M2A1: Research Project: Topic Proposal

M2A1: Research Project: Topic Proposal

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This project is an opportunity for you to personalize the concepts you are learning in this course. The topics must be in the field of labor relations.

The project may take several forms:

An application of course concepts to your work situation (case study);
A research paper, investigating an application of a concept of interest and value within an organization;
A detailed review of the literature about a concept from the course.

You may consider other options; however, be sure to discuss your ideas with me.

The term project should be unique to this course; it may not be used to satisfy the requirements of other courses you have taken in the past or are taking now, and it should not be used in future courses in which you enroll, unless you have the permission of the instructor.

Before you begin, please review the Research Project AssignmentPreview the document [PDF file size 208 KB], this will more clearly delineate the parts of this project, expectations, due dates, etc. Remember, if you have questions or need clarification, ASK!

To get started you will need to submit a 2-3 paragraph description of your term project by the end of this module. Please submit your description here.

Please note, this assignment is not graded, but it is required.

Failure to submit this assignment will result in a zero on the final paper.

Please compose your paper in a separate Word document and proof it for spelling and grammar. Be sure to save your work often. When you are finished, click Browse My Computer and attach your file.


Expert Answer

Topic Proposal

Student’s Name

Institutional Affiliation


Salaries and Wages as a Performance Motivator and a Determinant of Employee Behavior

The work behavior of employees in a company is important for the success of the company. The behavior of employees directly influences the productivity and profitability of an organization. It is easy to influence the work behavior of employees or workers by understanding what motivates them and how to effectively motivate their behavior. Motivation refers to the inner desire to satisfy a specific need, which means that motivation usually comes from within the employee (Damij et al., 2015). As such, managers and organizational leaders may only establish an environment that is conducive to employee motivation; an environment that motivates the workers to achieve the organizational goals set. When management is aware of what motivates the employees, it becomes easy to influence their work behavior. When employees are not adequately motivated, productivity and profitability of an organization go down as a result of production stoppages that result from employee unrest and low motivation.

Money has been proposed by several businesspeople and authors as a crucial motivator for employee work behavior (Aguenza & Som, 2018). Several researchers and authors have stated that salaries or wages play an important role in motivating employees and influencing their behavior. In addition, there are several cases where employees quit their job positions as a result of poor remuneration or lack of salary increment (Sule et al., 2015). While some people view salaries as a motivating factor, there are others who do not think that wages or salaries play a motivating role in employment or in the workplace. The question of whether money motivates performance and employee behavior has been discussed widely in business journals, books, and business newspaper articles. Many small-business people believe that getting the right people for business operations is enough to achieve success since they will not require any external motivation (Damij et al., 2015). However, this belief has been largely contested over the years.

Wages and salaries are a crucial part of labor relations and employment. Even in unionization, wages and salaries are one of the main demands as unions try to negotiate for better employee pay. Poor wages and salaries result in several problems within an organization, ranging from low motivation to increased rate of employee unrest. Even though some employers and businesspeople argue that high performers are only concerned with receiving market rate compensation and do not require extrinsic motivation, the average employee needs extrinsic motivation (Dysvik & Kuvaas, 2013). An employee making below average will tend to look for better opportunities, which results in poor work performance at the organization that they are currently working in (Olafsen et al., 2015). The behavior of employees must align well with the goals of a company to ensure that success is achieved. In this research, a comprehensive literature review will be conducted on the issue of salaries and wages as a factor of employee performance motivation and a determinant of employee behavior.

A literature review will be conducted to better understand the role that salaries play in labor relations and work behavior motivation. Information will be sought from relevant literature to determine whether money is indeed a motivating factor for employees and whether it is the best motivating factor in labor relations. Case studies will also be discussed to identify whether money or salaries are an effective motivating tool in employee-employer relations. The objectives of the research will be to identify whether salaries are a motivating factor and to discuss how employers or organizations may use salaries to ensure good work behavior in the workplace.


Aguenza, B. B., & Som, A. P. M. (2018). Motivational factors of employee retention and engagement in organizations. IJAME.

Damij, N., Levnajić, Z., Skrt, V. R., & Suklan, J. (2015). What motivates us for work? Intricate web of factors beyond money and prestige. PloS one, 10(7), e0132641.

Dysvik, A., & Kuvaas, B. (2013). Intrinsic and extrinsic motivation as predictors of work effort: The moderating role of achievement goals. British Journal of Social Psychology, 52(3), 412-430.

Olafsen, A. H., Halvari, H., Forest, J., & Deci, E. L. (2015). Show them the money? The role of pay, managerial need support, and justice in a self‐determination theory model of intrinsic work motivation. Scandinavian journal of psychology, 56(4), 447-457.

Sule, O. E., Amuni, S. I., Obasan, K. A., & Banjo, H. A. (2015). Wages and salaries as a motivational tool for enhancing organizational performance. A survey of selected Nigerian workplace. EuroEconomica, 34(1).


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