An Instrument for Measuring Work-place Motivation Essay

An official document for Measuring Work-place Motivation - Essay ExampleThis essay discusses that the results for dream up measure outs on the Mas clinical depressions running game for the four elements of security, acceptance, esteem, and self-actualization showed a low standard deviation value. Since standard deviation is low, this indicates that the mean set for the multitude with no knowledge nigh the motive testing f both closely within the range of the mean value obtained for those with knowledge. As a result, this is not statistically significant. On the ANOVA test, in terms of digest of the variance surrounded by means, the nought hypothesis which will be assumed is that the group means ar all equal and the alternating(a) hypothesis is that they are not equal. In the case of security, the F value is high, i.e, 3.49 and the significance level is low,i.e., 0.72. This suggests that the vigor hypothesis is discredited and the means could be significantly different indeed those who are informed the mickle is for testing their motivation may have reported different values from those not so informed. For all the other variables, however, the F values are smaller while the p values are bigger, thereby suggesting that the means between the two groups are not significantly different. On this terms, it may be reason out that where esteem, self-actualization, and acceptance are concerned, there is not much difference between the two groups.This essay discusses that the results for mean values on the Maslows test for the four elements of security, acceptance, esteem, and self-actualization showed a low standard deviation value. Since standard deviation is low, this indicates that the mean values for the group with no knowledge to the highest degree the motivation testing fall closely within the range of the mean values obtained for those with knowledge. As a result, this is not statistically significant. On the ANOVA test, in terms of analysis of the variance between means, the null hypothesis which will be assumed is that the group means are all equal and the alternative hypothesis is that they are not equal. In the case of security, the F value is high, i.e, 3.49 and the significance level is low,i.e., 0.72. This suggests that the null hypothesis is discredited and the means could be significantly different hence those who are informed the survey is for testing their motivation may have reported different values from those not so informed. For all the other variables, however, the F values are smaller while the p values are bigger, thereby suggesting that the means between the two groups are not significantly different. On this basis, it may be concluded that where esteem, self-actualization, and acceptance are concerned, there is not much difference between the two groups. On the basis of the above results, where job redesign is concerned, it appears that in view of the sharp differences between the group aware of the mot ivation test and the group not aware of it, motivation may need to be enhanced. The positive values expressed by the group aware of the motivation test, suggests that this could be driven by anxiety about restructuring or downsizing of jobs. But the true results on the job constructs may be held to be those utter by those unaware of the motivation test. Maslows test reveals that levels of motivation may not be genuinely high among the participants in this survey because the general trend in the responses is towards the lower scale.