Abstract
The present research study explores the impact of staff motivation on productivity in a large firm in Nepal. The research objectives are associated with the determination and exploration of different areas of employee motivation that are responsible for impacting productivity. This study also explores the leadership approach in employee motivation in Nepalese organisation, with a special focus on the motivation approach applied during Covid-19 to improve the productivity of employees. The study aims to provide strategies that are implemented for improving staff-motivation approaches and document the aspects of staff motivation within Nepalese institution. The study utilises a qualitative exploratory research approach based on a phenomenological research design to conduct an in-depth exploration of the research topic with data collected from 12 staff of IME Life Insurance firm in Nepal, using semistructured interview guides. IME life insurance provides excellent insurance services and boosts an unmatched strength in the Nepalese insurance industry. IME Life insurance focuses on building a strong employee team to maintain its position in the insurance service industry. Despite the study being based on single case study, the study findings are useful to a broader context of employee motivation and productivity. Thematic analysis was used to critically analyse the collected data and identify key research themes to support the research objectives and provide answers for the research questions developed. The themes that have emerged using such an analytical approach include 1) corporate culture and ethics, 2) aspects of motivation, 3) leadership in employee motivation, 4) management approaches for Motivation during Covid-19, and 5) employee productivity during a pandemic. xii The study confirms the relevance of employee motivation in improving employee productivity in Nepalese firm. The findings clearly show that employees should be motivated using several intrinsic and extrinsic rewards that may include appreciation and recognition, employee training and development, improving the financial stability and security of the employees, avoiding nepotism and favouritism, and ensuring effective communication. The studies reviewed in the literature effectively explain different theories relating to employee performance and productivity in the workplace. According to goal-setting theory, when an employee is given a difficult-toachieve objective or aim, it naturally leads to high employee productivity. The different aspects of motivation that emerge from the collected data, such as appreciation and recognition, are in line with the different aspects of Maslow theory of needs which indicate that employees are motivated by esteem needs that may include recognition, respect, and position. The major limitation of this study is the sample size. Due to the Covid-19 pandemic, it was challenging to schedule time for interviewing study participants as employees had just started to work from home and juggle new changes within in work routines. Despite the sample being a limitation in the study, the saturation method helped to take a stop at only 12 interviews, making it an appropriate sample for this qualitative phenomenological research. The study recommends that managers seek to guarantee that their workers are sufficiently motivated. Employee well-being should be prioritised, and health and well-being initiatives should be developed to meet their requirements and ensure their welfare. The study relates entirely to IME life insurance company of Nepal and does not cover any other financial institutions; hence further study may be a comparative one such as government insurance.