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Author: Mohammad Faysal Sarker
Publisher: GRIN Verlag
ISBN: 3668540888
Category : Business & Economics
Languages : en
Pages : 116
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Book Description
Case Study from the year 2016 in the subject Leadership and Human Resources - Miscellaneous, grade: Merit, , course: MA in Human Resource Management, language: English, abstract: For many years, motivation has been a key indicator of productive employee performance within an organisation, so it has been an area of major concern for the organisation and human resource managers. There are wide ranges of factors related to management, employees, organisation and the workplace which make it a complex and challenging job to motivate employees in an organisation. Therefore, different strategies and methods should be used by the organisation and human resource managers to motivate employees. There are different needs and expectations for an employee to join any organisation. Monetary and non-monetary factors are used by human resource managers to achieve different employee and organisation related objectives. The present research works investigates the impact of motivation on the performance of employees in Ramchandrapur High School. Descriptive method and questionnaires embedded with Likert scale was used as main instruments for collecting necessary data to carry out this research work. Data is collected from the sample size of 50 where faculty members, employee assistants, office helpers, and employees in training and security personnel were included. The critical review of the literature and the quantitative analysis of the survey data pointed that both extrinsic and intrinsic motivational factors play an important role in motivating employees. The study revealed that salary is the most effective motivational factor among various extrinsic and intrinsic motivational factors like job security, advancement in career, the good relationship among co-workers, achievement sense, training and development and sense of recognition. The study further reveals that level of motivation among the employees of Ramchandrapur High School is low as compared to the expectation of employees. Although both extrinsic and intrinsic factors are responsible for motivating employees in an organisation, this study reveals that employees of Ramchandrapur High School are motivated more by extrinsic factors than by intrinsic ones. The management of the school should focus more towards satisfying the extrinsic need of employees to hold the employees for long which subsequently helps to increase the quality of the output produced by it.
Author: Mohammad Faysal Sarker
Publisher: GRIN Verlag
ISBN: 3668540888
Category : Business & Economics
Languages : en
Pages : 116
Get Book
Book Description
Case Study from the year 2016 in the subject Leadership and Human Resources - Miscellaneous, grade: Merit, , course: MA in Human Resource Management, language: English, abstract: For many years, motivation has been a key indicator of productive employee performance within an organisation, so it has been an area of major concern for the organisation and human resource managers. There are wide ranges of factors related to management, employees, organisation and the workplace which make it a complex and challenging job to motivate employees in an organisation. Therefore, different strategies and methods should be used by the organisation and human resource managers to motivate employees. There are different needs and expectations for an employee to join any organisation. Monetary and non-monetary factors are used by human resource managers to achieve different employee and organisation related objectives. The present research works investigates the impact of motivation on the performance of employees in Ramchandrapur High School. Descriptive method and questionnaires embedded with Likert scale was used as main instruments for collecting necessary data to carry out this research work. Data is collected from the sample size of 50 where faculty members, employee assistants, office helpers, and employees in training and security personnel were included. The critical review of the literature and the quantitative analysis of the survey data pointed that both extrinsic and intrinsic motivational factors play an important role in motivating employees. The study revealed that salary is the most effective motivational factor among various extrinsic and intrinsic motivational factors like job security, advancement in career, the good relationship among co-workers, achievement sense, training and development and sense of recognition. The study further reveals that level of motivation among the employees of Ramchandrapur High School is low as compared to the expectation of employees. Although both extrinsic and intrinsic factors are responsible for motivating employees in an organisation, this study reveals that employees of Ramchandrapur High School are motivated more by extrinsic factors than by intrinsic ones. The management of the school should focus more towards satisfying the extrinsic need of employees to hold the employees for long which subsequently helps to increase the quality of the output produced by it.
Author: Frederick Herzberg
Publisher: Harvard Business Review Press
ISBN: 1633691349
Category : Business & Economics
Languages : en
Pages : 80
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Book Description
Imagine overseeing a workforce so motivated that employees relish more hours of work, shoulder more responsibility themselves; and favor challenging jobs over paychecks or bonuses. In One More Time: How Do You Motivate Employees? Frederick Herzberg shows managers how to shift from relying on extrinsic incentives to activating the real drivers of high performance: interesting, challenging work and the opportunity to continually achieve and grow into greater responsibility. The results? An ultramotivated workforce. Since 1922, Harvard Business Review has been a leading source of breakthrough management ideas-many of which still speak to and influence us today. The Harvard Business Review Classics series now offers readers the opportunity to make these seminal pieces a part of your permanent management library. Each highly readable volume contains a groundbreaking idea that continues to shape best practices and inspire countless managers around the world-and will have a direct impact on you today and for years to come.
Author: Adrian Furnham
Publisher: Kogan Page Publishers
ISBN: 0749478144
Category : Business & Economics
Languages : en
Pages : 257
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Book Description
Many organizations approach the issue of employee engagement and motivation by tapping into age, gender and other stereotypes. Motivation and Performance challenges these notions, bringing together evidence that group differences are often exaggerated and that getting to the heart of what really motivates individuals is what's most important. This book is a practical guide to ensuring that organizations consider all motivators - job security as well as the need for personal growth - to improve employee satisfaction, boost organizational productivity and reduce staff turnover. Underpinned by original research, Motivation and Performance features case studies from finance, retail, the public and other sectors to show how the principles of motivating employees apply at all levels of the organization, not just at the leadership level, and how values and motivation can be changed and developed. Complete with a framework for conducting effective visits to front-line locations, it will help HR professionals ask the right questions, choose whether to implement external motivation-building programmes and make a real impact on an employee's desire to progress in the company.
Author: Ekuka Joachim
Publisher: GRIN Verlag
ISBN: 3346581993
Category : Business & Economics
Languages : de
Pages : 40
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Book Description
Forschungsarbeit aus dem Jahr 2022 im Fachbereich Führung und Personal - Mitarbeitermotivation, Note: B, , Sprache: Deutsch, Abstract: This study focused on determining the effect of motivation on employee performance in Oyam Town Council in Uganda. The study examines the relationship between employee performance and salary, establishes the relationship between job security and employee performance in Oyam Town Council. A cross-sectional survey design method was used in which secondary data was collected using a computer from authorized sources. The study used a sample size of 52 respondents from a total population of 60 and thematic analysis techniques were done with the help of Stata and a statistical package for social scientists software, after which inferential statistics were made. According to Omollo, as an input, an organization must have a statement, a philosophy, a series of programs and goals which focuses on the skills and talents of its employees for it’s success. All of these must be managed with care and guidance so that the organization’s mission, duration for it’s stability of the work and continuity is successfully accomplished. Therefore, the Motivation effect is a need inside employee’s demands and help to achieve it without irregularities, and motivating the employees broadens their skills to meet the organizational demands. In addition, every branch manager needs to have the responsibility to work with the staff and obtain out their individual needs and put them to the organization’s needs. This can be done by motivating employees. Every individual in an organization is motivated by some different ways and therefore, employee motivation is a reflection of the level of energy, commitment, and creativity that a Company’s workers bring to their jobs. A manager needed to motivate employees and subordinates towards the accomplishment of the organization’s vision. Therefore, motivation is defined as giving employees incentives that cause them to act in desired ways.
Author: Mumin Omar
Publisher: GRIN Verlag
ISBN: 3668956103
Category : Business & Economics
Languages : en
Pages : 70
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Book Description
Academic Paper from the year 2017 in the subject Business economics - Personnel and Organisation, , course: Thesis, language: English, abstract: The purpose of this study was to investigate the role of motivation on employee performance in public organization: a case of ministry of national development planning Hargeisa, Somaliland. This study guided by the following research questions. To determine the methods used by employers to motivate employees in the MoNDP, to know the extent that extrinsic motivation affects employees’ performance in the MoNDP, To examine how intrinsic motivation affect employees’ performance in the MoNDP, To identify how motivation link with employee work performance. This study adopted a descriptive research design. The population of the study was 90 employees’ of the MoNDP. A census sampling was done and so the 90 employees constituted the sample size. A structured questionnaire was used to collect the data. The questionnaire was to administer by the researcher. The completed questionnaires were edited for completeness. The data were analyzed using the statistical package for social sciences (SPSS) computer package. The data were interpreted using descriptive statistics through frequencies, percentages and correlation analysis. The findings were presented in the form of tables and figures. The study found out that the ministry uses many different tools to motivate its employees. These include; payments on time, employee rotation within the ministry and salary provision. However, the study also found out that NDP does not use provide fringe benefits to its employees. It was also found out that ministry doesn’t pay its workers according to the amount of work they have done also when employees meet targets ministry doesn’t provide bonuses the ministry does not carry out training of its employees. The study also found out that the organization does not make sure that that employee's work is challenging or involve them in decision making as a way of motivating them. The research results indicated that there is a positive correlation between motivation and work performance. This means that changes in one variable are strongly correlated with changes in the second variable. Pearson’s r is .440**. This number is very close to one. For this reason, we can conclude that there is a strong relationship between motivation and employee performance variables
Author: Faiza Yimer
Publisher: GRIN Verlag
ISBN: 3668644128
Category : Business & Economics
Languages : en
Pages : 101
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Book Description
Master's Thesis from the year 2018 in the subject Business economics - Personnel and Organisation, grade: 2, Addis Ababa University, language: English, abstract: Motivation seems to be one of the most important tools of Human Resource Management. Organizations design motivation systems to encourage employees to perform in the most effective way but also to attract potential candidates. Employee motivation is a significant psychological aspect of management. To maximize the effort and performance of employees, there should be a mechanism of motivation. This study sought to investigate the effect of employees’ motivational factors on employee’s performance with special reference to federal Public procurement and property disposal service. This study was conducted based on the data gathered from employees of federal public procurement and property disposal service. This study adopted explanatory research design. The target population for this study was 177 employees of federal Public procurement and property disposal service. A census sampling was done and so the 123 employees constituted the sample size. A representative sample was drawn from this population using probabilistic sampling technique (simple random sampling) to select sample elements from the organization. The data collection tool was the questionnaires which contained closed ended Survey and face to-face interviews. Out of 123 questionnaires that have been distributed, all were usable. The mean value of the five point likert scale values of the dependent and various independent variables were taken as motivational factors which determine the performance of the employees. The analysis of the data was done with the help of the Statistical Package for Social Sciences (SPSS) and EViews. The research results found that Payment, promotion, Co-worker relation, supervision and Career development as major influencing factors for employee’s performance. Whereas responsiveness were found to have insignificant effect on employee’s performance in federal public procurement and property disposal service. The study recommended that to increase employees performance, organizations need to focus on modern pay package, having sound leadership, promotion of staffs, smooth co-worker relationship and plan and execute shorter and long term training.
Author: Teresa Amabile
Publisher: Harvard Business Press
ISBN: 1422142736
Category : Business & Economics
Languages : en
Pages : 270
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Book Description
What really sets the best managers above the rest? It’s their power to build a cadre of employees who have great inner work lives—consistently positive emotions; strong motivation; and favorable perceptions of the organization, their work, and their colleagues. The worst managers undermine inner work life, often unwittingly. As Teresa Amabile and Steven Kramer explain in The Progress Principle, seemingly mundane workday events can make or break employees’ inner work lives. But it’s forward momentum in meaningful work—progress—that creates the best inner work lives. Through rigorous analysis of nearly 12,000 diary entries provided by 238 employees in 7 companies, the authors explain how managers can foster progress and enhance inner work life every day. The book shows how to remove obstacles to progress, including meaningless tasks and toxic relationships. It also explains how to activate two forces that enable progress: (1) catalysts—events that directly facilitate project work, such as clear goals and autonomy—and (2) nourishers—interpersonal events that uplift workers, including encouragement and demonstrations of respect and collegiality. Brimming with honest examples from the companies studied, The Progress Principle equips aspiring and seasoned leaders alike with the insights they need to maximize their people’s performance.
Author: Jan U.
Publisher: GRIN Verlag
ISBN: 3346442276
Category : Business & Economics
Languages : en
Pages : 35
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Book Description
Bachelor Thesis from the year 2016 in the subject Leadership and Human Resources - Employee Motivation, grade: 1,3, University of Mannheim, language: English, abstract: The motivation for this work is a result of several factors. At first, the topics of motivation and work performance represent core areas in the fields of management and leadership with essential theoretical and practical implications. Second, various studies have been undertaken in order to examine the direct effects of motivation on work performance showing the high relevance of this issue. For example, the work of Jenkins, Mitra, Gupta and Shaw (1998) verifies a positive link between extrinsic motivation and work performance. Such performance improvements may be essential for companies trying to bet the competition. However, comparable studies examining the effects of intrinsic motivation on work performance tend to be rare. Thus, another reason for this present thesis is to close this substantial research gap. The topic of motivation has been widely studied from various researchers in several areas. It represents an essential part in multiple research fields, including the ones of management and psychology. Rani and Lenka define motivation as “a process that elicits, controls, and sustains certain behaviors”. Thus, motivated employees are activated to engage in a certain behaviour in an energized way, whereas unmotivated employees may not have any incentive to act. Ilardi, Leone, Kasser and Ryan (1993) validate a positive relation between high levels of motivation and positive work outcomes, such as job satisfaction or well-being. The importance of motivation becomes clear in light of the recent Gallup-study, which states that unmotivated workers lead to substantial losses for businesses. Until now, a significant number of studies have focused on the effects of motivation on well-being or job satisfaction. However, this thesis has a slightly different focus. It examines the effects of motivation on work performance of employees based on the self-determination theory (SDT) from Deci and Ryan (1985). Therefore, it distinguishes between two types of motivation, namely intrinsic and extrinsic motivation, which will be defined later. This distinction allows to separately examine the effects of intrinsic and extrinsic motivation on work performance as well as the interaction of those two variables and the joint impact of both motivational constructs on work performance.
Author: Nik Kinley
Publisher: Springer
ISBN: 113744956X
Category : Business & Economics
Languages : en
Pages : 240
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Book Description
An important part of every manager's job is changing people's behavior: to improve someone's performance, get them to better manage relationships with colleagues, or to stop them doing something. Yet, despite the fact that changing people's behavior is such an important skill for managers, too many are unsure how to actually go about it. This book reveals the simple, but powerful techniques for changing behavior that experts from a range of disciplines have been using for years, making them available to all managers in a single and comprehensive toolkit for change that managers can use to drive and improve the performance of their staff. Based on research conducted for this book, it introduces practical techniques drawn from the fields of psychology, psychotherapy, and behavioral economics, and show how they can be applied to address some of the most common, every-day challenges that managers face. #changingpeople
Author: Jan U.
Publisher: GRIN Verlag
ISBN: 334644225X
Category : Business & Economics
Languages : en
Pages : 28
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Book Description
Seminar paper from the year 2018 in the subject Leadership and Human Resources - Employee Motivation, Employee Satisfaction, grade: 1,3, University of Mannheim, language: English, abstract: The purpose of this paper is to investigate the effects of intrinsic and extrinsic motivation on work performance within the R&D environment and provide practical recommendations. Substantial research has been conducted to investigate the construct of motivation and to validate its impact on core business outcomes within varying environments. According to Rani and Lenka (2012), the motivational process affects an individual’s strength and persistence of behaviour. Thus, motivated individuals are activated to behave in a more creative, productive and persistent way. Prevailing literature validates this positive effect. For example, Deci and Ryan (2008a) argue that there is a significant link between motivation and positive work-related outcomes, such as psychological well-being and work performance. Considering this convincing evidence, further research tried to investigate this relationship within varying settings. An area that has aroused major attention is the R&D environment. Within this context managers face several obstacles in establishing high levels of motivation. Clarke (2002) mentions, for example, the differing values and expectations of R&D specialists, the uncertainty of outcomes and the difficulty in measuring the results. For high levels of motivation and performance to occur, managers need to respond to the needs of the R&D professionals without losing sight of the company’s major objectives. Based on the work of Deci, Vallerand, Pelletier and Ryan (1991) and their distinction between intrinsic and extrinsic motivation, studies in the R&D management literature validate the importance of both motivational constructs within this context. However, in practice, organizations like BMW may be incentivized to primarily focus on extrinsic rewards. Extrinsic incentive systems, such as salary increases or bonuses, can easily be established, fairly measured and provide a clear link between the employees’ monetary motives and the organizations objectives. Further, intrinsic motivation may be neglected due to difficulties and increased efforts of implementing such incentives. As a result of this neglect of their workers' intrinsic needs and desires, the motivation within the R&D department and in turn the work performance may decline.
