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Fostering employee motivation is a constant challenge amongst managers in social services agencies. Usually the pay is on the lower end and the work is challenging which can lead to rapid burnout causing higher rates of employee turnover.

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Employees within the health home department have been reporting feeling less motivated to come to work and are considering resigning from their positions.

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A quasi experimental design using post test only nonequivalent comparison group-design.

Health home department will partake in a staff appreciation event, at the conclusion of the event all staff will complete a rating scale of motivation.
The control group testing/ prevention staff will be distributed the same motivation rating scale individually while at work which is to be completed within 24 hours. The control group will not partake in a staff appreciation event.

Staff appreciation event would take place off work site.

There is no random assignment as the research is using pre existing groups ( two different departments)

Independent Variable- Attending staff appreciation event

Dependent Variable- Employee motivation

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Will employee motivation increase after attending a staff appreciation event?

Hypothesis 1- Employee motivation after attending a staff appreciation event will be rated higher than employees who have not attended a staff appreciation event.

Hypothesis 2- Employee motivation after attending a staff appreciation event will be rated lower than employees who have not attended a staff appreciation event.

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Post test data of employee motivation scale will be collected immediately following the staff appreciation event and the control group survey will be collected after from all staff individually 24 hours after received.

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The purpose of this research is to assess if employee motivation has increased after attending a staff appreciation event. This research will lay the foundation for incorporating departmental changes that will budget staff appreciation events at least 2x yearly.

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The research design is not using random assignment therefore threat to internal validity exists where the sample population may have extraneous variables that may affect their motivation scales. For example their level of motivation within the department may be due to their current management team. The two departments do not have the same mangers. Also, the differing roles may play a vital role in employee burnout and contribute to less motivation. Also, the groups may be different in demographics, time on the job, personality attributes, etc. which can all contribute to motivation level.

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Population is two departments within the same non for profit health home and testing/ prevention.

Health home staff consists of 28 employees- 15 females, 13 males.

Testing/ prevention staff consists of 15 employees- 9 male and 6 female.

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Threat to external validity is idiographic causation which is is "identifying the immediate, intentional, particular, complex, and local causes of specific attitudes, actions, and events" (Johnson and Christensen, 2013, p. 306).  Due to this the findings of the impact that staff appreciation day may have on motivation may not not be able to be generalized throughout the agency due specific issues that may be departmental. The other departments within the agency may need to assess what may contribute to increase motivation within their deparment.

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The article "The motivation for transformational leadership scale"  utilizes a quasi experimental design for assessing mangers motivations intrinsic, extrinsic, amotivation and their managerial style. 

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The article "The motivation for transformational leadership scale"  utilizes a quasi experimental design for assessing mangers motivations intrinsic, extrinsic, amotivation and their managerial style. 

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link:
https://search-proquest-com.tcsedsystem.idm.oclc.org/docview/1773389624?accountid=34120

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Gilbert, S., Horsman, P., & Kelloway, K. E. (2016). The motivation for transformational leadership scale: An examination of the factor structure and initial tests. Leadership & Organization Development Journal; 37(2), pp. 158-180.

Johnson, R. B., & Christensen, L. (2013). Educational research:
Quantitative, qualitative, and mixed approaches (5th ed.).
Thousand Oaks, CA: SAGE Publications.