opportunities Working Conditions Job Security

24. DESCRIPTIVE SUMMARY – EMPLOYEES’
RESPONSES
Job Design Criteria
30
25
20
15
10
5
0
Not Motivated Slightly Motivated Moderately Motivated Greatly Motivated Extremely Motivated
Skill Variety Task Identity Task Significance Autonomy Feedback

25. TEST STATISTICS – ANSWERING QUESTIONS
 Question #1
 Chi-Square Test: Significant. Good performance appraisals
and merit bonus significantly motivate employees.
 Correlation: the motivation to have a merit bonus caused by
the appraisal has the highest impact on employees.
 Question #2.a
 Chi-Square Test: Significant. Extrinsic Rewards significantly
motivate employees.
 Extrinsic Rewards ordered by motivation: (1) paid leave, (2)
merit bonus, (3) salary, (4) medical & pension
contributions, (5) housing allowances.

26. TEST STATISTICS – ANSWERING QUESTIONS
 Question #2.b
 Chi-Square Test: Significant. Intrinsic Rewards significantly
motivate employees.
 Intrinsic Rewards ordered by motivation: (1) promotion
opportunities, (2) sense of achievement, (3) recognition, (4)
working conditions, (5) job security.
 Question #3
 Chi-Square Test: Significant. Employees significantly prefer
individual performance-related rewards to group
performance-related rewards.

27. TEST STATISTICS – ANSWERING QUESTIONS
 Question #4
 Chi-Square Test: Significant for all criteria of job design
but task identity. Skill variety, task
significance, autonomy, and feedback significantly
motivate employees. Task identity does not significantly
motivate employees.
 Job Design Criteria ordered by motivation: (1)
feedback, (2) autonomy, (3) skill variety, (4) task
significance.

28. THANK YOU!