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Author: Getaneh Abebaw
Publisher: GRIN Verlag
ISBN: 334656164X
Category : Business & Economics
Languages : en
Pages : 73
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Book Description
Master's Thesis from the year 2020 in the subject Leadership and Human Resource Management - Employee Motivation, , language: English, abstract: The general objective of this study is to assess the effect of reward on employee motivation in Kirkos sub city administration, Addis Ababa. The study aims at assessment of the effect of reward on employee motivation in selected Kirkos sub city administration. Descriptive and inferential analysis was used to describe the effect of intrinsic and extrinsic rewards on employee motivation. Out of a total target population of four hundred fortify one administrative employee; two hundred ten samples were taken in probability sampling more specifically, stratified sampling, technique from the Kirkos sub city administration chief executive pool. Questionnaire was developed and distributed to the administrative employees. The finding of the study indicated that administrative employees of the administration have moderate satisfaction with the total reward practices. However; employees are motivated better by intrinsic rewards than extrinsic rewards. When each extrinsic reward items were computed, employees showed dissatisfaction from bonuses, similarly, when variables of each intrinsic reward were examined employees have moderate satisfaction the relationship of manager.
Author: Getaneh Abebaw
Publisher: GRIN Verlag
ISBN: 334656164X
Category : Business & Economics
Languages : en
Pages : 73
Get Book Here
Book Description
Master's Thesis from the year 2020 in the subject Leadership and Human Resource Management - Employee Motivation, , language: English, abstract: The general objective of this study is to assess the effect of reward on employee motivation in Kirkos sub city administration, Addis Ababa. The study aims at assessment of the effect of reward on employee motivation in selected Kirkos sub city administration. Descriptive and inferential analysis was used to describe the effect of intrinsic and extrinsic rewards on employee motivation. Out of a total target population of four hundred fortify one administrative employee; two hundred ten samples were taken in probability sampling more specifically, stratified sampling, technique from the Kirkos sub city administration chief executive pool. Questionnaire was developed and distributed to the administrative employees. The finding of the study indicated that administrative employees of the administration have moderate satisfaction with the total reward practices. However; employees are motivated better by intrinsic rewards than extrinsic rewards. When each extrinsic reward items were computed, employees showed dissatisfaction from bonuses, similarly, when variables of each intrinsic reward were examined employees have moderate satisfaction the relationship of manager.
Author: Esubalew Ginbar
Publisher:
ISBN: 9783346353023
Category :
Languages : en
Pages : 84
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Book Description
Author: Evelyne Nsabimana
Publisher:
ISBN:
Category : Alba Graduate Business School
Languages : en
Pages : 58
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Book Description
Author: Bekele Fufa
Publisher: LAP Lambert Academic Publishing
ISBN: 9783659295805
Category :
Languages : en
Pages : 76
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Book Description
Human resources can make organizations gain a competitive advantage. Employees are the pillars of organizations' success and therefore they must be motivated so that they can contribute to the success of an organization.Employees join organizations with certain values and expectations. If their values and expectations are met, they put forth high levels of effort to achieve organizational goals, and are expected to remain with the organization for long period of time. On the other hand, if there are substantial gaps between what employees want from their jobs and what they get, they are not motivated, and the final result will be high levels of staff turnover or attempts by staff to find other ways to fulfill their expectations. This work, therefore, examines the role played by different reward components in the process of motivating employees by quantitatively testing the independent variables (rewards) and dependent variable (motivation). The analysis should be especially useful to professionals in human resource fields or anyone else who are considering further research in the area.
Author: Raymond T. Butkus
Publisher: Bloomsbury Publishing USA
ISBN: 0313004382
Category : Business & Economics
Languages : en
Pages : 224
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Book Description
Why does management encounter people problems whenever organizations attempt to change? Green and Butkus say this occurs because organizations overlook one of the most critical problems of change: how employees react it emotionally. Change is not about work processes or information systems alone. It is also about what people believe and feel—emotions such as anger, anxiety, confusion, and fear. Yet managers are usually unaware of these things,and those who are aware usually lack skills to manage these emotions effectively. They tend to rely on traditional incentive systems, which usually do not work. What does work? The one approach that has been applied consistently with positive results is Green's belief system of motivation and performance. Green and Butkus show how the belief system helps to bring negative feelings and convictions to the surface. They provide ways to identify the underlying emotional problems and find effective solutions. The belief system works, say the authors, because it goes directly to the source of the problem—employees themselves—to discover why motivation and performance problems occur and what can be done to solve them. This book describes applications of the belief system in a variety of work situations, including a recent effort at organizational transformation with AT&T's Business Communications Services (BCS) Division. It outlines in detail the process that BCS used to implement the belief system, starting at the highest management levels and cascading down to the organization's front lines. With a clear exposition of the belief system's theoretical underpinnings and nuts-and-bolts methods, Green and Butkus provide executive decision makers and planners throughout the organization with critical insights into the pitfalls in the implementation process and workable guidance on how to avoid them.
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.
Author: Daniel H. Pink
Publisher: Penguin
ISBN: 1101524383
Category : Business & Economics
Languages : en
Pages : 275
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Book Description
The New York Times bestseller that gives readers a paradigm-shattering new way to think about motivation from the author of When: The Scientific Secrets of Perfect Timing Most people believe that the best way to motivate is with rewards like money—the carrot-and-stick approach. That's a mistake, says Daniel H. Pink (author of To Sell Is Human: The Surprising Truth About Motivating Others). In this provocative and persuasive new book, he asserts that the secret to high performance and satisfaction-at work, at school, and at home—is the deeply human need to direct our own lives, to learn and create new things, and to do better by ourselves and our world. Drawing on four decades of scientific research on human motivation, Pink exposes the mismatch between what science knows and what business does—and how that affects every aspect of life. He examines the three elements of true motivation—autonomy, mastery, and purpose-and offers smart and surprising techniques for putting these into action in a unique book that will change how we think and transform how we live.
Author: Dianna Podmoroff
Publisher: Atlantic Publishing Company
ISBN: 1620230852
Category : Business & Economics
Languages : en
Pages : 145
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Book Description
Do you know what motivates your employees? According to a recent survey, money is not the most motivating factor for employees in the workplace — it’s their peers. Is that the case for your staff? In this newly revised edition of 365 Ways to Motivate and Reward Your Employees Every Day — With Little or No Money, we have new surveys, techniques, and ideas that will help you figure out how to motivate your employees. In this second edition, we discuss the different motivators — internal and external — that get your employees up and going every day. A recent study from the Society of Human Resource Management found that both materialistic and non-materialistic factors play a large part in employee motivation. Things like recognition, rewards, and a good, respectful senior management team are just a few of the recommendations you will read about. By book’s end, you should know how to distinguish between those factors and apply them when your employees feel a little more sluggish than usual. Do not be the norm and force your employees into an activity or program that does not match your workplace environment. Take the time to figure out what motivates your employees and why, and make sure to pay close attention to the new ideas about incorporating technology into your workplace. This book is filled with updated information and innovative ideas that can help you figure out how to motivate your employees successfully today.
Author: Muhammad Naeem
Publisher: GRIN Verlag
ISBN: 3668075506
Category : Business & Economics
Languages : en
Pages : 83
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Book Description
Master's Thesis from the year 2014 in the subject Business economics - Business Management, Corporate Governance, grade: B, Glyndŵr University, Wrexham known as NEWI, course: MBA, language: English, abstract: The purpose of this research is to explore the most effective and best rewards to get the maximum performance from the employees’ working in ABC in London. Extensive research will be conducted to determine the motivational rewards types to boost up the motivation of employees at work. Further to identification of major reward types; the advantages and disadvantages of each reward type will be highlighted to understand the rewards in broader spectrum. The purpose of this research is to determine the best motivational reward which can help in boosting the employees’ performance to another level. The data can be collected either through primary data or by secondary data; combination of both data types are usually adopted to conduct an extensive research. The most effective and best reward type which helps to motivate the employees will be discussed in literature review (secondary data). Also the limitations related to each motivational reward type affecting the employees’ motivation will also be discussed in the literature review of the research. Once the data is collected through secondary means; the next step is to determine the problems prevailing at ABC which are limitations in motivating the employees to perform well. Once data from both means (primary and secondary); the information will then be evaluated which will help in understanding the motivational factor and the reward to motivate employees at ABC. The outcome of this research will facilitate in recommending which reward effective for motivating the employees based on the analysis of data. The main objectives and questions of research are listed below.
Author: Dan Ariely
Publisher: Simon and Schuster
ISBN: 1501120050
Category : Psychology
Languages : en
Pages : 128
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Book Description
Bestselling author Dan Ariely reveals fascinating new insights into motivation—showing that the subject is far more complex than we ever imagined. Every day we work hard to motivate ourselves, the people we live with, the people who work for and do business with us. In this way, much of what we do can be defined as being “motivators.” From the boardroom to the living room, our role as motivators is complex, and the more we try to motivate partners and children, friends and coworkers, the clearer it becomes that the story of motivation is far more intricate and fascinating than we’ve assumed. Payoff investigates the true nature of motivation, our partial blindness to the way it works, and how we can bridge this gap. With studies that range from Intel to a kindergarten classroom, Ariely digs deep to find the root of motivation—how it works and how we can use this knowledge to approach important choices in our own lives. Along the way, he explores intriguing questions such as: Can giving employees bonuses harm productivity? Why is trust so crucial for successful motivation? What are our misconceptions about how to value our work? How does your sense of your mortality impact your motivation?
