Employee Motivation

The study presents a burden on theory and practice for discovering a reward criterion that achieves workspace morale in a hyperinflationary context. It aimed to determine the relationship between the individual components of rewards (extrinsic, intrinsic, and social) and workspace morale and the mediating role of employee engagement in a hyperinflationary context. The study applied a cross-sectional study. It employed a structured questionnaire as a study instrument. The target population for the study comprised 900 employees and managers of Bindura municipality in Zimbabwe. The study employed a sample of 269 employees and managers, and the methodology used was a case study. A total of 269 questionnaires were hand delivered after administering the ethical consent form. A total of 214 questionnaires were returned, and after preliminary review and cleaning, 17 questionnaires were found with missing values leaving 197 analyzable questionnaires thus, achieving a 73.2% response rate. The...

This study was done keeping in view importance of the role of administrators in the success of educational institutions. The prime focus was comparison of the effectiveness of male and female Institutional heads working in different secondary schools of district Dera Ismail Khan, situated in the south of Khyber Pakhtunkhwa province of Pakistan. Major areas of comparison remained percepts, leadership styles and efficiency of the Institutional heads, perceived by the teachers appointed in respective schools. Findings of the study revealed that female Institutional heads prove to be comparatively better administrators showing keen interest in institutional administration, motivating their team for hard work and keeping coordinal relationship with staff and parents.

This piece of research highlights a contextual understanding of employee performance’s concept by identifying factors affecting employee performance in the organization. This achieved through analyzing literature in ISI (Web of Knowledge) from 2015 until 2019, after that determine factors influencing employee performance. The definition of employee performance is given, furthermore, the description of each factor which has an influence on employee performance. The result indicates that knowledge management, information and communication technology, employee’s empowerment, innovation and creativity and organization culture have a significant impact on employee performance. On the other hand, the correlation between these factors has a vital role in maintaining employee’s performance and attitude.

Motivation is complex and multifaceted phenomenon. Work place motivation is an endless struggle for both employers and employees. The aim of this research was to identify and discuss the factors that influence employees’ motivation and major emphasis on the differences between public and private sector employees’ motivational constructs in the Banking Industry. A survey method was designed to collect data from 150 employees of public and private sector banks. Results indicated that employees’ motivation was affected by the several work related factors. Public sector employees were more motivated by work contents and experience more balance between work and family life, whereas, private sector employees are more motivated by financial rewards, career development opportunities, and supportive environment, as shown in the literature cited and proved by our results. Consequent to these results, recommendations to enhance employee work motivation were made.

Strategies to Reduce Employee Turnover in the Hotel Industry by Brendan Cronin BS, Endicott College, 1999 MBA, Endicott College, 2003 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration

Motivation plays a crucial role on employees’ performance. Though organizations have an interest in keeping the employees motivated at work, they do not always have the complete picture on what indeed motivates an employee. Scholars agree that money (including employees’ wages) significantly affects employees’ performance and productivity, but they do not unanimously place it among the strongest determinants of employee motivation. The main purpose of this work was to explore the factors influencing the true motivation of employees to enhance their performance and productivity at work. This study employed a quantitative research design based on data collected during the severe period of the COVID-19 pandemic. There were 110 participants, of which 38 (34.5%) males 72 (65.5%) females working in different companies in Albania. The results showed a moderate level of satisfaction and motivation at work and a significant correlation between the motivation and success of the company. Addit...

Sažetak: Upravljanje ljudskim potencijalima poslovna je funkcija koja objedinjuje poslove i zadaće vezane uz ljude, njihovo pribavljanje, izbor, obrazovanje i druge aktivnosti osiguravanja i razvoja zaposlenih. To je strateški organizirana aktivnost čiji je zadatak upravljanje zaposlenicima s ciljem postizanja dugoročnih, strateških ciljeva poduzeća. Upravljanje ljudskim potencijalima smatra se strateškom poslovnom funkcijom ukoliko se ono provodi kroz sustavno formuliranu strategiju upravljanja ljudskim potencijalima usklađenu sa strategijom poduzeća. U ovom se radu nastoji prikazati koncept upravljanja ljudskim potencijalima u praksi prepoznajući ljudski faktor kao najvažniji potencijal uspješnog građevinskog poduzeća. Rad se bavi važnosti nagrađivanja zaposlenika kao posebne prakse upravljanja ljudskim potencijalima te prikazuje predloženi model nagrađivanja zaposlenika u stvarnom građevinskom poduzeću.

Motivation is the underlying reason for an act committed by an individual. A highly motivated person is someone who has a very strong reason to achieve what he wanted to do in his current job. Two main types of motivation are said to be intrinsic or extrinsic. Intrinsic motivation refers to motivation that comes from inside an individual rather than from any external or outside rewards, while extrinsic motivation is a construct that pertains whenever an activity is done in order to attain some separable outcome. If we as an individual doing something based on our willingness and eagerness, it is believed that we can achieve our objectives. It is true there are no limits to what we can achieve, but there are some key factors that can affect the motivation and this can become a limit to what can we achieve. It is clear that what affects the motivation is the motive itself and there is an important factor that can affect the employees’ motivation at work, which is compensation. Neverth...

An effective human resource management system is a crucial factor for all organizations and institutions. In the light of modern development, it is obvious that improving the quality of service and gaining public trust is impossible without motivating employees, evaluating their performance, clearly defining duties and building an organizational culture. It should bo noted that Georgian companies lack well-defined human resource management policy. Moreover, in most cases it is limited to administrative procedures and is considered as an operational activity, despite the fact that everyone understands the importance of each employee in achieving organizational success. Among the various ways to achieve organizational goals, one of the most important is to increase employee motivation. Increasing employee productivity depends on proper choice of the form of motivation and its wise use. If a manager meets the expectations of all employees, in this case, employee motivation increases. w...

Abstract

Numerous scandals and failures within governmental entities have drawn significant attention to ethical leadership. This study examined how public sector ethical leadership influences worker loyalty in Somalia through the underlying mechanisms of worker motivation and worker job satisfaction. Using an online cross-sectional quantitative design, we collected data from 300 public sector employees across numerous federal ministries in Mogadishu, Somalia. We analyzed the data using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results show that public sector ethical leadership, employee motivation, and job satisfaction positively and significantly affect employee loyalty. Furthermore, public sector ethical leadership positively and significantly affects workers’ motivation and job satisfaction. Finally, the findings show that public sector worker motivation and worker job satisfaction partially mediate the relationship between public sector ethical leadership and worker loyalty. The current study offers novel perspectives on the mediating effect of worker job satisfaction and motivation on the association between public sector ethical leadership and worker loyalty. The current study empirically outlines the significance of public sector ethical leadership, worker motivation, and job satisfaction in fostering worker loyalty in the setting of Somali governmental entities. Thus, to satisfy employees and increase their loyalty, policymakers and administrators in the Somali public sector should support ethical leadership, implement inspiring programs, and foster a positive work environment.

The aim of the study was to analyze the effect of selection, placement and work environment on employee performance with motivation as an intervention variabel (Study at Muara Tirta Gorontalo Water Company). The data used in this study is primary data sourced from filling out questionnaires. The research population is 127 respondents using the census method. The analysis technique used to answer research problems and test hypotheses is path analysis with the help of Statistical Product Service Solution (SPSS) and Lisrel ver. 8.7 The findings of this study are (1) the interaction has a positive and significant direct effect on employee motivation, (2) placement has a positive and direct significant effect on employee motivation, (3) the work environment has a positive and direct significant effect on motivation employee work, (4) placement has a direct positive and significant effect on employee performance, (5) placement has a positive and direct significant effect on employee perfo...

A strong organizational commitment is needed among employees. Employees having organizational commitments will be able to survive in an organization. This research explores various determinants that affect the high and low commitment of employees in an organization. The study aims to determine the influence of work culture, work motivation, and employee job satisfaction within the PKS faction of the DPR RI, and to find out the most influential factors of the three free variables. The terminology of human resources has been replaced with the terminology of human capital in the industrial world in the last two decades. The role of members of the organization is considered significant in realizing the company goals. Thus, the company continues to explore and identify various factors that are able to improve employee performance. Good employee performance will affect the sustainability of the company in the long term. This research will present a critical review of various factors that ...

The theoretical and methodological principles of the use of innovative approaches to personnel motivation are determined, and the methodology of personnel motivation management based on ESG is considered using the example of the USA, Japan, and Europe. Western European companies are characterised by three models of labour incentives: non-bonus (work incentive functions are performed by wages); bonus, which includes payments in the amount related to the size of the company's income or profit; bonus, which provides for payments determined by individual work results. The necessity of using modern work motivation systems based on the accounting of motivational effects, the application of work performance assessment criteria, the forecast of the work behaviour of personnel regarding changes in the work motivation system in the organization, and the monitoring of important deviations from the given form of work behaviour, was proven. Areas of personnel productivity were investigated based on an adapted algorithm of the principal components' method, which made it possible to compare the positions of international companies relative to their competitors and quantify their achievements in personnel motivation. This made it possible to form the general components of a modern universal approach to the motivation of highly productive work.

El objetivo de esta tesis ha sido examinar el importante papel desempenado por las creencias de eficacia dentro de una profesion determinada, como es la ensenanza. Ademas, y con el Modelo Demandas-Recursos Laborales (D-RL) y la Teori­a Social Cognitiva (TSC), de Albert Bandura como marco, se ha analizado del bienestar de los profesores, a la vez que los antecedentes de dicho bienestar.

PurposeThis paper aims to explore the drivers of employee motivation to facilitate value co-creation. Specifically, it enhances the understanding of social and contextual elements that contribute towards the co-creation of value.Design/methodology/approachEmbracing an interpretive paradigm, the study draws on 57 in-depth interviews together with participant observation field notes. The data were analysed using thematic analysis.FindingsThe findings identify six key drivers that motivate employees to facilitate value co-creation: rewards and recognition, opportunities for life-long learning, interpersonal engagement, role responsibility and accountability, organisational vision and social purpose.Research limitations/implicationsThis study is undertaken within a traditional organisation setting. Other organisational contexts such as working from home should also be considered. Second, this study focused on the individual relational orientations of employees. Also, there is an opportu...

E conomic recovery in the United States has been slow, but competition for key talent has already become intense (Bureau of Labor Statistics 2012). Numerous scholars predict that talent shortages are going to increase well into the next decade, which will limit the ability of companies to expand and in fact, jeopardize their chances of survival as global competi-tion becomes more intense (Coombs 2012; Gordon 2009; Krell 2011). These long-term shortages are the result of Baby Boomers retiring, slower population growth, increasing specialization and technical demands of jobs, the Millennials and Generation Y not getting the educa-tion or experience to advance into more responsible and demanding jobs, and increased global competition for talent (Bureau of Labor Statistics 2012). Retention of key talent — those employees who are the strongest performers, have high potential, or are in critical jobs — is even more important during economic recoveries when organizations aggressively compe...

The purpose of this study is to see the similarity between the effectiveness of communication within the organization on employee motivation and the overall impact on employee performance. This study focuses on the fact that communication in the workplace can take many forms and has long-term effects on employee motivation, especially in the relationships between people in the organization. The method used in this study is a descriptive qualitative method with data collection techniques through literature studies using books, literature, scientific articles, or library materials. The results of the study show that the effectiveness of organizational communication is carried out through several stages which have a significant influence on employee motivation. The conclusion of the research is that a leader pays attention to important communication in the organization and minimizes the obstacles that occur so that communication goals and organizational goals can be achieved by increas...

Purpose: In the highly competitive pharmaceutical industry, understanding and optimizing motivational factors is essential for enhancing employee performance and driving organizational success. This study aims to explore the impact of motivational factors on employee performance at Panas Pharmaceuticals Pvt. Ltd., shedding light on the key drivers of productivity within the organization. Design/methodology/approach: This study employs a positivist research philosophy, utilizing quantitative methods to objectively assess the relationship between the study variables. motivational factors and employee performance at Panas Pharmaceutical Pvt. Ltd. A structured survey design was implemented and data was collected from a purposive sample of 100 employees. SPSS 23.0 was used for analyzing the data. Findings: The findings revealed that all motivational factors including monetary rewards, promotion and fairness, recognition, and job security significantly impact employee performance, with notable differences observed in performance levels among employees based on their motivation levels. Conclusion:The study emphasizes the importance of personalized motivational strategies, such as promotion, fairness, recognition, and job security, in boosting employee performance and enhancing productivity and retention. Implications: This study enriches the understanding of motivation and employee performance by highlighting the critical role of factors such as monetary rewards, promotion and fairness, recognition, and job security in driving productivity, offering valuable insights for management at pharmaceutical companies to implement targeted strategies that enhance employee engagement and performance.

After oil, apparel is the second most polluting industry in the globe. Therefore, the implementation of environmentally sustainable practices in the apparel industry is a hotly debated topic around the globe. Sri Lanka's principal export revenue generator is the apparel industry, which accounts for more than forty percent of its export revenue. This research was conducted to identify the barriers that challenge in embedding environmental sustainability practices in Sri Lanka's apparel industry. Using a mixed method approach, quantitative data were collected via an online questionnaire survey (205 respondents) and qualitative data were collected via semi-structured interviews (30 interviews). Using universally accepted scientific methodologies, sample size, and data analysis methods were determined. The researcher was unable to locate any similar scholarly work on Sri Lanka's apparel industry, despite finding numerous studies on the same topic for other important apparel-producing nations in Asia and Africa. Consequently, five barriers, namely lack of environmental awareness, lack of financial resources, lack of management commitment and leadership, poor organizational culture, and lack of technology were extracted from the extensive literature review conducted using previous scholarly work from other countries and evaluated for the Sri Lankan context using the quantitative and qualitative data mentioned above. All these barriers were found to be pertinent to Sri Lanka's apparel industry, with lack of financial resources being the most challenging and lack of environmental awareness being the least challenging barrier. None of the respondents mentioned any other barriers apart from those listed above.

This study examines the human resource (HR) practices that promote employee retention. Effective HR practices can reduce employee turnover and increase retention within an organization. Key employees are the instrument for overall growth and development of an organization. This study focuses on telecom sector of Pakistan. The most important HR practices have been identified with the help of literature. These practices are training and development, compensation and culture. A questionnaire was developed in this study with the help of literature to measure the identified HR practices and employee retention. The sample size of this study was 250. Regression analysis was performed to analyse the data. The results of multiple regressions revealed a significant impact of HR practices on employee retention. Compensation and culture has a positive relationship with employee retention whereas training and development has a negative one. This study guides the management to devise the effectiv...

This study investigates how Generation Z's unique characteristics influence human resource (HR) practices, aiming to provide organizations with strategies for improved engagement and retention. A mixedmethods approach combined surveys of 300 Gen Z employees with interviews of 20 HR professionals, yielding insights into Gen Z's expectations for flexibility, mental health support, digital integration, and value-aligned work environments. Statistical analysis, including chi-square and regression, confirmed that Gen Z's digital fluency correlates with increased adoption of AI-driven recruitment and digital onboarding (p < 0.05). Findings also show that mental health resources significantly enhance Gen Z engagement (t = 4.32, p < 0.01), and a positive correlation exists between CSR efforts and Gen Z retention (r = 0.62, p < 0.05). Conclusively, adapting HR policies to meet Gen Z's demands results in higher retention and satisfaction. Recommendations include flexible work arrangements, comprehensive wellness programs, digital HR tools, robust DEI policies, and ongoing career development.

Purpose – Although a substantial body of research has examined the effects of job characteristics on job attitudes, there is a paucity of work on individual difference moderators of these relationships. Based in selective optimization with compensation theory and socio-emotional selectivity theory, the purpose of this paper is to show that age moderated the relationship between task variety and two key job attitudes, job satisfaction and engagement. Design/methodology/approach – Data were collected through self-report questionnaires (n=152), using a time-lagged design with two waves (two to three weeks between T 1 and T 2). Findings – The authors found that task variety had a stronger relationship with job satisfaction and work engagement for younger workers compared to older workers. Research limitations/implications – Although there was good age variance in the sample, it had fewer late-career workers and more workers who are in their early and mid-career. Practical implications –...

The purpose of this study is to investigate the influence of motivation factors towards job satisfaction among staff in a property developer organization. The findings in this study are based on the questionnaire distributed among employees of Zenith Corporation (actual name is not disclosed due to confidentiality). The research used purposive sampling of 200 employees in Zenith Corporation. Data were collected through a close-ended questionnaire and an open-ended questionnaire using a Likert scale. Respondents represented various departments, including managerial and supporting level. The data were then analyzed using SPSS software. Results have shown that supervisor support, career development and working environment have a significant impact towards employees’ job satisfaction in Zenith Corporation. On the contrary, pay and benefit has no significant influence towards job satisfaction.

This study considers the complex dynamics of work motivation. Forty-eight employees completed a work-motivation diary several times per day over a period of four weeks. The obtained time series were analysed using different methodologies derived from chaos theory (i.e. recurrence plots, Lyapunov exponents, correlation dimension and surrogate data). Results showed chaotic dynamics in 75% of cases. The findings confirm the universality of chaotic behavior within human behavior, challenge some of the underlying assumptions on which work motivation theories are based, and suggest that chaos theory may offer useful and relevant information on how this process is managed within organizations.

This paper highlights the various dimensions of Performance Improvement Plan and their implications to different organizations of developing countries. The proposed approach might be supportive in the development of model that improves the performance of developing world. Various steps of model including analyze the economic, political, and legal situation of the country, availability of resources, effective tools for improving performance, evaluation tools, develop effective communication with employees, feedback and analytical estimates. The developing countries are facing some challenges which are hinder to improve performance. These countries can improve the performance by adopting alternatives and effective management of the available resources is the key factor to improve performance.

In South Africa’s current business environment, change and uncertainty are the only constants.  Organisational leadership is struggling to position their businesses on a steady road of sustainable growth, operating within tough socio-economic conditions.  South African society is stressed out and continues to be driven through fear and anxieties, within an environment of extreme poverty, crime, and violence, within the aftermath of apartheid thus further exacerbated by trans-generational traumas.  Inevitably, these conditions effect and influence employees within their personal and professional spheres, threatening both corporate, and employee wellness.

This study investigated the correlations between a Transpersonal Coaching intervention and its ability to better equip leadership with capabilities to better deal with work related stressors, whilst being on a developmental journey towards Authentic Servant Leadership.

This inductive study, followed the principles of an exploratory single case study.  Participants were measured pre, and post coaching interventions, on their levels of anxiety, depression, burnout, situational leadership analysis, and 360-degree feedback sessions measuring leadership development with specific reference to the development of Authentic Servant Leadership characteristics. 

The key findings within this inquiry showed a significant correlation between a Transpersonal Coaching intervention and the reduction of anxiety, depression, and burnout factors of participants embedded within the single sample group, whilst an overwhelming development of Authentic Servant leadership was noted. 

This study concluded that spirituality in business is here to stay as it fosters a stronger interconnectedness between employees and the organisation, and the organisation with the greater society.  Transpersonal coaching, with spirituality at its core, offers an evidence based coaching approach, advantageous for both leadership and their organisations, to improve their capabilities in dealing with uncertainties.  The approach within a Transpersonal Coaching intervention remains focussed on professional coaching principles, with its aim to assist leadership in the attainment of their goals, however this study proves that a Transpersonal Coaching intervention, goes beyond the mere attainment of goals and skills, as the therapeutic value of a Transpersonal Coaching approach emerged as a side-product during the course of this investigation.  A key contribution to current knowledge on the subject.

The aim of the study is to examine the association between HR independence in organizing educational programs and the availability of educational and talent management programs in the company. This study was conducted with the aim of demonstrating the importance of giving higher responsibility and independence to HR managers, especially in the field of education and training where they are undoubtedly experts. More recent articles were used, drawing conclusions from global practices on the topics of Human resource management and HR practices, Talent management, Management education, Development and training of employees, Labor market, Soft skills and hard skills of employees, Work environment, Organisational leadership, Performance management, Compensation strategies, Employee engagement, Employee motivation, and Organisational psychology. The study is part of the CEDEF (Central European Development Forum) research project, where 43 HR representatives answered structured in-depth te...

In the current state of play concerning economic development towards the success of the enterprise, decisive factors are the employers with high potential and dedication to the enterprise. To achieve this goal, to a large extent affects the compilation of a motivational platform that will serve as a stimulating structure of human resources at the enterprise. The motivation concept besides achieving the goals of the employer, should also be combined with a balance between work and life (work-life-balance). Motivation can include one or more goals, such as preserving and increasing the commitment of actual workers, their strengthening links with the existing enterprise and higher commitment to new workers. The motivation plan should have a timetable and a planned cost. The purpose of a motivation system that should be part of the management concept, that will increase job satisfaction and which would result in motivation of workers and all this should encompass assessment system with ...

This research investigates the dark side of leadership by identifying prevalent toxic traits, such as
narcissism, authoritarianism, and manipulation, and analyzing their impacts on organizational culture and
productivity. Using a qualitative methodology, the study synthesizes data from peer-reviewed literature and case
studies to categorize toxic leadership traits and assess their effects on metrics like employee morale and
retention rates. Key findings highlight that toxic leadership significantly correlates with a 35% reduction in
employee retention and a 28% drop in engagement, with variations across sectors. Statistical analysis, including
chi-square tests (χ2=0, p=1.0) for trait distribution and ANOVA tests (F=87.73, p<0.001) for impact severity,
confirms the widespread prevalence and differential impact of these traits across industries. Conclusions
emphasize the effectiveness of mitigation strategies, with 360-degree feedback and leadership development
programs showing success rates of 72% and 68%, respectively. Recommendations include implementing
feedback systems, mental health support, and transparent communication policies to foster a healthier work
environment.
Key Words: Toxic Leadership, Narcissism, Employee Retention, Organizational Culture, Feedback Systems

To increase the work productivity of employees, we need encouragement from management so that employees want to improve their performance so that productivity will increase. The purpose of this research is to determine employee motivation, employee productivity and the relationship between employee motivation and Pempek Bain employee productivity. The approach used in this study is a qualitative approach with descriptive and observational methods. Observational data collection techniques, interviews and studios and documentation. employees in different positions. proper work, d) distributing prizes. (3) related to the motivation of pempek bain employees in increasing work productivity through good leadership management.

This study aims to determine the relationship between intrinsic motivation and communication on improving the performance of cashier employees at Transmart Ngagel Surabaya. This research is quantitative research. With a population of 98 respondents. Data collection techniques using interviews, observation and questionnaires. Analysis of the data used is validity test, reliability test, classic assumption test and multiple linear analysis test. The results showed that the influence of intrinsic motivation and communication on the performance of the cashier employees at Transmart Ngagel Surabaya showed positive and significant results. The result of the F test is 69,428&gt; F table 3.09 simultaneously. Partially intrinsic motivation of 6.464&gt; t table 1.985 has a significant influence on employee performance, communication 4.066&gt; t table 1.985 has a significant influence on employee performance.

This study investigates the transformative role of artificial intelligence (AI) in enhancing project management across resource allocation, risk management, and stakeholder engagement. Employing a qualitative methodology through comprehensive literature review, the research identifies key AI tools that streamline processes and improve decision-making in project environments. Key findings indicate that AI-driven predictive analytics enhance project outcomes, with studies reporting a 30% improvement in resource management and a 20% reduction in unforeseen risks. Regression analysis showed that AI tools account for 47% of variance in project success rates. Based on these insights, recommendations include increased adoption of AI-driven tools for resource management, risk analysis, and communication, alongside training programs to maximize AI utility. The study concludes that AI significantly enhances project efficiency and adaptability, positioning it as essential in future project management.

Noteworthy transformation of organization design has been observed globally during the past few decades. Distinctive cultural context in each geographic region and industry require a different structure of the organization to function well. Moreover, increasing competition in the rapidly changing business landscape nowadays presents significant challenges for organization restructuring for improved outcomes and performance. Growing transformation around team structure has captured the focal attention of academics and professionals in various cultural contexts and industries. Leading global conglomerates utilize team structure as part of their structure beneficial to improve the company’s performance. This research intends to develop entrepreneurial mindset, employee motivation and interpersonal communication skills to achieve higher performance teams through the organizational development interventions (ODIs) for the selected engineering services company. The ODIs were implemented d...