What is a Problem statement?
In academic research, a problem statement is a clear, concise description of an issue that needs to be addressed through research. It identifies the gap between the current reality and the ideal situation, highlighting why the problem is important and what needs to be understood or resolved. It serves as the foundation for your study—it tells readers what the problem is, why it matters, and how your research will address it.
5 Reasons Why a Problem Statement is Essential in Academic Research
- It helps define exactly what you are studying, setting clear boundaries for your research.
- It demonstrates the importance of the issue and why it needs academic attention.
- It highlights what existing studies have overlooked, which your research will address.
- It shows how the research will contribute to theory, policy, or practice
- It provides a logical foundation for formulating your study’s aims and research questions.
The 7 components of a good problem statement
A strong academic problem statement is structured and evidence-based. It typically includes the following key elements: Lets consider a topic: “The Impact of Employee motivation on Employee performance
1. The Ideal Situation
This part describes what should be happening in a perfect or well-functioning context. It sets the benchmark for how systems, behaviors, or outcomes are expected to work under desirable conditions.
Example: Ideally, employees should feel motivated through fair compensation, recognition, and growth opportunities, which in turn drives high performance and organizational success.
2. The Current Reality
Here, you explain what is actually happening. This highlights the gap between the ideal scenario and the existing situation that needs attention.
Example: In reality, many organizations are experiencing low employee engagement, high staff turnover, and declining performance due to a lack of sustained motivation.
3. The Consequences of the Problem
This section outlines the negative outcomes or risks associated with the problem. It explains why the issue matters and who or what is affected.
Example: If employee motivation remains low, it can lead to reduced productivity, poor service delivery, financial losses, and weakened competitiveness in the market.
4. Tried Intervention
Discuss any strategies or solutions that have already been attempted to solve the problem. Explain why they have not been effective or sustainable.
Example: Some organizations have implemented bonuses or employee recognition programs, but these efforts are often short-term and fail to address underlying motivational drivers such as job satisfaction and career development.
5. Magnitude of the Problem
This part highlights how serious or widespread the problem is. Use data, examples, or evidence to demonstrate the scale and urgency of the issue.
Example: Recent surveys show that over 60% of employees in medium-sized enterprises report low job motivation, which has significantly affected output and retention rates across multiple sectors.
6. The Research Gap
Identify what is missing in existing knowledge or studies. Point out how previous research may have overlooked certain aspects or failed to examine the issue from a particular perspective.
Example: While many studies explore employee motivation and performance separately, few have examined the direct link between specific motivational strategies and quantifiable performance outcomes in real organizational contexts.
7. Conclusion / Research aim
Conclude the problem statement by clearly stating what your research will do. Explain the focus of your study and what contraibution it hopes to make to the field.
Example of a the full Problem statement for the topic; “Impact of Employee motivation on Employee performance”
Ideally, employees should be consistently motivated through fair compensation, recognition, professional development, and supportive work environments—factors that collectively drive high levels of performance and organizational success. However, many organizations are currently facing challenges such as low employee engagement, increased turnover, and declining productivity, largely attributed to inadequate or inconsistent motivational strategies. As a result, these organizations suffer from reduced efficiency, poor service delivery, and weakened competitive advantage in their respective industries. Although interventions like financial incentives and recognition programs have been introduced, they often yield only short-term improvements and fail to address deeper motivational needs such as job satisfaction and career progression. The issue is widespread, with recent reports indicating that over 60% of employees in medium-to-large firms feel disengaged and demotivated, which significantly affects both individual and organizational performance. Despite the abundance of research on employee motivation and performance as separate constructs, few studies have systematically explored how specific motivational approaches directly impact measurable performance outcomes in real-world workplace settings. This study therefore seeks to investigate the impact of employee motivation on employee performance, aiming to identify which motivational factors are most effective in enhancing productivity and sustaining workforce engagement.
