Job Thesis Proposals Samples For Students

Performance measurement can be defined as the process of collecting, analyzing and reporting of the relevant information regarding the organization’s performance. Performance measurement is a fundamental building block of the total quality management and the total quality organization. This paper therefore aims at developing two job performances that can be used as in the job selection process. (Hatry 50).
The first method I will employ in the performance is the use of Behaviourally-Anchored Rating Scale, this method is preferred for the development of the job performance measures because of its unique measurement properties. First, it relies on the ...

INTRODUCTION

The society is aware that unemployment negatively affects the economy and the quality of life of many people in general. Many efforts had been put into reducing unemployment along with the high cost that comes with these efforts. Due to the apparent effect of unemployment, many people often propose on how unemployment may be lowered without thinking much about the many factors that come into play with regards to unemployment. A good proposal should not only focus on the solutions, but on the underlying principles as well. Likewise, this paper will focus on concepts that are relevant to unemployment, ...

Increasing Productivity in the Public Sector

Abstract
Employee productivity has been identified as a key success factor in an organization. However, there is limited research linking human resource management practices to employee productivity in the public sector. This study aims to identify how four human resources management practices – compensation, stress management, training and development, and performance appraisal – correlate to increasing employee productivity in the public sector. This is a qualitative study that makes use of a survey questionnaire as the primary research instrument.
Keywords: productivity, human resource management, HRM, public sector, government

Background

The public sector workforce has long been documented as having lower productivity when compared ...

INTRODUCTION

A Director at the University of Georgia Atmospheric Sciences Program posed a question during an interview with the Ebony magazine “Why African American girls May Be Left Out of the 21st Century Job Market”. The answers to the question seem to be glaring simple and complicated at the same time. African Americans, especially girls in the science, technology, engineering and mathematics (STEM), continue to record decreasing numbers careerwise. Will all the data pointing to the fact that STEM jobs in the 21st century are considered the best jobs with the top 15 emanating from any one f those fields.
...

Scientific Merit Review Rewrite

Online education is a method of learning that has increased in popularity over the last couple of years. The reason behind its popularity is because the students that participate in it have a wide range of opportunities to engage in other activities while they are not studying. These activities are like work and take care of families for the ones who have them. The corporate sector is however finding it hard to employ online graduates as compared to the traditional college and university graduates.

The results of studies carried out can be attributed to research on 101 different employers in the ...

Research & Writing

The changes in the society and the role of parents have created a number of challenges for parents. Parents are rarely in the position to stay at home and care for their children because of the changes in the economic structure of the country. More often, single parent family do not allow for parents to stay at home and this leaves the parents with the problem of having to try to balance work and taking care of the family especially when illness and new birth occurs in the family. While employers offer medical and family leave under the state’ ...

THESIS PROPOSAL

Preface
This thesis proposal outlines my thesis paper and describes the research that is to be conducted in the next coming months.
The target audience for this study is the supervisor and the appointed supervisory committee and any interested colleagues, and its intended to get feedback on the work so far presented as well as a discussion of the research plan.
It’s hoped that there is an adequate and open minded audience that will provide a rich, constructive and valuable feedback.
I would also like to thank my supervisor and colleagues for their worthy contribution and ...

Bullying occurs in all walks of life be it at home, in school or even in the work place. Research clearly shows that 1 in every four people is being bullied. Bullying is and has been a major source of pain to most people causing hurt feelings and trauma. It leads to emotional pain and scar that heal slowly or never heal at all. This is the reason I chose this topic; the purpose of this study is to continue to sensitize rational individuals about the pain and suffering that the victims of bullying are forced to live with. A ...

MEMORANDUM

ABC Company has for a long time been the leading marketing company nationally. However, the current analysis of this company's performance has revealed that it is not performing to its optimum potential. The need to improve the employees' performance has prompted the research teams to develop various proposals to help us achieve this ultimate goal. I take this opportunity to inform you that a study will be conducted to determine the role of management in the motivation of employees and the effectiveness of the motivational strategies used in ABC Company. In addition, there will be a discussion on the importance of motivation at ABC Company to develop a better motivational tool thatto help this company revive and re-establish itself. The members would be expected to cooperate during the study. They would also be expected to give accurate information to establish the right intervention measure.

In closing, I would like to say that the success of this proposal shall depend on your cooperation. I believe that achieving this proposal's objective shall propel the company's organizational performance to higher levels. Please let me know if you have any questions or comments.

Summary

ABC has long been rated as the best marketing company in the country. This performance has been attributed to the tireless effort of the employees. However, in the last two years, the annual general meetings have revealed a significantly low turnover, and the profits generated have significantly reduced. The research team, in collaboration with the management, has been working tirelessly in trying to find out what might be the problem. For a long time, this company has been assessing human resources management by assessing their performance and implementing a good salary system. This form of management has been successful until recently when despite a good salary system, the general performance has been unappealing.

The company is therefore committed to establishing a better motivational tool that may help counteract the company's current state. A study on a correlation among corporate productivity, performance assessment system, and motivational strategies will be conducted to find information necessary for the formulation of appropriate strategies necessary for improving the company's performance.

A survey with multiple choice questions will be conducted to elucidate the correlation among various factors acting on companies. In order to obtain as unbiased answers from responding companies as possible, the survey questionnaires should be as innocuous as they can be.

In the survey conducted, the respondents will be allowed to choose more than one answer to each question to minimize any interference or control by the surveyors. The obtained answers to the questionnaire are then subjected to analysis. An initial proof that the proposed methodology works would be shown in terms of correlation coefficients showing the correlation between corporate productivity against the performance appraisal system and motivation system.

The data collected shall be presented with graphs, pie charts, or tables. The conclusion made shall form a base through which the motivational process shall be prioritized. The findings and recommendations shall then be announced to the staff members so that they know the relevance of the new research and ensure that they cooperate accordingly to the new adjustments.

Purpose

The current era is full of external stimuli from different sources such as media, the internet, and people. These stimuli tend to fix any individual to a certain pattern, which he or she may not afford or sustain. This would eventually create stress for such a person, leading to poor performance in the organization. However, through appropriate motivation, such individuals can be made to understand themselves and how they can always be themselves without being swayed away. This research is to determine and provide a better art of motivating workers by basing on psychological motivation.

The Scope

The scope of this study is limited to large-scale organizations. This is because the study requires highly trained personnel and statisticians who can conduct the appraisal accordingly to avoid wrong intervention.

The Problem

The fact that every employee has different needs and desires implies that the nature of motivation used to motivate such employees should cater to these specific needs if the organization's productivity is expected to improve. This is because an employee's work productivity is affected by their needs. Managers should also acknowledge the differences in behavior among members and understand the motivation that each member expects.

This era of information explosion has brought about some advantages as well as disadvantages. A lot of information is being passed on how to motivate workers, but this information is meant only for some specific big organizations that can give out rewards to their workers without any loss. However, these organizations still cannot realize their optimum potential. It implies that the systems of performance appraisal are poor, and the motivational strategies cannot satisfy the needs of the employees. Due to this, this paper finds its base in researching the motivational ways that can be used to improve the status nationally.

Hypothesis

There is a close correlation between corporate productivity, performance appraisal system, and the motivational system employed.

Assumptions of the Study

The research assumes that the current poor performance of the company is attributable to the inadequate motivational system and that the era of information explosion is negatively impacting the worker's performance, and hence the need to adjust the motivational system accordingly can solve the current problems experienced by the company.

Limitations of the Research

Adopting several motivational systems and conducting performance appraisals is extremely expensive. Due to this, the research would only be significant for large companies.

Literature Review

Performance appraisal systems have a vital role in the organization's success (Latham, 2007). This is because it forms an important mechanism for controlling the organization, where employees can view their performance in the immediate past and take concrete actions for improvement. It also provides important information for human resource management to create fair and correct decisions regarding intervention measures, promotions, incentives, training programs, and career management (Goble, 1970). Companies typically require different performance appraisal systems tailored to the needs of their functions and processes.

For appropriate motivation, appropriate performance assessments must be done (Goble, 1970). Especially the provision of feedback to enable employees to learn how they worked; setting specific goals about what employees should do; team building to enable employees to participate with colleagues and managers in solving problems that hinder productivity, and monetary incentives that reward good performance.

According to Maslow (1954), three factors affect performance: 1) individual factors such as ability, skill, family background, and experience of employment, social and demographic levels. 2) Psychological factors like perception, roles, attitudes, personality, motivation, and job satisfaction. 3) Organizational factors, including organizational structures, job design, leadership, and reward systems.

Most organizations are using different modes of performance appraisal. Compensation is one of the most common. Compensation refers to the benefits received by employees for services rendered to the company, including financial benefits like salary, wages, incentives, bonuses, insurance, allowances, and non-financial benefits like the work environment and payroll systems. These rewards can motivate some employees but not all (Maslow, 1943). Employees will be motivated to perform better when they feel the benefits meet their internal and external needs. Companies must realize that their compensation system affects employee motivation. Per equity theory (Oliver, 1974), the most motivated employees perceive their rewards as equal to their contributions. Feeling rewarded comparably to peers means being treated fairly. Conversely, Maslow's hierarchy of needs states that motivation stems from meeting human needs in a certain order. Although these theories attempt to explain motivation, they may not be feasible today. This research aims to provide a more practical motivational approach to address the limitations of other theories.

Research Design

This study will use a qualitative design with a questionnaire covering various aspects of performance appraisal and motivational systems to collect employer perspectives on motivation and its influence on productivity. Productivity levels will be determined via a balance sheet review. Spearman rank correlation coefficients will determine the correlation between productivity, performance appraisals, and motivational systems.

Data Presentation

Collected data will be presented in simple graphs, with the y-axis showing agreement levels on performance appraisal and motivation aspects. The graph will reflect that a nurturing environment where contributions are valued is more important than rewards.

Strong retention correlates like pride, affinity for the work, leadership, trust, and teamwork indicate appropriate rewards should create an overall positive environment for employers and employees. Individual employee agreement levels on motivational aspects will be determined through survey questions.

References:

Goble, F. The Third Force: The Psychology of Abraham Maslow. Richmond, Ca: Maurice
Bassett Publishing, 1970. Pg. 62.
Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The motivation to work.

New York: John Wiley & Sons.
Latham G, (2007) ‘Work Motivation-History, Theory, Research and Practice’ Foundations
for Organizational Science, Sage Publications California
Maslow, A, (1943) A Theory of Human Motivation, Psychological Review 50(4):370-96
Maslow, A. (1954). Motivation and Personality. New York: Harper. pp. 236
Oliver, R. (August, 1974). Expectancy Theory Predictions of Salesmen’s Performance.

Journal of Marketing Research 11, 243-253.