The Human Resource Department plays an important role in the motivation of a business company employees, which in turn contributes to the expansion of the same entity and its activities (Beugré & Offodile, 2001). There are a number of factors that can enhance employee motivation. According to Scott (2009), motivated employees can have the urge to work harder for their company resulting in outstanding performance, which is a direct cause of business development. Abadi et al. (2011) said that if businesses have motivated employees, they are on the verge of establishing growth not only for their business entity, but also for themselves. However, most organizations fail to motivate their employees, something that limits their growth (Abadi et al., 2011). Scott (2009) asserted that employee training, promotion, and interpersonal relationships are the main factors that enhance employee motivation. Therefore, there is need to acknowledge the factors that contribute to employee motivation, which in turn result in business development.

1.1 Aims and Objectives of the Study

The study aims to this study aims to research on the factors that promote employee motivation and how it can lead to business expansion. On the same line, the study has its objectives. First, is to discuss how training, promotion, and interpersonal relationships lead to employee motivation. Second, is to find out how employee motivation from the HR department can result in business growth and development.

1.2 Research Questions

Can training, promotion, and interpersonal relationships lead to employee motivation?

How employee motivation from the HR department can result in business growth and development?

1.3 Organization of the Study

This work has five chapters, which include the introduction, research methods, literature review, analysis and research results, conclusion, and recommendation.

Chapter1: Includes the introduction, which highlights the problem statement, aims and objectives of the study and the research questions.

Chapter 2: This chapter illustrates the methodology of the research process.

Chapter 3: The literature review chapter provides a general idea of what other scholars have found in relation to the research topic and questions.

Chapter 3: the analysis shows the findings of the study with illustrations by use of tables and figures.

Chapter 4: this is the final chapter that shows the discussion of the research findings, conclusion as well as the recommendations.

CHAPTER TWO: RESEARCH METHODS

This study is a descriptive one in which data was collected through the use of questionnaires. 40 employees from different business organizations were recruited to participate by filling in the questionnaires. The participants received all details regarding the research, inclusive of how their information was going to be used. In addition, the confidentiality of the data was assured since no participant’s name was required. An informed consent was key before recruitment into the study. Furthermore, participants were free to exit the study process at any time without a penalty.

CHAPTER THREE: LITERATURE REVIEW

In the HR department, training of employees results in quality performance among the existing workers (Maharjan, 2012). Training results in employee acquisition of new skills, hence increasing the capacity of an employee in doing extra work duties. In turn, this improves the employee morale to perform tasks to his or her fullest potential (Scott, 2009). The HR department should ensure that all employees are trained to have adequate and appropriate skills in whatever tasks they do so as to enhance motivation. According to Maharjan (2012), employees who frequently receive the training render quality services, which can attract consumers to a large extent. Furthermore, the business organization can earn a legacy in addition to earning profits that enhance growth. With all this in place, the entity can prosper by expanding its premises.

On the same line, any organization should ensure that all employees who show an outstanding performance should be given priority when it comes to promotions (Aminuddin, 2008). In the case, the promotions are done in preference to working performance of employees, and then all employees will be motivated to work hard with the aim of getting a promotion should there be one. Cook & Crossman (2004) argued that employees work very hard to please their managers, as well as the organization, so as to get a promotion. In doing that, the organization benefits a lot because the employees will display good work that can attract the success of their entities. If a business organization is successful, then it can easily grow and develop with ease.

(Fletcher, 2001).

Employee motivation has been known to be a major contributor to organizational growth and development (Maharjan, 2012). Employees who are motivated work efficiently and in good time without close supervision from the senior staff. Therefore, the transformation of inputs to outputs in business entities become very efficient as well. In relation to the observations made by Hamad, Nadeem, Abdullah & Ahmad (2014), only motivated employees can demonstrate such efficiency. I(Maharjan, 2012). Such a thing results in organizational delivery of quality products. As a result, customers can have loyalty in such business organizations resulting in their increased preference for using the organization’s products. Furthermore, the organization can gain tribute as it continues to earn in its endeavors leading to growth. Any organization that grows can expand in all spheres of its operations.

CHAPTER FOUR: ANALYSIS

4.0 Response rate

All the 40 participants agreed to that the HR department plays an important role in the growth and development of an organization.

4.1 Factors that Enhance Employee Motivation

Out of all the participants, 97.5% (n=39) agreed that training motivates employees. More so, 82.5% (n=33) agreed that good interpersonal relations among employees, and with their seniors result in employee motivation while 77.5% (n=31) agreed that its employee training that motivates organizational employees

Table 1.1 Factors that Enhance Employee Motivation

	%	n
Employee training	77.5	31
Promotion of employees	97.5	39
Good interpersonal relations among employees, and with their seniors	82.5	3

Figure 1.1Factors that Enhance Employee Motivation

4.2 How employee motivation results in organizational growth and development

Table 1.2 How employee motivation results in organizational growth & development

	%	n
Increase efficiency of daily activities	70	28
Increase the level of employee performance	87.5	35
Increase the quality of organizational products	85	34

Most participants (87.5%; n=35) agreed that employee motivation leads to organizational growth and development by increasing the level of employee performance. More so, 85% agreed that employee performance increases the quality of organizational products while 70% said that it increases the efficiency in the running of daily activities, hence organizational growth and development.

Figure 1.2 How employee motivation results in organizational growth & development

CHAPTER FIVE: DISCUSSION OF THE RESULTS, CONCLUSION, AND RECOMMENDATIONS

5.0 Discussion

The HR department of any business organization plays a key role in the expansion of an organization. That is because the department plays a key role in the motivation of employees. In this research, all the participants agreed that the department is very critical in doing that. More so, employee training, promotion, and good interpersonal relationships are vital when it comes to enhancing employee motivation. These findings are in line with the findings of Scott’s (2009) research. On the same line, training enhances the skills of any business organization’s employees, which results in their delivery of quality services, hence the quality organizational products.

Furthermore, the study found that employee promotion in relation to performance is very important in motivating employees. Employees who know that good performance will yield a promotion tend to work very hard in order to achieve one. The findings are in line with Cook & Crossman’s (2004) argument that those employees who display hard work to please their managers, making it easier to get a promotion. That explains why most of the motivated employees work hard for the sake of a promotion. Similarly, the research found that employees who have good relationships with their managers as well as with their colleagues are motivated to work hard and deliver quality results. This is in line with what Vigoda (2000) ascertained that good interpersonal relations are key to employee motivation.

In addition, the study ascertained that once employees are motivated, an organization can grow and develop to its fullest potential. From the findings, this is true because motivation increases the level of employee performance, quality of organizational products as well as the efficiency in the running of daily activities. Hamad, Nadeem, Abdullah & Ahmad (2014) found the same results in their research.

5.1 Conclusion

The study found that the HR department plays a key role in the expansion or development of a business. The reason for that is because the department is the one that deals with personnel issues, hence the workers. This department has a greater role in motivating employees for the good of the business. Employee training, promotion and good interpersonal relationships among workers, are some of the key factors influencing motivation. Once the employees are motivated, they end up delivering quality performance, which in turn leads to organizational delivery of quality products. Such can attract a good legacy, hence attracting the customers. With all these in place, organizations can grow and expand.

5.2 Recommendations

This study obtained its results from only forty participants. Such results cannot be generalized because the number can’t be used to represent the whole population. The study, therefore, recommends for further research that can be used to obtain information that is worth to be generalized.

References

Abadi, F. E., Jalilvand, M. R., Sharif, M., Salimi, G. A., & Khanzadeh, S. A. (2011). A Study of Influential Factors on Employees’ Motivation for Participating in the In-Service Training Courses Based on Modified Expectancy Theory. International Business and Management, 2 (1), 157-169.

Aminuddin, M. (2008). Human Resource Management: Principles and Practices. . London: Oxford University Press.

Beugré, C. D. & Offodile, O. F. (2001). Managing for organizational effectiveness in sub-Saharan Africa: a culture-fit model. The International Journal of Human Resource Management, 12 (4), 535-550.

Cook, J., & Crossman, A. (2004). Satisfaction with Performance appraisal procedure: A Study of Role Perceptions. Journal of Managerial Psychology, 19: (5) 526-541.

Fletcher, C. (2001). Performance appraisal and management: the developing research agenda. Journal of Occupational and Organizational Psychology, 74 (8): 473-87.

Hamad, N., Nadeem, M., Abdullah, M., & Ahmad, N. (2014). Impact of Employee Motivation on Employee Performance (A Case Study of Private firms: Multan District, Pakistan). International Letters of Social and Humanistic Sciences, (25), 51-58.

Maharjan, S. (2012). Association between work motivation and job satisfaction of college teachers. Administration and Management Review, 24(2), 45-55.

Scott, J. (2009). Performance appraisals that actually improve performance. Career and Technical Education, 5, 22-25.

Vigoda, E. (2000). Organizational Politics, Jobs Attitudes, and Work Outcomes: Exploration and Implications for the Public Sector. Journal of Vocational Behavior, 57 (3), 326-347.

Appendix: Questionnaire

Does the Human Resource Department of an organization play an important role in organizational growth and development?

The following improves and enhances organizational employee motivation (Tick appropriately).

Employee training
Promotion of employees
Good interpersonal relations among employees, and with their seniors

Does employee motivation result in organizational growth and development?

If yes, how does employee motivation result in organizational growth and development?

By increasing the efficiency of daily running of activities
By increasing the high level of employee performance
By increasing the quality of the organizational products.

Employee Motivation in Business Development.

Explain why roads are a publicly provided good (define) while national defense is a public good

Executive summary.