Employees Motivation of Ernst & Young in Malaysia

Employees Motivation of Ernst & youthfulness in MalaysiaThe purpose of this enquiry is to study the factors that make the penury of Ernst Young employees in Malaysia branches. Also explore how these demand theories influence Ernst Young to its employees and be able to recommend new motifal programs to the management that will repair the current motivational practices of the employees.ObjectivesTo identify the motivational factors that motivate Ernst Young employeeTo investigate how Maslow Hierarchy Theory match the motivationTo understand the fundamental reasons why employees retain or leave in the company and how motivation theories have emerged in attract talent employeesTo find out the role of leadership and management in motivating employee in Ernst YoungResearch QuestionHow the effects of compensation/salary and rewards to employee motivation?How does teamwork affect work deed and motivation?How do achievement and recognition affect motivation and job gaiety?Intro ductionMotivation is define as The willingness to exert high takes of effort toward organizational goals, conditioned by the efforts ability to satisfy some individual need (Stephen P. Robbins, 1998). On the other(a) hand, employee motivation is defined mental forces that determine the direction of a persons behaviour in an organization, a persons take of effort and a persons level of persistence (Gareth R, Jennifer M GEORGE Charles WL HILL, 2000).Employee motivation is a key to the overall effectiveness of an organization. In the Maslows Hierarchy of ineluctably consists of five assorted levels, which included physiological, rubber eraser, social, esteem and self-actualization. This supposition explains that employees at organizations are move by the inclination to achieve or maintain the various conditions upon which these basic delights rest and by certain more intellectual desires (Maslow, 1943). If a lower level need is not met, the person is less motivates to att end the higher level needs until it has been satisfied. While the expectancy possibility attempt to explain workers motivation in terms of rewards. This theory assumes that people make rational decisions ground on economic realities (Kreitner, R., Kinicki, A., Cole, N., 2003). According to V. H. Vroom suggested that people on purposely choose particular courses of action, based on perceptions, attitudes, and beliefs, as a outcome of their desires (V. H. Vroom, 1964). In other words, Expectancy theory is emphasizes on individual perceptions of the surroundings and connections arising as a way out of personal expectations. At the inclose, compensation is necessary to employee motivation. If a company can satisfied an employee monetary needs, the employee would naturally be motivated to work harder. Besides that, leadership also affects employee motivation. A successful leader has a different outlook in the chain of command. He recognizes the importance of influencing the follow er gently towards a desired goal (Miller, 1996). He does not force or pushed the followers to accomplish the goal of the organization (Maccoby, 1996).Company BackgroundErnst Young is recognized as one of the largest nonrecreational services smasheds in the world and global organization of share firms in more than 140 countries (Ernst Young, 2010). Its international headquarters are located in London, UK and New York, US. presently the company surrounded of 144,000 employees globally (Ernst Young, 2010). Ernst Young Malaysia was established in 1909 and it was one of the first internationally conjugate public accounting firms in the country (Ernst Young Malaysia, 2010). In 2002, one of the first Bumiputra accounting firm in Malaysia founded by Hanafiah, Raslan Mohamad in 1964 are became a member firm of Ernst Young. Ernst Young is now the largest professional services firms with more than 2,300 employees in 17 offices in West and East Malaysia (Ernst Young Malaysia, 2009 ). Ernst Young Malaysia is a market leader in the provision of assurance and informative business services, tax and transaction advisory services, serving a board array of clients, covering all industries and market segments.Significance of StudyThis enquiry aims is to conduct research and examine the current factors that motivates the employees in Ernst Young Malaysia. Besides that, this project also explore the factor influencing work motivation and job satisfaction for getting better performance and high productivity. The upshot of that approach is to create basic conditions regarding changing job characteristics that promote high performance motivation, high satisfaction at work and matchthe job with the individual.Literature ReviewPreviously employees were considered just another remark into the production of goods and services in the organization point of view (James R. Lindner, 2010). Nevertheless the Hawthorne Studies has changed the way for organization to come back a bout the employees (Elton Mayo, 1924 to 1932). These studies found out that monetary needs do not motivate employees toward full potential, except it is the employee attitudes and behavior (Elton Mayo, 1924 to 1932). To better understand the employees motivation, management has to realize the whole concept of motivation. There are many a(prenominal) motivation theories developed by the researches and theorists examine on what motivated employees and how they were motivated.The virtually fundamental theory of motivation is Maslows Hierarchy of Needs. And it has become one of the most popular and frequently cited theories of human motivation. The theory consists of five different levels, which are physiological, safety, social, esteem and self-actualization. This theory explains that employees at organizations are motivated by the desire to achieve or maintain the various conditions upon which these basic satisfactions rest and by certain more intellectual desires (Maslow, 1943). A ccording to Abraham Maslow, the most basic needs are physiological. Physiological needs are refer to those that sustain physical life, much(prenominal) as the need for food. Subsequently are safety needs, the want for physiological safety such as shelter. Next is a social need, is the need for friendship, social and love. In the need for self-esteem is referring to accomplish self-esteem or to feel that one isworthwhile and successful. Finally, there self-actualization is for self-fulfillment and to achieve all that one is potentially capable of. These two growths need to drive the person to want recognition from others, development, challenge, and the freedom to be fictive and innovative. Daniels (2001) recommended that Maslows final conclusion that the self-actualization is inspiring in their nature may be one of his most Copernican contributions to the study of human behavior and motivation (Daniels, 2001).There are several studies that have been concluded based on Maslow hie rarchy to support the suggestions of William James (1892/1962) and Mathes (1981). William James theorized the levels of material, social, and spiritual. While Mathes proposed the three levels were physiological, belonginess, and self-actualization. Nevertheless he considered safety and self-esteem as unnecessary. In addition, Alderfer (1972) has developed a similar hierarchy with his ERG theory, which included Existence, Relatedness, and Growth. He fitted Maslows theory based on the effort of Gordon Allport (1960, 1961) who integrated concepts from systems theory into his work on personality.The expectancy theory assumes that people make rational decisions based on economic realities (Kreitner and Kinicki, 1998). Vaida (2003) claimed that incentives used to reward excellent performance and in work processes. Additionally, Hoy and Miskel (1991) agree that incentives such as money, power, as well as frequent incentives that are non-material. Acoording to V. H. Vroom (1964) suggested that people intentionally makes certain courses of action, based on their perceptions, attitudes, and beliefs, as a consequence of their desires (V. H. Vroom, 1964). In other words, Expectancy theory is emphasizes individual perceptions of the environment and subsequent interactions arising as a consequence of personal expectations (V. H. Vroom, 1964). These theories on the other hand are motivation theories that focus o n the inwrought attributes of the individual.Caruth Handlogten (2001) claimed that compensation can enhance the employee motivation. Compensation may refer to monetary or non-monetary, tangible or intangible, and physical or psychological, and these are offered to the employees for more productivity (Caruth Handlogten, 2001). If a company can satisfied an employee financial needs, the employee would naturally be motivated to work harder. However redressing an employee will not retain them for a long period in the organization. To retain an employee and to keep him motivated and inspired, an employee must be empowered (Bratton, 1999). charge allows employee feels the ownership of business and make decision on their own which can increase its confidence by enhancing decision making power (Bratton, 1999). In the recent research from Watson Wyatt Worldwide, recommends that to attract the greatest employees, companies need to pay more than the average-paying in the market (Ira Kay and Bruce Pfau, 2001). Money provides most basic employees motivation.The leadership style of the managers also is important to implementation of the motivation programs. Quantitative studies conducted in the past showed positive relationship between leadership behavior and job satisfaction (Euske et al, 1982 Savery, 1994). A Managers leadership style contributes directly to the employees motivation and work satisfaction, and the work build up in the organization. A successful leader has a different view in the chain of command. He recognizes the importance of infl uencing the follower gently towards a desired goal (Miller,1996). He does not force or pushed the followers to accomplish the goal of the organization (Maccoby, 1996). McConnell (1998) suggests that leader should spend more time to get to come his followers better. Leaders should pay attention to details regarding on their followers.MethodologyThere are 4 major components apply into this research and shows its relationship to the employee motivation. This research consists of only 5 variables. The dependant variable would be Employee Motivation and the independent variable is included Maslow Hierarchy, Expectancy Theory, Compensation and Leadership Management. The theoretical framework for this research as bellowMaslow HierarchyExpectancy TheoryEmployee MotivationCompensationLeadership Management nonparasitic VARIABLE DEPENDENT VARIABLEThe research method is qualitative for this study by a bailiwick method. The total population of employees in Ernst Young Malaysia is 2300 in 2 009. Further research will conducted to identify the present population. However, the target population for survey is all employees on the all the 17 office. In the data accruement process, primary data is using to accomplish in this research. Employees will be sampled through convenience take in this research. So of the employees who do not want to participate in the study will be subtracted from the 100% original samples. A structured questionnaire will be designed for the purpose of this research. The questionnaire will watch 30 questions that would help identify the motivating factors of employees in Ernst Young.