Employee Motivation

The purpose of this article is to review spirituality at work literature and to explore how spirituality improves employees’ performances and organizational effectiveness. The article reviews about 140 articles on workplace spirituality to review their findings on how spirituality supports organizational performance. Three different perspectives are introduced on how spirituality benefits employees and supports organizational performance based on the extant literature: (a) Spirituality enhances employee well-being and quality of life; (b) Spirituality provides employees a sense of purpose and meaning at work; (c) Spirituality provides employees a sense of interconnectedness and community. The article introduces potential benefits and caveats of bringing spirituality into the workplace; providing recommendations and suggestions for practitioners to incorporate spirituality positively in organizations.

l’implication est une condition de motivation, c’est un état psychologique de la personne, un état d’esprit alors qu’elle est souvent considérée comme une attention afin d’améliorer les conditions de vie de travail, elle est aussi un facteur de performance pour beaucoup de structures

Nous avons décelé plusieurs facteurs  qui pourraient être origine de l’implication du personnel, plusieurs recommandations ont découlé de cette étude, on pourrait spéculer entre eux sur des préconisations relatives au management fonctionnel , des actions à court et moyen et long terme qui facilitent et encouragent l’implication , l’essor d’une synergie participative et enfin des recommandations globales sur les différents outils de management qui permettraient un climat idéal à l’implication du personnel .

The study sought to ascertain the impact of non-monetary incentives on employee productivity and the general employee performance.  The study sought to investigate and measure the impact of non-monetary incentives as a tool to improve performance, study the existing rewards mix and its effectiveness in motivating employees as well as to highlight which non-financial rewards have a lasting impact on employee motivation and performance. The study also aimed at drawing conclusions and recommendations that will be instrumental for the mobile service provider to motivate employees to improve organizational performance. In the study 37 TelOne employees, 8 Human Resource Specialists from TelOne and 8 Human Resources Specialists from other institutions in Gweru were used as the research subjects.  Questionnaires and interviews were used as research instruments.  The documentary case study method was employed in the study. The study revealed that the non-monetary incentives employed by TelOne do have a significant relationship with the company’s performance, making it clear that non-monetary incentives do have an impact on employee performance, hence the presence or absence of non-financial incentives have positive and negative impact in institutional productivity or non-productivity respectively. This study recommends that TelOne should continue including existing non-monetary incentives in operation though it needs to identify the ones that motivate their calibre of employees. This is so that the employed incentives yield the intended result of enhanced employee performance. TelOne management should make efforts to find out particular non-monetary incentives that are motivation rather than employ a blanket range of non-monetary incentives some of which do not actually motivate the employee. Finally, it is also recommended that further research be undertaken to ascertain relevance of propounded motivation theories to African institutions and economies premised on the fact that theories were crafted by non-African scholars. The study also recommended further research with a particular emphasis on the current economic situation in Zimbabwe, a study of non-monetary incentives could be premised on the strategy’s feasibility in such a struggling economy.

The importance of job satisfaction as an antecedent to employees’ productivity and firm outcomes cannot be overrated in the world of business, especially in the service industry. This paper adds to the understanding of job satisfaction in insurance business by investigating the structural causes of task fulfilment. The mutual influences of compensation administration and employees’ motivation on job satisfaction was assessed using multivariate analysis. This research embraced a quantitative method and 212 employees were drawn using a convenience sampling technique. Three propositions were tested employing inferential statistical analyses run through SPSS statistics version 23 and SPSS Analysis of Moment Structures (AMOS) version 23. AMOS was used to structurally determine job satisfaction through structural equation modelling (SEM). SPSS statistics version 23 was instrumental in assessing the psychometric properties via exploratory factor analysis and Cronbach’s alpha coeffici...

Anagnostopoulos, I.T. 2020. Employee’s motivation in Primary Local Government (municipality). Case study: Municipality of Florina. [Unpublished Masters Thesis] University of Western Macedonia (in Greek). https://doi.org/10.13140/RG.2.2.34373.68327

In Greece, goal achievement for modern Primary Local Government is highly dependent on employee performance. If municipal employees are not properly motivated, the possibility of achieving organizational goals is low. Thus, the subject of employee motivation is of specific interest, especially in the terms of understanding how motivating parameters function. The current thesis explores public service motivation and was designed using the Municipality of Florina’s employees as a study case. The thesis approached the topic, theoretically with a literature review, followed by an empirical study. The sample size of the study was consisted of 79 employees (68% of overall population), who participated in anonymity by completing a structured questionnaire. From analysis of the collected data, motivation factor impact levels were revealed. From the sum of factors studied, eleven were highly motivating and three were low motivators. The study concludes that the Municipality of Florina’s employees consider extrinsic and intrinsic motivation factors as being of equal importance. Low motivating factors were extrinsic. The current study also revealed that depending on employee demographic characteristics, factors were found to differentiate in motivational impact. Thus, the impact level factors have on Municipality of Florina’s employees is associated with demographic characteristics such as sex, age, level of education and work experience.

For more information in English about the empirical study of this thesis, please see uploaded pdf file here at Academia.edu.

Learning is closely linked to individual motivation. The capabilities themselves are no longer sufficient for an adult to learn, however with a low motivation, even so well-developed abilities do not come to the core. In this paper, we will shortly present five selected motivation theories; the theory of the expected value, the attribution theory; socio-cognitive theory, goal-orientation theory and the self-determination theory and highlight their practical implications, which can serve as a basis for motivating adult for learning. We will focus our attention also on the attitude of the adult social environment (such as company or organizations) towards the acquisition of the knowledge, beacuse their attitude either strengthen or weaken the adult motivation for learning.

What motivates adults for learning? Implication of different motivation theories on the field of adult learning

Corporate social responsibility (CSR) aspirations by companies have been identified as a motivating factor for active employee participation in CSR implementation. However, a failure to practise what one preaches can backfire and lead to attribution of hypocrisy. Drawing on a qualitative study of an award-winning sustainability pioneer in the cosmetics sector, we explore the role of moral judgement in how and when employees interpret word-deed misalignment in CSR implementation as hypocritical. First, our case reveals that high CSR aspirations by companies raise employees' moral expectations. Second, we develop a framework that explains variations in employees' hypocrisy interpretations based on consequentialist and deontological forms of moral judgement. Our research advances a contextual view of hypocrisy, not as an objective characteristic of an organisation, but as an outcome of interpretative processes of perceived motives and results in CSR implementation. Our framework thereby explains why even highly committed organisations may face accusations of hypocrisy.

Bu araştırmanın odak noktası kamu ve özel sektör çalışanlarının işyerlerindeki  mobbing (psikolojik taciz) algı düzeylerini tespit etmek; görev yaptıkları kamu ve özel kurumlardaki motivasyonları üzerine etkilerinin olup olmadığını yaş, ünvan, medeni durum, cinsiyet ve çalışma süresi değişkenlerine bağlı olan etkilerini incelemektir. Yapılan anket çalışmasında elde edilen veriler SPSS 13.0 istatistik programı yardımıyla analiz edilmiş ve değerlendirilmiştir. Çalışanların iş hayatında maruz kaldıkları olumsuz davranışlar düzeyinin motivasyonlarına nasıl bir etki yaptığını ölçtüğümüz korelasyon analizleri sonuçlarına göre; çalışanlar iş yaşamlarında çok düşük bir düzeyde olumsuz
davranışlarla karşılaştıklarını belirtmişler ve buna paralel olarak da olumsuz
davranışların motivasyona etki düzeyi çok düşük çıkmıştır. Araştırmaya katılan çalışanların iş ortamındaki motivasyon düzeyleri hem genelde hem de motivasyon ölçeğinin alt boyutlarında orta düzeyde görülmektedir. Sadece içsel benlik boyutunda çalışanların motivasyon düzeyleri 5,29 ortalama ile orta düzeyin üzerinde çıkmıştır. Buna göre çalışanlar yeteneklerine uygun bir işte çalışmakla daha yüksek
motivasyona sahip olduklarını belirtmişlerdir. Bu bağlamda çalışanlar iş yaşamlarında onları küçük düşürecek, psikolojik yönden etkileyecek düzeyde olumsuz davranışlara maruz kalmayıp, daha dolaylı olumsuz davranışlarla da nadiren karşılaştıklarını düşünmektedirler. Bu da onların işleriyle ilgili motivasyon düzeylerini hemen hemen hiç etkilememektedir

This paper develops a conceptual model of the circulation of corporate control - the instability in formal authority at the top of large corporations. According to the model, CEO selection is both a political contest for the top executive position and an ideological struggle among members of the firm's political coalition over defining the corporate agenda and strategy. The model is applied to analyze the selection of functional backgrounds of 275 new CEOs in large US manufacturing firms from 1981 to 1992. Results show that the circulation of control adds to previous explanations based on strategic contingencies and institutional isomorphism. Furthermore, evidence of an ideological and political obsolescence of financial CEOs and a change in the strategic contingencies that previously favored finance and the financial conception of control is found.

The study was aimed at examining ways leadership can be used as a motivational tool for improved job related outcomes using a cross section of employees from the Ghanaian rural banking sector. It tapped into the perceptions of employees to understand what they perceived to be the influence of certain leadership style on employee motivation, job satisfaction and job commitment. A survey was employed and it covered 50 employees. The measures of central tendency (mean) and measures of variability (range, and standard deviation) were used to describe results. The study found that employees are motivated by leadership that give precise directive and offers employees the needed support and room to operate. The study found giving employees responsibility improves employee satisfaction and that leadership that is task oriented and committed to relational behaviours would improve employee job satisfaction. The study finds that leadership has an effect on employee commitment. It found that em...

Traditionally, internships are viewed as a supervised work practice and experiential learning where student have the opportunity to apply the previously learnt theories from school in real-life situations. Several studies have been written on the benefits of internship programs and explored the perspective of the interns, schools and different organizations as well. Nowadays, an internship abroad is more seen from the students’ point-of-view as an element of „Erasmus lifestyle experience” than gaining useful, practical work experience in the hotel industry.
There any many factors and stakeholders involved that form the experience of the students who participate in internship programs. Internships in any hotel establishments provide a real sense of working and the Erasmus students have to face different adversities such as culture shock, poor remuneration, longer working hours, lack of rapport with the other workers and other sociocultural adaptation difficulties. Thus, these experiences can determine the future career goals of the interns.
The aim of this paper is to explore the impact of different stakeholders on the experience of the students. Implications for the hospitality industry and educational institutions and suggestions for future studies are offered.

The importance of job satisfaction as an antecedent to employees’ productivity and firm outcomes cannot be overrated in the world of business, especially in the service industry. This paper adds to the understanding of job satisfaction in insurance business by investigating the structural causes of task fulfilment. The mutual influences of compensation administration and employees’ motivation on job satisfaction was assessed using multivariate analysis. This research embraced a quantitative method and 212 employees were drawn using a convenience sampling technique. Three propositions were tested employing inferential statistical analyses run through SPSS statistics version 23 and SPSS Analysis of Moment Structures (AMOS) version 23. AMOS was used to structurally determine job satisfaction through structural equation modelling (SEM). SPSS statistics version 23 was instrumental in assessing the psychometric properties via exploratory factor analysis and Cronbach’s alpha coeffici...

When employees find satisfaction and fulfillment in the work they do, their energy and dedication is firmed up and performance rises to exceptional levels which translates into greater profits for the organization.  While focusing on numbers only, job-oriented managers push their employees to perform, but end up alienating and inspiring them to withdraw and sometimes even sabotage the job as a means of venting their frustrations and dissatisfaction.  Smart Managers on the other hand, are human-oriented and project themselves as the keepers of their subordinates providing all the necessary support to keep employees satisfied, engaged and therefore perform with enthusiasm. These managers are particularly interested in discovering the buttons that incite passion in their employees.  With people-oriented managers, employees do not need to be pushed to perform as they voluntarily do so and with resounding success.  When employees and managers in an organization have a common understanding of success for the business, workplace conflicts are drastically reduced and those that surface are constructively addressed with a view of meeting the needs of both organization and the employees and maintaining relationships.  This paper explores the motivational triggers that get employees satisfied, energetic and dedicated to deliver exceptional results that support organizational growth.

The purpose of this paper is to consider the influence, scope, limitations, barriers, and challenges imposed on employment by the existing condition brought on by coronavirus 2019 (COVID-19) health crisis, along with the potential consequences. An in-depth literature review was conducted of the current COVID-19 crisis, along with similar pandemics in recent history, and the effect of such events on global employment, unemployment, and economic activities. The research focus is primarily on the impact of COVID-19 from January to May 2020 , i.e. the first months of global awareness of the threat posed by the virus In January 2020, the increasing number of COVID-19 infections resulted in orders to stay-at-home or observe social and physical distancing restrictions, which subsequently led to the shutdown of industrial production, financial markets, corporate offices, businesses, events, and different operation management activities in order to minimize the transmission of the virus. The...

Based on the principles of the human capital theory, this study investigates the role of the quality management system (QMS) in higher education institutions (HEIs) in developing successful employability attributes among graduates. Considering industry as a prominent stakeholder in academia, the authors took industry-academia collaboration as the mediating variable. Using the European Foundation for Quality Management model, the author analyzed how QMS in public HEIs located in London, the United Kingdom (UK), impacts business management, computer science and engineering students' employability. Following the nonprobability convenience sampling technique, this study included data from 324 local and international students. The structural analysis identified QMS as a significant factor in enhancing students' employability, and industry-academia collaboration is found to act as a partial mediator in this relationship. The management of HEIs in developing countries can take valuable guidelines from this study and integrate QMS in their institutions in developing their students' employability, as it is being done by HEIs in the UK.

Negotiation techniques are useful — unless the other side refuses to cooperate. What then?
Asaf Shani teaches powerful techniques to make it worthwhile for the other side to negotiate during confrontational situations. These are not cliché power games that can leave your situation worse than when you started. The techniques — based on the psychology of human behavior — are designed to help you achieve the positive outcomes you seek.
Make no mistake. This book is not for the faint-hearted. If you believe you can get what you need by asking as nicely as possible . . . well, let us know how that works out. The truth is, you can negotiate any conflict and get what you need — without destroying relationships. But it requires tough-minded adherence to proven principles.
Based on 15 years of experience teaching conflict management and negotiation skills to Fortune 500 execs and small business operators, the book provides a structured way to examine situations and tactics on the “darker side of negotiation” — using levers, guns (figurative guns, not the hurtful kind) and sanctions to persuade the other side to address issue that are most important to you.
Written in a style that’s easy to understand and implement, you’ll be way ahead of the other side — before you even reach the negotiating table.

The promotion of extended working life has created a period of uncertainty between the ending of work and the beginning of retirement. This period of the life course is now 'open-ended' in respect of whether older workers decide to remain in employment or leave working. However, the choices available are framed within public policy and organisational contexts as well as personal circumstances. The study reviews the organisation of 'work-ending' , the construction of age within organisations, and the influences on provision of support in late working life. The article concludes with a discussion on the range of pressures that might limit control over pathways through middle and late working careers.

at the end of the article Παράγοντες παρακίνησης εργαζομένων και κίνητρα απόδοσης ως εργαλεία αποτελεσματικής διαχείρισης Μελέτη σε επαγγελματίες ψυχικής υγείας ΣΚΟΠΟΣ Σκοπός της παρούσας μελέτης ήταν ο προσδιορισμός των σημαντικών παραγόντων παρακίνησης σύμφωνα με τις απόψεις των επαγγελματιών ψυχικής υγείας σε δύο ψυχιατρικά νοσοκομεία και κυρίως η διαπίστωση αν αυτές διαφέρουν ανάμεσα στο ιατρικό, στο νοσηλευτικό και στο διοικητικό προσωπικό από την πλευρά της βελτίωσης της εργασιακής απόδοσης. ΥΛΙ-ΚΟ-ΜΕΘΟΔΟΣ Χρησιμοποιήθηκε ένα ήδη έγκυρο ερωτηματολόγιο που είχε αναπτυχθεί και σχετίζεται με τέσσερις εργασιακούς παράγοντες κινήτρων (εργασιακές ιδιότητες, ανταμοιβή, συναδελφικότητα και επιτεύγματα). Συμμετείχαν τέσσερις κατηγορίες επαγγελματιών υγείας που εργάζονταν σε δύο ψυχιατρικά νοσοκομεία (Θεσσαλονίκης και Κέρκυρας), ιατροί (n= 28), νοσηλευτές (n=224), διοικητικοί υπάλληλοι (n=72) και λοιποί επαγγελματίες (ψυχολόγοι, κοινωνικοί λειτουργοί) (n=13) και πραγματοποιήθηκε σύγκριση των κινήτρων μεταξύ όλων των κοινωνικοδημογραφικών και επαγγελματικών μεταβλητών. ΑΠΟΤΕΛΕΣΜΑΤΑ Η μελέτη αποκάλυψε ότι τα «επιτεύγματα» κατέλαβαν την πρώτη θέση στο σύνολο του δείγματος και ανά επαγγελματική υποομάδα (p<0,001) μεταξύ των τεσσάρων κύριων κινήτρων, ακολουθούμενα από τις «ανταμοιβές», τη «συναδελφικότητα» και τις «εργασιακές ιδιότητες». Είναι ενδιαφέρον ότι η ανταμοιβή −και ο μισθός ειδικότερα− αναφέρθηκε ως ένα σημαντικό κίνητρο μόνο για τους επαγγελματίες σε διευθυντικές θέσεις (p=0,032) για το σύνολο του δείγματος. Το εύρος των αναφερόμενων παραγόντων παρακίνησης ήταν μικτό, ενώ τα κίνητρα μεταξύ των υποομάδων ποικίλα. Οι εργασιακές ιδιότητες και η συναδελφικότητα αποτέλεσαν ένα σημαντικό προγνωστικό δείκτη παρακίνησης για τους νοσηλευτές σε διοικητικές θέσεις, ενώ η πλέον σημαντική παράμετρος που καθόρισε το συντελεστή επιτεύγματα ήταν αυτός της εκπαίδευσης, η οποία συσχετίστηκε θετικά με υψηλότερα κίνητρα για το σύνολο του δείγματος (p=0,034). ΣΥΜΠΕΡΑΣΜΑΤΑ Στο οικονομικά ασταθές περιβάλλον του σήμερα, τόσο τα χρηματικά όσο και τα μη χρηματικά κίνητρα είναι σημαντικά για να παρακινήσουν τους επαγγελματίες υγείας, εστιάζοντας την προσοχή σε προσεγγίσεις διαχείρισης που βελτιώνουν τις επιδόσεις. Οι επαγγελματίες ψυχικής υγείας έχουν την τάση να παρακινούνται περισσότερο από ενδογενείς παράγοντες, συνεπάγοντας ότι αυτοί πρέπει να αποτελούν ένα στόχο για την αποτελεσματικότερη κινητοποίηση των εργαζομένων, ιδιαίτερα στο δημόσιο τομέα.

Jelen cikk célja egy, a menedzsment és marketing elmélete és gyakorlata terén viszonylag fiatal, az elméleti irodalomban Ambler és Barrow által az 1990-es években megalkotott, és először 1996-ban publikált employer brand, illetve employer branding témakörének bemutatása és feldolgozása, valamint lehetséges kutatási irányok meghatározása. A szerzők bemutatják azokat a társadalmi és gazdasági tényezőket, amelyek közvetve vagy közvetlenül hatottak a tradicionális marketing és HR-funkciók elkülönültségének megszűnésére, és szükségessé tették a marketingszemlélet begyűrűzését a HR területére is. Elemzik, hogy miként kapcsolható össze és válik elválaszthatatlanná a vállalat belső és külső környezete, valamint a cégről kialakult kép. Vizsgálódásuk középpontjába a munkáltatói márka jelenségének és a munkáltatói márkaépítés folyamatának, eszköztárának és kivitelezésének különböző megközelítéseit helyezik. Végül különböző nemzetközi és magyar kutatásokat mutatnak be és hasonlítanak össze, a k...

Employee State Insurance (ESI) Scheme is a huge social security for the employees in the organization. ESI is completely different from insurance that is provided for general public. It supports full medical care and reasonable economic assistance to the beneficiaries for benefits like sickness, maternity, disablement and death due to employment injury. It is one of the most effective measures available to the employees in working environment. The purpose of the study is to analysis the awareness and effecti ve Utilization of Employee State Insurance (ESI) policy in Tata International. The study also attempts to review the varied Employee State Insurance (ESI) benefits available to the workers within the organization. A study questionnaire was framed and given t o the workers to seek out awareness and therefore the effects of utilization of Employee State Insurance (ESI) policy in Tata International using tools through SPSS software.

This study examines the factorial structure of a new instrument to measure engagement, the hypothesized 'opposite' of burnout in a sample of university students (N = 314) and employees (N = 619). In addition, the factorial structure of the Maslach-Burnout Inventory-General Survey (MBI-GS) is assessed and the relationship between engagement and burnout is examined. Simultaneous confirmatory factor analyses in both samples confirmed the original three-factor structure of the MBI-GS (exhaustion, cynicism, and professional efficacy) as well as the hypothesized three-factor structure of engagement (vigor, dedication, and absorption). Contrary to expectations, a model with two higher-order factors-'burnout' and 'engagement'did not show a superior fit to the data. Instead, our analyses revealed an alternative model with two latent factors including: (1) exhaustion and cynicism ('core of burnout'); (2) all three engagement scales plus efficacy. Both latent factors are negatively related and share between 22% and 38% of their variances in both samples. Despite the fact that slightly different versions of the MBI-GS and the engagement questionnaire had to be used in both samples the results were remarkably similar across samples, which illustrates the robustness of our findings.

Purpose-The ongoing pandemic caused by the COVID-19 virus has severely influenced lives and livelihoods. As service organizations either face hibernation or continuity of their business operations, the impact of social distancing measures raises major concerns for the wellbeing of service employees. In this paper, we develop a conceptual framework to examine how different social distancing practices impact an organization's service continuity or service hibernation, which in turn affects different dimensions of their employees' subjective wellbeing during the COVID-19 pandemic. Design/methodology/approach-We draw on macroeconomic data and industry reports, linking them to theoretical concepts to develop a conceptual framework and a research agenda to serve as a starting point to fully understand the impact of this pandemic on employee wellbeing. Findings-This article develops an overarching framework and research agenda to investigate the impact of social distancing practices on employee wellbeing. 2 Originality/value-We propose two opposing business concepts-service continuity and service hibernation-as possible responses to social distancing measures. By bridging different theoretical domains, we suggest there is a need to holistically examine macro, meso, and micro factors to fully understand the impact of social-distancing-related measures on employee wellbeing.

Using selected manufacturing firms in Aba, Abia State, we investigated the effects of motivation on workers' performance in Nigeria. The objective of the study is to compare our primary research findings with the findings in the extant literature for the purpose of identifying common patterns as well as, controversies within the secondary data directly related to the research area thereby validating the theories of motivation through this work. Adopting a survey design with well-structured questionnaire, we collected quantitative data and analyzed same using descriptive and inferential statistics. In the attempt to answer the research questions, we used the multiple regression models on four selected motivational variables of Reward System, Motivational Factors, Employee Motivation, and Good Management Practices. The results of our study showed that there is a statistically significant relationship between the Motivational variables (Motivational factors and Management Practices) and Workers' Performance. All the motivational factors considered in this study with their positive coefficients met the a priori expectation. Our conclusion reinforces existing knowledge that motivational variables are important in encouraging better performance among employees in the work place.

Purpose-This article explores how employees can perceive and be impacted by the fakeness of their company slogans. Design/methodology/approach-This conceptual study draws on the established literature on company slogans, employee audiences, and fake news to create a framework through which to understand fake company slogans. Findings-Employees attend to two important dimensions of slogans: whether they accurately reflect a company's (1) values and (2) value proposition. These dimensions combine to form a typology of four ways in which employees can perceive their company's slogans: namely, authentic, narcissistic, foreign, or corrupt. Research limitations/implications-This paper outlines how the typology provides a theoretical basis for more refined empirical research on how company slogans influence a key stakeholder: their employees. Future research could test the arguments about how certain characteristics of slogans are more or less likely to cause employees to conclude that slogans are fake news. Those conclusions will, in turn, have implications for the morale and engagement of employees. The ideas herein can also enable a more comprehensive assessment of the impact of slogans. Practical implications-Employees can view three types of slogans as fake news (narcissistic, foreign, and corrupt slogans). This paper identifies the implications of each type and explains how companies can go about developing authentic slogans. Originality/value-This paper explores the impact of slogan fakeness on employees: an important audience that has been neglected by studies to date. Thus, the insights and implications specific to this internal stakeholder are novel.

The aim of this paper is to illuminate the role of the socioeconomic , cultural and religious context in shaping corporate social responsibility (CSR) practices of banks in Bangladesh. The authors utilize content analysis of annual reports and websites of banks to identify CSR activities in healthcare, education and financial inclusion sectors. Structuration theory (ST) is used to explain how interactions between bank managers (as agents) with the social structures (institutions and government) shape CSR practices. The findings show that banks' engagement in CSR activities is embedded in the social fabric of Bangladesh and not a result of the Global Reporting Initiative (GRI). It is also noted that Islamic banks focus their CSR activities on social justice, while other banks target education and other humanitarian issues. The authors contribute to the literature on the determinants of CSR by revealing the rationalizations of different actors in the production and reproduction of CSR practices in Bangladesh, an insight attributed to ST. The researchers conclude that Islamic beliefs influenced managers to mitigate poverty through CSR investments. Esinath Ndiweni (UAE), Faizul Haque (UAE), Mostafa Kamal Hassan (Qatar) BUSINESS PERSPECTIVES LLC "СPС "Business Perspectives"

The article deals with issues of decision making with regard to motivation of employees and managers. In an introductive and theoretical part, attention is devoted to analysing opinions on motivation, motivating, and decision making. The motivation is understood as a dynamic phenomenon, full of many facts, positive and negative, subjective and objective, constant (static, invariable) and variable (changing dynamically). The decision making is understood as process of postulating decision-making premises, conditions, restrictions and defining criteria, non-compromising consideration of positives, negatives, possibilities and impossibilities, chances and obstacles of every accepted solution, and determining the ‘best’ methods of achieving the ‘best’ solution. In the methodology part of paper, the most interesting result of testing assumption about the multi-criteria content and multiplicative effect in decision making, applied in motivating employees, are presented. This searching is done on the basis of our questionnaire survey performed on the sample of 1,946 respondents in the turn of 2012/2013. The assumption about the multi-criteria content and multiplicative effect in decision making applied in motivating employees was confirmed also by paper mentions the most significant findings established with regard to chosen hypotheses (assumptions). In an application part, acquired results and used inspirational opinions of several other authors formed the basis for creation of verbal and graphical model of motivational decision making, or the model of motivating perceived with regard to the decision making process. The model characterises motivational decision-making as multi-content and multi-criteria process able to bring qualitative multiplications and synergies.

Organizational politics is becoming a nightmare for the employers, especially in developing countries, because of its devastating effects on the achievement of organizational objectives. The culture specific reasons of the development of organizational politics posed a great challenge to behavioral sciences experts and made it necessary to study the reasons why employees engage in organizational politics. This study examined the factors playing key role in the development of organizational politics. Data was collected from 15 academic staff members of Punjab University, using semi-structured interviews among the available qualitative research methods, indicated the instigating role of different factors in the development of organizational politics. Culture of the organization and influence of national political parties were found to be the most significant factors. Employees consider it necessary for survival in the organization. Managerial implications are also discussed.

Employees or human resources are the strength of an organization without which the organization can't achieve its goals and aspirations. Therefore, to achieve its goals, organizations need to retain their skilled employees in that field. Retention and employee satisfaction play an important role because employees have material and spiritual demands that organizations do not consider in many ways, which leads to failure of the organization's goals. Ultimately, to the organization's problems and bankruptcy. The objective of this research is to study the impact of job satisfaction on employee retention and to show its importance. In this research we used (SPSS 24) in order to analysis data and perform regression analysis, to better visualize and display the results of the findings we have used Microsoft Office Excel. The present study is a case study of the Afghan Mili Bank, the statistical population which is the Bank Mili Afghan. Despite the challenges and limitations of this qualitative and quantitative research, we have come to the conclusion that organizations must take job satisfaction seriously and study all aspects (fair pay, supervisor behavior, promotion and training). And set up a regular system for each department. And also, the personal and social characteristics of the employees must be taken into account.

The manufacturing industry is still a significant economic sector and organizations try to make it attractive enough for their workforce, e.g. by motivating organizational culture. The aim of the paper is to present the results of a survey of organizational culture and its motivational potential in manufacturing organizations supporting sustainable manufacturing. Empirical exploration is based on Cartwright’s Nine Factors Methodology. The findings show that, generally, the subculture of the production workers has lower motivational potential than the subculture of non-production workers. At the same time production workers’ motivational potential decreases even more with the increasing length of service in the organization.

Speci®c determinants of intrinsic work motivation, burnout and turnover intentions: a study among nurses This study of 156 Dutch general hospital nurses tested a theoretically derived model of speci®c relationships between work stressors and stress reactions. The model proposes four central domains of the work situation, namely work content, working conditions, social and labour relations, and conditions of employment. In addition, the model proposes three important stress reactions, namely a diminished intrinsic work motivation, occupational burnout and an inclination to leave the job. More speci®cally, it was hypothesized that (i) intrinsic work motivation is primarily determined by work content variables, (ii) burnout is primarily determined by both work load and limited social support, and (iii) propensity to leave is primarily determined by conditions of employment. All these relationships were simultaneously tested using a structural equations modelling technique. The results of a series of LISREL analyses indicate that the postulated model ®ts well to the data. The present study used conceptually integrated measures that cover the area of work stress and stress reactions, and provides directions for interventions aimed at preventing or reducing speci®c negative outcomes of work-related stress in general hospitals.

Employee engagement is an important component of every organisation. The paper focused on studying various elements of employee engagement such as employee voice, employee influence together with management power and competency within the British Airways. Primary collection of data involved interview with the company MD and survey of employees through administering of questionnaires. The survey was divided into two sections. The first section involved 48 employees from British Airways’ HR department. The second survey involved 160 employees within the company. Secondary data was collected from various literature materials as well as the company’s databases.

We enquired 216 young people about their career orientation who live in Bekes county. We examined the student’s habit of choices of career, capabilities, needs of study. We knew their requirements of higher education and potential workplace. In the good workplace in students’ mind it is important to have calm atmosphere, good community, neat environment, possibility of progress. In our publication we write about the students’ requirements, views of colleges and universities. The new generation know the 21st century’s ways of getting information and we need to forget the old methods and devices. What do they know about the institute? They would like to get experiences, know how much chance they have to get into the college or university and how useful the institution is.

Napjainkban a várostérségekből merítő felsőoktatási intézmények egyik küldetése lehet az újgazdaság, a szolgáltatások, a tudásgazdaság, a fenntartható fejlesztés elmaradott, periférikus, térséget felemelni képes diszciplináris (gazdálkodás és az üzleti szolgáltatások, a társadalomtudomány, a bölcsészettudomány, művészetek és pedagógusképzés) és interdiszciplináris területein oktasson, kutasson, innovációs szolgáltatásokat nyújtson. Ehhez kapcsolódóan Békés megyei középiskolások tanulási szokásait felmérő kutatás célja az volt, hogy a Békés megyében élő tehetséges középiskolás fiatalok közül minél többen kapcsolódjanak be a felsőfokú tanulmányokba, majd a felsőoktatási képzésében az explicit tudáson kívül a számukra releváns "soft skills", vagyis kommunikációs, szociális és vállalkozói kompetenciákat is adjunk az életen át tartó tanulás korszerű tartalmának megfelelően. Az életen át tartó tanulás korszerű tartalmával kapcsolatban Zachár László (2003) hangsúlyozza, hogy az mára a munkaerő-piaci pozíció megtartásának, vagyis a foglalkoztathatóság fenntartásának eszköze. Benedek (2007) a kifejezés értelmezésében azt a jellegzetességet emeli ki, hogy az egyén a munkaerőpiacra való belépéskor meglévő tudásával már nem képes megtartani társadalmi és gazdasági pozícióját, ezt csakis folyamatos és önálló fejlődésen, képzésen, művelődésen keresztül teheti meg. Célkitűzés A pályaválasztás Békés megyében című kutatás az EFOP 3.4.4 "Pályaorientáció és felkészülés az intelligens szakosodás szakmáira" című pályázat része. A kutatás célja, hogy feltárja a térségben élő középiskolások, és frissen végzett, de felsőoktatásba felvételt nem nyert fiatalok pályaválasztási és továbbtanulási motivációját, valamint képet adjon a válaszadók pályaválasztáshoz kapcsolódó önismeretéről, felsőoktatással, munkáltatóval kapcsolatos elvárásairól. A kutatás eredményei alapján összevethetővé válik egy korábbi, munkáltatói szervezetek megkérdezésén alapuló Békés megyei képességlista, amely a térség munkaerő-piaci szükségletére támaszkodik, és a középiskolások kompetenciáinak felmérését követően kidolgozandó felsőoktatási képesség lista, amelyek összevetése alapján a felsőfokú tanulmányok végzése során felkészíthetők a hallgatók a munka világának elvárásaira. Végső eredményként úgynevezett Skill-térkép dolgozható ki, amely a hallgatók, a felsőoktatási intézmény és a foglalkoztatók között közvetít. A kutatás eredményeinek összegzése a pályázat megvalósításának lényeges eleme annak érdekében, hogy a diákok tehetséggondozása és felzárkóztatása egymás mellett, ugyanakkor jól körülhatárolható szakmai elvárásokkal történjen. Módszertan

The purpose of this study is to examine the turnover intentions of female employees working in the marketing department in the retail sector as an aisle salesperson. The Expectation Theory was applied as a frame for understanding the motivations of these employees' voluntarily leave intentions. In this study, face-to-face interviews were made with a semi-structured interview form. Data was collected from the female employees of a company that has 24 branches in Ankara, and 6 in different cities in the grocery retailing industry with 171 employees. The qualitative data were analyzed with the QDA Miner program and then interpreted. According to the results, the motivation level of female employees is affected by their moral expectations as well as their financial expectations. For reducing the female turnover rate, organizations should apply the motivation tools and take the necessary measures.

In order to successfully construct a company, it requires assistance from multiple factors of production such as, land, labor, capital and knowledge. A company must have its own employees designated to particular segments of a company and simultaneously specialized and updated frequently in order to successfully execute a task. While utilizing their skills, a company must provide sufficient compensation to each and every employee in terms of monetary and non-monetary. Companies design their compensation packages in the most effective manner to sustain their cost level. The pay structure varies depending on the number and complexity of roles and objectives they are hired for by a company. This report will primarily discuss about how a real entity (company) has tailored its pay structure by maintaining the worldwide pay scale and benefits for employees.

This research paper investigates the impact of informal and formal recognition on motivation and performance, by taking into account the feedback of front-line supervisors of SMEs at Dhaka city. The regression analysis results show that informal recognition has significant relationship with employee motivation and performance of the frontline employees of Food and Boutique shops of Dhaka city. Formal recognitions do not have any relationship with frontline employee motivation, but it has relationship with frontline employee performance. The paired samples t-test results show that though both informal and formal recognition influences improvement in time efficiency of employee performance; extent of improvement is greater in case of informal recognition.