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Title of the course

Student's name

Professor’s Name

Email Address

Date of Submission
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Table of Contents
Introduction .................................................................................................................. 3
Research Problem ........................................................................................................ 4
Research Questions ...................................................................................................... 5
Literature Review ........................................................................................................ 5
Research Methodology and Framework .................................................................... 7
Data Analysis ................................................................................................................ 8
Hypotheses Testing .................................................................................................... 11
Findings and Observations ....................................................................................... 13
Recommendations ...................................................................................................... 13
Conclusion and Future Scope of the Research ........................................................ 13
References ................................................................................................................... 15
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Executive Summary
The paper examines the impact of employee motivation on organizational
performance in Emirates NBD Bank. The paper aims to determine the employees’
motivation level which could make the performance of the organization more better,
to investigate the correlation between a firm's performance and workers' motivation in
the Emirates NBD Bank, to recommend ways, by adopting which, UAE Emirates
NBD Bank can enhance its workers’ performance. The nature of present research is
exploratory and uses the approach of mixed research methodology. It can also be
categorized as applied and inductive research. To gather primary data, structured
questionnaires were used in the survey. On the other hand the annual reports of the
banks were used to gather secondary data. During the pre-testing phase, Cronbach-
alpha test was performed on the twenty structured questions, presented in the
questionnaire, and also on the feedback of twenty-five respondents, received using
these questions. On the feedback pattern, the result of the test provides a quite higher
level of validity that is 0.82. This high score was found for the complete analysis of
the response pattern, which was obtained by asking the questions under Level of
Motivation at Workplace section. By using 12.61% as a margin of error and 95% as
the confidence interval, this research has utilized the sample size of sixty respondents
with 80% as its approximated rate of response. Leading bank, used in this research
was Emirates NBD Bank. Likert scale was used to record the responses and codes
were assigned to each response. A comprehensive analysis of respondents' profile
indicates that junior executives constitute 33% of the respondents, middle executives
constitutes 55% of the respondents, managers were 7%, and only 5% were senior
managers. The results show that workers of Emirates NBD Bank have a moderate
level of motivation which needs to be enhanced. It is identified that work impact was
the preferable option, which by response pattern, plays a significant role in
influencing the performance enhancement. On the other hand, the involvement of
management was the least preferable element. Regarding recommending suitable
ways through which Emirates NBD Bank can enhance its performance, work impact
remains the preferable option for the majority of respondents while the culture of the
firm was opted by least number of respondents.
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Introduction
In an organization, the primary goal of HR is to manage the employees
effectively by motivating the positive behaviour such as increasing motivation, job
satisfaction, productivity, and organizational citizenship attitudes and minimizing the
negative attitudes of employees such as deviant workplace behaviour, increased
absenteeism, and turnover. Collective appearance of these factors defines the
performance of individual employee at work. As stated by Snell and Bohlander
(2010), there is a direct relation between the employee performance and overall
success and performance of the organization. So, organizations should focus more on
this relationship. Therefore, it is essential for the company to make sure that workers
are encouraged to function at their best. It has been stated by Lazaroiu (2015) that
each worker is encouraged by a different motivation whether it be external or internal,
non-monetary or monetary. This research by Lazaroiu (2015) further explained that
the non-monetary techniques like work-life balance, employee empowerment, job
enrichment, recognition, appreciation are the preferred ways of motivating the
employees during critical economic conditions that an organization faces.

Research Problem
After the economic recession in the year 2000- 2001, at a greater level a dip
was taken by the economy in UAE again in the year 2014-15. For UAE, the year
2018-2020 would be challenging. The study further forecasted that in the macro
environment, this fluctuation would have a dual effect on the employees and
employers. Contrary to this, in such type of conditions, constant efforts are made by
the organization to survive by enhancing the efficiency and minimizing the costs, and,
conversely, a clear drop is visible in the employee morale.
As stated by Shields (2016), lowering of the morale of employee not only
discouraged the workers but also minimized their commitment to the company and
impacts negatively the employees’ performance. It is identified in the literature that
the relation amongst organizational performance and employee motivation has not
been estimated within the Emirates NBD Bank’s parameters.
Past researches conducted on the relationship amongst the organizational
performance and employee motivation in various other industries of different areas
have been conducted from a singular perspective, and therefore completeness
approach was not there. So, the recent researches are concentrating more on
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evaluating the relationship amongst the organizational performance and employee

motivation in the Emirates NBD Bank.

Research Questions
 To determine the employees’ motivation level which could make the
performance of the organization more better
 To investigate the correlation between a firm's performance and workers'
motivation in the Emirates NBD Bank
 To recommend ways, by adopting which, UAE Emirates NBD Bank can
enhance its workers’ performance

Literature Review
Motivation is a psychological force that directs the behaviour of workers
towards achieving the goals of the organization, i.e. improved productivity and better
customer services. It was explained by Shin and Konrad (2017) that the motivational
factors enhance the performance of an employee along with organizational
performance. The performance of an organization can only synergize if its workers
are well motivated and satisfied with the work.
Motivation was explained by Osabiya (2015) as the psychological factor that
transferred the behaviour of an individual in an organization towards some positive
activities that lead to increasing the productivity of the organization. In this modern
world, monetary as well as non-monetary benefits are offered by the organizations to
its workers for keeping them motivated, as these rewards are now essential for the
optimum performance of an organization.
As identified by Aguenza and Som (2018), the prime factor for getting the
required performance level is the motivated employees, as the motivated workforce
do all the possible attempts to perform up to the required mark. It was described by
Hogan and Coote (2014) that the driving force is employee motivation that
encourages that behaviour of employees which leads to high-level of organizational
performance due to increased employee productivity. The workforce gets energy due
to motivation, and this directs the employee behaviour towards high-level
performance to get organizational and personal objectives.
Giving monetary and non-monetary incentives motivates the employees, and
the motivated workforce put maximum efforts to contribute positively in the better
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organizational performance. Extrinsic and Intrinsic rewards are helpful in keeping

workers motivates, increased satisfaction, retention of talented employees, and
enhance the performance of workers, low turnover rate and form loyalty of employee
(Olusadum and Anulika, 2018).
Recently, the compensation plan based on equity, i.e. giving shares to the
worker are being utilized by the companies for giving compensation to staff as
rewards of their highly optimum performance. These rewards are highly significant
tools for giving ownership sense to workers that lead to enhancing organizational
productivity (Saridakis and Cooper, 2017). The performance-based reward bonus
system is utilized for motivating the workers to work hard for achieving the objectives
of the organization and competitive benefits over the rivals.
Findings of various researches supported that extrinsic and intrinsic rewards
act as positive motivators towards achieving the organizational objectives along with
improving the organizational performance (Saridakis and Cooper, 2017). Many
researchers conclude that extrinsic and intrinsic rewards resulted in employee
motivation and therefore leads to high-level of organizational performance.
Employee motivation depends extremely on intrinsic and extrinsic rewards.
Shahzadi, Javed, Pirzada, Nasreen and Khanam (2014) researched small and large-
scale organizations to identify the connection between organizational life cycle and
reward system. They explained that skilled employees are hired by large
organizations that’s why they offer a better intrinsic and extrinsic reward as compared
to small-scale organizations with less skilled workers. Performance of an employee is
directly proportional to the rewards. The finding of numerous studies showed that
intrinsic rewards are more efficient as compared to extrinsic rewards for getting the
required level of employee’s motivation.
The bottom line results are measured by the dependent variable of the
company's performance on which the motivation of employee affects (Saridakis and
Cooper, 2017). The construct of organizational performance is mostly demonstrated
by items like efficiency, if only a few available resources are used by the organization
to fulfill its objectives, effectiveness, if the organization, development meet the
objectives, if a capacity is developed by the organization to cope with future
challenges and opportunities, satisfaction of every participant - investors and owners,
society, customers, other companies, and organization members, innovation, for
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processes and products, and quality, i.e. percentage of the products having high-
quality (Saridakis and Cooper, 2017).

Research Methodology and Framework

The nature of present research is exploratory because this research was aimed
to provide information about the study area on which no appropriate research has
been conducted before, about the UAE's Emirates NBD Bank. To conduct this
research, the approach of mixed research methodology was followed as secondary
sources were used to gather some data and information and also unstructured and
structured questionnaires were utilized to collect the feedback of the respondents
which could be referred as primary data.
Furthermore, current research can also be categorized as applied and inductive
research. The reason for classifying it as inductive research is that this research
reasonably inferred and determined a correlation between a firm's performance and
workers' motivation by observation. It is classified as applied research because this
research has investigated practical issues regarding the various conceptions and
theories, created on a firm's performance and workers' motivation, and then
established a relationship between the two.
As stated before, current research has utilized both secondary and primary
sources to gather its required data and information. To gather primary data, structured
questionnaires were used in the survey. On the other hand, the annual reports of some
banks and also reports which were related to Emirates NBD Bank were used to collect
required secondary data. Total 21 questions were asked in the questionnaire, and the
questionnaire was tested for its validity. During the pre-testing phase, Cronbach-alpha
test was performed on the twenty structured questions, presented in the questionnaire,
and also on the feedback of twenty-five respondents, received using these questions.
On the feedback pattern, the result of the test provides a quite higher level of validity
that is 0.82. This high score was found for the complete analysis of the response
pattern, which was obtained by asking the questions under Level of Motivation at
Workplace section.
This research has utilized the population size of approximately 7000 workers
of 6 leading UAE banks. By using 12.61% as a margin of error and 95% as the
confidence interval, this research has utilized the sample size of sixty respondents
with 80% as its approximated rate of response. Leading bank, used in this research
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was Emirates NBD Bank. Likert scale was used to record the responses and codes
were assigned to each response.
Simple random sampling without replacement technique was used to gather
the feedback, using a questionnaire, from every bank. As the study was intended to
infer a conclusion from the collected data, it was not possible to use the technique of
non-probability sampling. A comprehensive analysis of respondents' profile indicates
that junior executives constitute 33% of the respondents, middle executives
constitutes 55% of the respondents, managers were 7%, and only 5% were senior
managers.
The measurement of items is done with a scale having a range from 5 = very
good to 1 = very bad, asking the participants to report the performance of the
organization over the last 3 years for reducing the anomalies and random fluctuations
in the data. For instance, the appropriate wording used for the effectiveness item will
be, “What would be your rating for the overall effectiveness of the organization for
the last 3 years?” and for efficiency item it will be, “what would be your rating for the
overall efficiency of the organization for the last 3 years?”

Data Analysis
In this research, a descriptive analysis technique was used to describe the
profile of respondents and their patterns of responses. To test the hypothesis of this
research, various statistical measures have been utilized, for instance, standard
deviation, mean, variance, the coefficient of correlation and T-Test etc. The questions
which were asked about each research objective are presented in the below-mentioned
Table 1.
Table 1. Research Questions and Research Objectives
No. of Statement of Research Objective Related
Research Questions
Objective (Refer
Questionnaire)
1 To determine the employees’ motivation level Question no. 1-3
which could make the performance of the
organization more better

2 To investigate the correlation between a firm's Question no. 12-

performance and workers' motivation in the 20
Emirates NBD Bank
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3 To recommend ways, by adopting which, UAE Question no. 21

Emirates NBD Bank can enhance its workers’
performance

Table 2 provides the descriptive statistics of the pattern of responses,

generated from the questions which were asked to determine the worker’s motivation
level so that their performance can be improved
Table 2. Descriptive Statistics of the Response Pattern Obtained against the
Questions Asked to Determine the Workers’ Motivation Level
Question Problems Mean Median Mode SD Variance
No
1 Motivation 3.44 3.0 4.0 0.79 0.67
provided by the
supervisor
2 High morale 3.66 4.0 4.0 0.79 0.69
3 Level of overall 3.67 4.0 4.0 0.99 0.88
work satisfaction
based on the
present situation of
the market

From Table 2, one can determine the current level of workers' motivation in
the banking sector of UAE. For questions 1-3, the average mean of responses was
3.59, and it is greater than average on a 5 point Likert Scale. On the other hand, a
moderate SD and Variance resulted from the responses of question 1-3. It shows that
there is a moderate level of inconsistency in the response pattern. A comparatively
positive response was received about the motivation provided by the supervisors, and
it is apparent from the values of mode and median which are 4 and 3 respectively.
Table 3. Descriptive Statistics of the Pattern of Responses, Obtained against the
Questions Asked to investigate the Relation between Firm’s Performance and
Workers’ Motivation in the UAE Emirate NBD Bank
Question Issues Mean Median Mode SD Variance
No
12 Independent 2.71 3.0 3.0 0.83 0.52
decision making
13 Work relevancy 3.12 3.0 3.0 0.69 0.49
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14 Work impact 3.42 3.0 3.0 0.82 0.58

15 Ability to perform 2.79 3.0 3.0 0.81 0.62
the task
16 Freedom in 2.93 3.0 3.0 0.83 0.62
decision making
17 Available 2.79 3.0 3.0 0.69 0.48
resources
18 Involvement of the 2.62 3.0 3.0 0.91 0.68
supervisor
19 Cohesion among 2.89 3.0 3.0 0.68 0.62
the team members
20 The culture of the 2.88 3.0 3.0 0.79 0.72
overall firm

According to Table 3, the average mean of questions 12-20 is greater than

2.50 which indicates that the simple majority of the workers recognize the
contribution of all the elements for the enhancement of the performance at the
workplace. As most employees have opted 3 as their option thus the mode and median
also shows the same opinion of the workers. The values of variance and SD lies
within the range of 0.51-0.72 which indicates a comparatively moderate consistency
in response pattern. The table also shows that for workers, work impact was the
preferable element through which their performance in the workplace can be
improved while the involvement of supervisor remains the least preferable element.
Table 4. Descriptive Statistics of the Pattern of Responses, Obtained against the
Questions Asked to Recommend Ways through which Emirate NBD Bank’s
Performance can be enhanced: Based on Most Preferable Element Selection
Model
Factors Percentage Cumulative Rank
Percentage
Work impact 19 19 1
Work relevancy 17 36 2
Available resources 15 51 3
Team cohesion 15 66 4
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Freedom of decision making 14 80 5

Ability to perform work 10 90 6
Self-determination 6 96 7
Involvement of supervisor 3 99 8
Based on this analysis, it is determined that work impact was the preferable
element to enhance the performance while the culture of the firm remains the least
preferable option in this regard.

Hypotheses Testing
To conduct this research, two hypothesis is established. For hypothesis testing,
in case of the null hypothesis, statistical measures, for instance, T-test and coefficient
of correlation were used.
Null Hypothesis no 1: Workers of the Emirates NBD Bank are not motivated to
improve the organization’s performance
T-test (one sample) has been utilized to test the null hypothesis no 1. To
perform this test, feedbacks of respondents on questions 1-3 were taken into account.
Questions 1 was aimed to generate the feedback regarding the overall job satisfaction
considering the current situation of the market; question 2 determined the level of
morale while performing the job and question 3 was established to determine the
involvement of supervisors in encouraging the workers. The significance level of 0.10
was used. All this information is summarized in Table 5.

Table 5. T-Test (One Sample) Analysis to Test the Null Hypothesis no. 1
T-test results Level of overall Level of morale Involvement of
job satisfaction in while supervisor in
the current performing the encouraging the
market of job job workers
t statistic 29.624 30.793 26.625
P(T<=t) 2.481 2.7956 5.428
One Tail
t critical 1.7253 1.7446 1.733
One Tail
P(T<=t) 4.6971 5.6843 1.121
Two tail
T critical 2.1147 2.1147 2.110
Two tail
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Table 5 indicates that the p-value of one tail test, for all the 3 elements, is
higher than the level of significance. Thus, the null hypothesis is not rejected.
Null hypothesis no.2: There is no significant relationship between improvement of
a firm's performance and level of workers' motivation in the Emirates NBD Bank
The coefficient of correlation has been calculated to conduct this hypothesis
testing. In this case, all the factors obtained from the review of the literature and are
used with the organization's performance in the questionnaire, the relation among all
these factors is tested separately.
Table 6: Correlation Coefficient for Testing Null Hypothesis 2
Employee Motivation Correlation Coefficient
Factors
Fulfillment of basic needs 0.466
Non-monetary incentives 0.131
Performing meaningful 0.056
work
Role of Leadership 0.365
Organizational Culture 0.355
Learning and development 0.399
opportunities

Table 6 indicates that the individual coefficient of correlation for all the
elements is higher than 0.3. It shows a positive correlation because the values are
near +1.
Hence, Table 7 provides a brief overview of the null hypothesis testing
Table 7. Brief Overview of Null Hypotheses Testing
No. of Null Statement of the Null Statistical Results of the
Hypothesis Hypothesis Measures Null
Used Hypothesis
Testing
1 Workers of the Emirates NBD T-test (one Not rejected
Bank are not motivated to sample)
improve the organization’s
performance
2 There is no significant Coefficient Not Rejected
relationship between of
improvement of a firm's correlation
performance and level of
workers' motivation in the
Emirates NBD Bank
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Findings and Observations

From the null hypothesis testing and analysis of data following observations
can be made. Workers of Emirates NBD Bank have a moderate level of motivation
which needs to be enhanced. About the phenomena of the relation between firm's
improved performance and workers' motivation, it is identified that work impact was
the preferable option, which by response pattern, plays a significant role in
influencing the performance enhancement. On the other hand, the involvement of
management was the least preferable element.
When the hypothesis was tested to determine a relationship between distinct
elements and the individual impact of these elements on the level of performance, it
indicates a relatively strong relationship between these elements.
Regarding recommending suitable ways through which Emirates NBD Bank
can enhance its performance, work impact remains the preferable option for the
majority of respondents while the culture of the firm was opted by least number of
respondents.

Recommendations
Based on the observations above, given below are some suggested recommendations
 As the entire scenario has been identified to be not much favorable for
motivating employee in Emirates NBD bank, there should be given serious
attention to the problem of planned improvement.
 As it is identified, that the observation of employees on those factors that are
impacting the performance of an individual is not consistent, it is
recommended to use strategic initiatives to gather their observations beyond
hierarchy and to enhance employees performance and the entire organization’s
performance on a routine basis.
 As shown by the study, some factors are taken as more essential as compared
to others from employees' side for their performance enhancement; those
preferred factors must be considered by employers on a priority basis.

Conclusion and Future Scope of the Research

In the field of business management, the motivation of employee and its effect
on the performance of an organization is one of the broader areas of research. In the
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current corporate environment, the similar thing gets prominence because of the
increasing significance of high-level corporate restructuring, the formation of
autonomous teams and several other important developments occurring around.
Service and banking industries have faced large-scale transformation and motivation
of employee has played a role that turns out to be common venture around the globe.
However, in some countries such as UAE, that has a robust and fast-growing
financial sector in experimenting with new practices and developments and hiring the
highly diverse work team not merely in Asia but the whole world of banking;
motivation of employee turns out to be a challenging and complicated task.
Enhancements in organizational performance via employee motivation has, somehow,
become important strategically and although the research is conducted at a low level,
shows the things need to do more in the future.
Further improvement can be brought in the research in the following ways:
 The limitation that was impact based was that the research was only based on
Emirates NBD Bank. Therefore, the results of the research can be extended to
the whole industry of banking.
 The scale of research was smaller, so small sample scale was utilized for
collecting data, so it could be used in the future study for getting accurate
results.
 For collecting primary data single source questionnaire was used, so there
would be a little chance of data duplication despite all caution attempted.
 Separate research can be done on the grounds of opinion differences of the
respondents based on their tenure of employment and designations etc. on the
issues of organizational performance and employee motivation, which has not
performed in recent research.
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performance: A test of Schein's model. Journal of Business Research, 67(8),
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Lazaroiu, G. (2015). Employee motivation and job performance. Linguistic and
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Olusadum, N. J., & Anulika, N. J. (2018). Impact of Motivation on Employee
Performance: A Study of Alvan Ikoku Federal College of Education. Journal
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