Employee Motivation

This study focused on ranking twenty factors that influence employee motivation in the National Library of Nigeria as well as examining the reward policy of the organization. A descriptive survey method was used with the questionnaire as the main data collection instrument. The questionnaire used was adapted from questionnaire on employee motivation and Kamdi's (2009) questionnaire on reward policies for employees. Out of the 100 questionnaires distributed, 81 were returned representing 81% return rate. Using simple statistical analysis, the study observed that employees of the National Library of Nigeria were most motivated by job security, salary and interesting work respectively. The study also observed that the reward programme in place at the National Library was not well communicated to staff and therefore there were a lot of contradicting views among staff on how the programme was implemented. Interestingly, staff were of the view that an efficient and effective reward programme will greatly enhance employee motivation and that a highly motivated workforce will lead to greater productivity and ultimately ensure that the National Library meets its stated goals. The study concludes by recommending that the management of the National Library of Nigeria should develop a well articulated, written reward policy which will be widely circulated among staff. It also suggests ways to address the security needs of staff and other key factors that influence employee motivation.

Internal Branding strategies can be used strategically by educational institutions. Universities' are required to take aggressive stance in defining a unique position to attract students. This study therefore examined the effect of Internal branding strategies and postgraduate students' choice of Universities in Nakuru County, Kenya. The results indicate effective organization culture is key in positioning the organization to prospective clients in this case prospective post graduate students. Universities culture of ensuring that they hire professional employees who are committed to universities, shared vision, have focus on institution set goals and values has enhanced postgraduate students choice for universities through different internal branding strategies in this case: Leadership styles, Organization culture and Employees. The study © Langat, Otuya, Chepkilot & Koima Licensed under Creative Common Page 522 adopted explanatory design in which opinions from post graduat...

The study of human resource management (HRM) has been rejuvenated by the assurance that there is a bestpractice, high-involvement management (HIM) that can guarantee better performance of employees in organizations. None the less, there remain concerns that contingency theory still rules, that is, the fit between the human resource systems and their context, and particularly the organization's management technique, is all important and, thus, that high-involvement will only surpass other systems in certain situations. Furthermore, incentivising organizational employees and job satisfaction have been acknowledged to be a controversial and widely debated topic for years now. This assertion is not unconnected to the discovery that university graduates, job seekers and more to say organizational managers are no more concerned whether job duties and scope are fulfilling rather their interest lie more on the magnitude of incentives attached to their job. Furthermore, complaints are bound from employees of most companies that their monthly income is stagnant and there exist discriminatory wage policy in many of the multinational organizations in Nigeria. The relationship between effects of employee's motivation on organizational performance has elicited a debate among personnel management professisionals and academic researchers over the years. This investigation however seeks to look into the effectiveness of employee motivation for enhanced organizational performance in multinational companies in Nigeria, especially the manufacturing sector. A survey of personnel of Cadbury Nig Plc was undertaken. A total of 100 self administered questionnaires were distributed while 87 of them were returned. The data collated and analyzed using simple percentages and Pearson's Product Moment Correlation. The findings show provision of adequate motivation by Cadbury Nigeria Plc and improvement in employee productivity and, a positive correlation between employee productivity .Senior managers are however advised to adapt continuous improvement in motivational programmes as a core ingredient for enhanced employee productivity.

Soft (Power) skills and Artificial Intelligence (AI) are crucial in today's business world. While AI excels at automating technical tasks, the key to a thriving workforce lies in the unique human abilities fostered by soft skills. This research study sheds light on soft skills' pivotal role in ensuring AI's successful integration and long-term viability within organizations. It aims to underscore how soft skills such as communication, problem-solving, creativity, emotional intelligence, and collaboration are indispensable and exciting in their potential to drive innovation. These skills enable seamless human-AI interaction, driving innovation and futureproofing the workforce. This groundbreaking study delves into the following critical inquiries: 1. What are the ramifications of depending exclusively on technical abilities in AI development? 2. How can organizations seamlessly incorporate the development of soft skills into their AI training programs? 3. What significance do soft skills hold in augmenting human-machine collaboration? The paper explores the current state and challenges of developing soft skills, highlighting the need for advanced assessment tools, innovative training methods, and a cultural shift that urgently prioritizes these skills within organizations. The findings of this paper outline practical strategies for employers to integrate and empower soft skills development effectively, equipping them to navigate the ever-evolving AI-driven business environment. This study provides invaluable insights for scholars, practitioners, policymakers, business executives, and human resource professionals exploring the AI revolution while leveraging the transformative potential of soft skills in the workplace, inspiring a new way of thinking and working.

This paper examines the concept of total reward and its application in motivating employees in Ghana. Total reward as an integral element of reward management is the combination of financial and non-financial rewards given to employees in exchange for their efforts. The aim of total reward is to maximize the combined impact of a wide range of reward elements on motivation, commitment and job engagement. Hence, total reward embraces everything that employees' value in the employment relationship. In spite of the growing need to pay attention to the concept of total reward, it appears most Ghanaian organisations place more emphasis on traditional rewards that are typically extrinsic and financial in nature. Thus, most Ghanaian organisations pay too much attention to financial rewards at the expense of non-financial rewards. This paper thus examines existing literature on the concept of total reward to determine whether the adoption of total reward strategy could be the answer to corporate Ghana in its bid to obtain maximum efforts from employees.

Human capital, high involvement and well-being: assessing progress and advancing understanding The motivation in proposing this special issue was to explore the links between human capital, high involvement work and well-being. In this overview, we review the state of the art of research on human capital, high involvement work and worker well-being drawing on the extant literature and seminal work from the foundations of classical economists to recent writings on human resource management (HRM).

Employee performance often moves in lockstep with job satisfaction. Using the 2015 Federal Employee Viewpoint Survey, we have identified important and common management and labor needs across more than 80 federal agencies. Drawing on the vast trove of organizational science research that examines the effects of organizational designs and processes on employees' and organizations' behaviors and outcomes, we offer specific evidence-based interventions for addressing employee dissatisfaction or uncertainty that breeds lackluster performance, managerial shortcomings, and needed supports. Our intervention and policy recommendations have the synergistic goals of improving employee well-being, employee productivity, agency performance, and agency innovation, all resulting in increased efficiency and effectiveness, which benefit the taxpayer. Our top recommendations directly target the goals of improving employee motivation through engagement, empowerment, and embeddedness; enhancing the employees' voice; and fostering both internal and acrossagency cooperation, communication, and collaboration. These recommendations are general enough to apply across diverse government agencies yet specific enough to yield results in discrete agency units.

Penelitian ini bertujuan untuk mengetahui dan menganalisis pengaruh beban kerja dan motivasi terhadap kepuasan kerja serta implikasinya pada kinerja pegawai pada PT PLN (Persero) Area Bandung. Hasil penelitian ini dapat dijadikan sumbangan pikiran bagi Kepala PT PLN (Persero) Area Bandung selaku pimpinan untuk meningkatkan kinerja pegawainya melalui peningkatan motivasi pegawai, analisis beban kerja, dan pengetahuan tentang kepuasan kerja dari para pegawainya. Dengan demikian pimpinan dapat merencanakan prioritas kerja diberbagai sektor. Metode penelitian yang digunakan adalah analisis deskriptif dan verifikatif. Pengumpulan data yang digunakan adalah wawancara dengan menggunakan kuesioner disertai dengan teknik observasi dan kepustakaan, teknik pengambilan sampel menggunakan proportional random sampling. Pengumpulan data di lapangan dilaksanakan pada tahun 2018. Teknik analisis data menggunakan Analisis Jalur. Hasil penelitian menunjukan bahwa secara umum beban kerja, motivasi, kep...

View metadata, citation and similar papers at core.ac.uk provided by Unisa Institutional Repository i For this master's dissertation of limited scope (50% of the total master's degree) the Department of Industrial and Organisational Psychology prescribes an article format. This format involves four chaptersan introductory and literature chapter; followed by a research article (presented as chapter 3); and ending with a conclusion, limitations, or recommendations chapter. In this dissertation I have chosen the publication guidelines of the American Psychology Association to structure my dissertation and article. Therefore, the APA style was followed in the technical editing and referencing. I, Wesley Herschelle Gallant, 56901275, declare that this dissertation, titled "FACTORIAL INVARIANCE OF AN EMPLOYEE ENGAGEMENT INSTRUMENT ACROSS DIFFERENT RACE GROUPS", is my own work, and that all the sources that I have used or from which I have quoted have been indicated and acknowledged by means of complete references. ___________ ___________ SIGNATURE DATE  My supervisor, Professor Nico Martins, for his patience, assistance, guidance, encouragement and support.  Lieutenant Colonel Hartzenberg, thank you for assisting me with the statistical analysis.  To my mother, Merle Gallant, and father, Denzil Gallant, thank you for your continued support. Without your love and support this would not have been possible.  My siblings, Gravelle, Lando, Marcelle and Valencia Gallant for their unwavering support. I am blessed to have you as my siblings.  Finally, a big thank you to my friends (especially Leroy) for always cheering me on and encouraging me since the very beginning of my Master's journey.

The main purpose of this study was to assess the effect of leadership style on the growth of NGCDF projects in Trans Nzoia County, Kenya. The study was informed by situational leadership and trait theories. The study adopted a descriptive survey design. The target population was employees from 25 NGCDF projects in Trans Nzoia County, Kenya. The study used random sampling to select a sample of 174employees. The researcher employed structured questionnaires as instruments of data collection. The reliability test of the instruments was done using Cronbach alpha coefficient. Multiple regression analysis was the appropriate method to examine the relationship between independent variables and dependent variable in this study. Multiple regression analysis was carried out to analyze the relationship between one dependent variable and five independent variables. The study's outcome gives the insight to project administrators on how much impact the instituted change has on the successful ...

Dünya genelindeki nüfus artışı ve nüfus yoğunluğunun büyük şehirlerde toplanması kıt kaynakların dikkatli kullanımını ve mevcut sistemlerin sürdürülebilirliğini en önemli kavramlar haline getirmiştir. Bireylerin daha konforlu yaşamak ve çalışmak için şehirleri seçmesi şehirlerin nüfus yoğunluğunu artırmaktadır. İnsanoğlu ömrü boyunca sahip olduğu en değerli varlığı olan zaman ve doğal kaynakları verimli kullanmak için yeni çözümler aramaktadır. Bu çerçevede yüksek nüfuslu şehirlerde ulaşımda yenilikçi bir yaklaşım getiren elektrikli scooterın kullanımı gittikçe yaygınlaşmaktadır. Bu araştırma, yenilikçi bir ürün olan elektrikli scooterın bireyler tarafından yaygın kullanılma niyetini etkileyen faktörlerin belirlenmesi amacıyla gerçekleştirilmiştir. Tüketiciler tarafından algılanan fayda ve yenilikçiliğin kullanma niyeti üzerindeki rolünü test etmek için literatüre dayanan 2 temel hipotez geliştirilmiş ve bu kapsamda ampirik bir çalışma gerçekleştirilmiştir. Araştırma kapsamında 311 kişiden veri toplanmış, yapısal eşitlik modellemesi ile tüketici yenilikçiliğinin ve kullanım sırasında algılanan faydanın elektrikli scooter kullanma niyeti üzerindeki etkileri test edilmiştir. Elde edilen araştırma bulguları üzerinden teorik ve pratik tavsiyeler verilmeye çalışılmıştır. Bu çalışma sayesinde bireylerin günlük yaşamlarının içine giren teknolojik ürünlerin seçimini etkileyen algılanan fayda, tüketici yeniliği ve niyet faktörlerinin arasında bulunan ilişkinin 'elektrikli scooter' özelinde açıklanmasıyla Türkçe literatürün zenginleşmesine bir katkı sağlanması hedeflenmiştir. Ulaşılan bulgularda, meydana gelen yeniliklerin kullanıcılar veya tüketiciler tarafından benimsenmesi ile bireyler tarafından elektrikli scooter kullanma niyeti üzerinde algılanan faydanın, tüketici yenilikçiliğine oranla daha fazla etkisinin olduğu gözlenmiştir.

The study aimed to investigate the effect of employee commitment on performance at East African Portland Cement PLC. The
objectives of the study were to determine the effect of normative commitment on EAPC Plc. performance, establish the effect
of affective commitment on EAPC Plc. performance and assess the effect of continuance commitment on EAPC Plc.
performance. Grounded in the profit-maximizing and competition-based theories, along with the social exchange theory, this
study employed a descriptive research design using a drop-and-pick methodology. The study population comprised 540 East
African Portland Cement PLC employees. Stratified random sampling yielded a sample size of 162 respondents. Data
collection was accomplished through a structured self-administered questionnaire. A pilot test was conducted in the
organisation among 54 employees. The study ensured face, construct, and content validity. Cronbach's alpha was employed to
assess the instrument's reliability. Data analysis involved descriptive and regression analyses utilizing the Statistical Package
for the Social Sciences. The study's findings were provided as tables. The prevalence of normative commitment, affective
commitment and normative commitment 54.2%, 63.1% and 53% respectively. There was a strong positive and positive
correlation (r=0.862, p<0.001) between commitment and performance. The results demonstrated that normative commitment
(p<0.001) and continuance commitment (p=0.001) were significant. In conclusion, employees who are more committed to
their company are more likely to perform better. Normative and continuance commitment levels among employees are more
influential in predicting company performance compared to affective commitment. The study recommended that EAPLC
implement comprehensive performance recognition and reward system. There is also a need to ensure that the company's
compensation and benefits packages are competitive within the industry.

Employee motivation is one of the major issues faced by every organization. It is the major task of every manager to motivate his subordinates or to create the "will to work" among the subordinates. It should also be remembered that a worker may be immensely capable of doing some work; nothing can be achieved if he is not willing to work. Motivation involves getting the members of the group to pull weight effectively, to give their loyalty to the group, to carry out properly the purpose of the organization. This paper aims to find out the employees level of employee motivation associated with nature of job and working atmosphere. Hence this studies also focusing on the employee motivation among the employees of The American College, Madurai. The data needed for the study has been collected from the employees through questionnaires and through direct interviews. Analysis and interpretation has been done by using the statistical tools and data"s are presented through tables and charts.

Employee motivation is one of the major issues faced by every organization. It is the major task of every manager to motivate his subordinates or to create the ‘will to work. among the subordinates. It should also be remembered that a worker may be immensely capable of doing some work; nothing can be achieved if he is not willing to work. Motivation involves getting the members of the group to pull weight effectively, to give their loyalty to the group, to carry out properly the purpose of the organization. This paper aims to find out the employees level of employee motivation associated with nature of job and working atmosphere. Hence this studies also focusing on the employee motivation among the employees of The American College, Madurai. The data needed for the study has been collected from the employees through questionnaires and through direct interviews. Analysis and interpretation has been done by using the statistical tools and data&#39;s are presented through tables and ch...

Most organizations have adopted reward systems; hence need to establish the relationship between reward management practices and employee job satisfaction in the Vihiga County Government, which has not always met the annual target, set by the National Government. The Vihiga County Government therefore risks reduction of revenue allocation by the national government. This problem is attributed to employee job satisfaction. This may as well affect service delivery and day to day processes of the Vihiga County Government. The study was guided by; Goal setting Theory and Equity theory. Recognition, promotion, incentives and financial benefits were operationalized as independent variables while dependent variable was employee satisfaction at the Vihiga County Government. The study was guided by four objectives; to establish the relationship between incentives and employees’ satisfaction at workplace, to establish the relationship between promotion practices and employees’ satisfaction at...

In recent years, companies have faced the challenges in attracting, and retaining high-quality employees because of growing talent war. To address this challenge some of the firm’s in Sri Lanka’s telecommunication industry have developed employer branding programs aimed at building employer brand equity in the labour market. Traditionally, the branding concepts has been used for building brand equity in order to acquire and retain customers. Thus the adoption of this marketing concept to the field of HR management has been widely accepted among scholars and practitioners in the context of strategic HRM. However, the effect of employer brand equity in the labour market remain unclear because of a lack of empirical evidence. Thus, the current study was conducted with the aim of investigating the impact of employer brand equity on employee attraction and retention in the context of internal audience of employer branding in the telecommunication industry. The current study used univaria...

This study examined burnout and engagement, which is the hypothesised opposite of burnout, in a sample of construction professional engineers in Hong Kong (N=221). The intercorrelations between the three dimensions of burnout: emotional exhaustion, cynicism and professional efficacy, and the three dimensions of engagement: vigor, dedication and absorption were examined and it was found that only four out of nine intercorrelations fulfilled the criteria for crossover correlation, indicating that the hypothesised crossover relationship between burnout and engagement was only partially supported. However, dedication was observed to be significantly and negatively correlated with all three dimensions of burnout, suggesting that intervention strategies may include development of dedication in particular, aimed to reduce levels of staff burnout and its negative ramifications to both individuals and organisations. On the other hand, engineers' professional efficacy is likely to be increased by building upon their engagement that may also help to reduce the risk of exposure to burnout.

The research here will examine the effect of work motivation, work discipline and career development on employee performance. The population in this study were all employees of UPT Puskesmas Tembuku I as many as 51 employees. The sampling method used is saturated sampling, the entire population is used as a sample. The analytical technique used is a structural equation model (Structural Equation Modeling/SEM) based on Partial Least Square (PLS).Work motivation and work discipline have a positive and significant effect oncareer development. Work motivation and work discipline have a positive and significant effect on employee performance. Career development has a positive and significant effect on employee performance.

Motivation strategies and practices can be seen as the necessary supplemental nutrition for enhancing employee engagement, satisfaction, commitment, and performance in the workplace. Providing a motivational environment is especially important in workplaces that do not traditionally have high compensation levels such as the not-for-profit universities and colleges where funding is limited and salary increases are rare. In this study, we discuss several motivational theories and assess their application in one higher education institution to determine employees' perception about their workplace and level of satisfaction with management practices. The study is based on qualitative interviews with six employees from one university in South Florida. The results show that while employees are happy with their direct managers, there are motivational opportunities for further enhancing the work environment through better compensation and development opportunities. Implications, recommendations and limitation are presented for future researchers and managers who want to enhance their workplace through effective motivational strategies.

In the ever-evolving landscape of contemporary business, the achievement and prosperity of organizations are inherently linked to the well-being and motivation of their workforce. This study focused on the Bali branch of Bank Negara Indonesia (BNI), aiming to test the influence of human relations, the social work environment, and work motivation on employee performance using organizational behavior and human resources theories. The research employed a quantitative method involving a questionnaire with a sample of 56 participants. Data processing was conducted using SPSS version 24, and the study addressed four hypotheses. The research findings are as follows: Human relations influences employee performance but is not statistically significant. Similarly, the social work environment also influences employee performance but is not statistically significant. In contrast, work motivation has a significant effect on employee performance. When considered together, human relations, the social work environment, and work motivation variables have a simultaneous and significant influence on employee performance. It is noteworthy that the implications of these variables' influence are more pronounced and dominant in enhancing performance.

Penelitian ini menganalisis pengaruh iklim kerja dan motivasi terhadap kinerja pegawai pada UPTD Puskesmas di Kota Tasikmalaya. Kinerja pegawai (Y) dipengaruhi oleh iklim kerja (X1) dan motivasi (X2) baik dalam skala parsial maupun simultan. Namun, terdapat dimensi-dimensi dalam setiap variabel yang memerlukan perbaikan, seperti tanggapan pimpinan terhadap permintaan bantuan pada iklim kerja dan pemberian penghargaan pada motivasi. Penelitian ini menggunakan metode survei deskriptif dan verifikatif dengan analisis jalur. Hasil menunjukkan bahwa iklim kerja yang baik menciptakan lingkungan kerja yang kondusif, sementara motivasi yang kuat mendorong pegawai mencapai tujuan organisasi. Berdasarkan temuan ini, dapat disimpulkan bahwa faktor kepemimpinan, iklim kerja, motivasi, dan kinerja pegawai saling terkait dalam konteks Puskesmas, berkontribusi terhadap efektivitas layanan kesehatan primer.

I am deeply grateful to my Creator, Lord and Saviour, who gave me the talent, opportunity and strength to complete this research. I owe a special debt of gratitude to Dr. Karina Storm, my supervisor, for her painstaking and competent guidance as well as her motivation, patience and insight. . I owe a special debt of gratitude to my parents, Andrt5 and Mariana Klopper, and to my siblings, Eugene and Marlene, for their continuous prayers, love and support through all these years. Thank you to Dr. K. Storm for the careful work she did in preparing my statistical processing. A special word of thanks to all the police members in the Free State who completed the questionnaires, for their precious time and co-operation. I extend my grateful appreciation to Prof. A.L. Combrink for the professional manner in which she conducted the language editing. I also wish to extend my deepest gratitude to all my fiiends, for their love and support.

The awareness and usability of artificial intelligence (AI) in teaching and learning within higher learning institutions highlight a growing recognition of its transformative potential. AI technologies are being integrated into various aspects of education, such as personalized learning, intelligent tutoring systems, and administrative processes, enhancing efficiency and accessibility. However, awareness levels among educators and students vary significantly, influenced by factors such as digital literacy, institutional support, and access to resources. Hence, this study was conducted to assess the awareness and usability of AI in teaching and learning in higher learning institutions. The study was conducted in four higher learning institutions of Lusaka district. The study adopted a mixed methods and a descriptive design consisting a sample of 100 respondents; Officials from HEA, University Lecturers, and Students. The study made use of the questionnaires and interview guides to collect data from respondents. The data collected were analyzed using appropriate statistical methods, such as SPSS and Microsoft excel as well as research themes. The study found that significant proportion of educators and students demonstrated moderate awareness of AI technologies, with the primary sources of knowledge being online platforms and workshops. However, there was a notable disparity in the practical usability of AI, largely attributed to inadequate infrastructure, limited technical skills, and inconsistent institutional support. Furthermore, concerns about data privacy, ethical implications, and the digital divide emerged as critical barriers to broader AI adoption. Therefore, the study recommended the need for targeted capacity-building initiatives, robust policy frameworks, and investment in digital infrastructure to optimize the integration of AI in educational practices.

Although workplace safety has been widely researched, its effects on employee performance are not clear. However, global outlets that have well established workplace safety management strategies report high performance that is attributed to employees. Most catering outlets in third world countries that adopt varied safety management strategies on the other hand report low to moderate performance. Findings on workplace safety protocols in these countries are also limited. The specific objective of the study is; to establish the effect of safety protocols on employee performance among star rated restaurants of Nairobi City County. The study adopted a cross sectional research design. In Nairobi City County, there are 1635 restaurants in whereas 117 star rated restaurants were selected. The target population of the study was 468 respondents consisting of restaurant: human resource, service, production and stores head of departments. The sample size of 216 was determined using Yamane (1960) while stratified sampling techniques were used to derive the sample from the target population. Data collection tools included questionnaires, where data collected was screened, and analyzed using descriptive (frequencies, percentages, mean, variance) and inferential statistics (Pearson Moment Correlation coefficient). Data presentation was in form of frequency distribution tables, graphs, and charts for an insight into the variables of the study. Descriptive findings showed work safety protocols have an influence on employee performances in the workplace. The correlation analysis findings showed that a positive close relationship between work safety protocols and employee performance. In conclusion, work safety protocols have an effect on employee performance. The study recommends to the human resource department in restaurants to incorporate safety trainings and policies in their human development programmes.

Dobrze rozwijająca się nauka o zarządzaniu okresu klasycznego w Polsce musiała posiadać również pewne dokonania w zakresie czynnika ludzkiego w organizacji. Tak rzeczywiście było. Spośród powstającego dorobku w artykule podjęto rekonstrukcję poglądów na czynnik ludzki w przedsiębiorstwie, autorstwa Wacława Adamieckiego, który tworzył w Warszawie w trudnych warunkach przed-i powojennych. Przypomniane zostały jego działania na rzecz tworzącego się ruchu bezpieczeństwa i higieny pracy, jak również treści jego koncepcji kierowania ludźmi w pracy z 1948 roku. Korzenie zarządzania zasobami ludzkimi w Polsce wywodzą się z praktyki organizatorskiej, i to zarówno w wymiarze doświadczeń indywidualnych wybitnych reprezentantów nauki organizacji i zarządzania jej wczesnego rozwoju, jak też instytucji konsultacyjno-doradczych, funkcjonujących poza przestrzenią szkolnictwa wyższego. Nie jest ten wczesny dorobek zbyt znany. Dlatego celem niniejszego opracowania jest uzupełnienie aktualnej wiedzy z okresu, gdy czynnik ludzki nabierał znaczenia w funkcjonowaniu przedsiębiorstw oraz coraz częściej przyciągał badawczą uwagę i wzbogacał czynności menedżerskie o tę część właśnie, generowaną bezpośrednim doświadczeniem praktycznym. Na treść składają się: ustalenia ZZL(HRM)_2014_3-4(98)_Czech_A_91-102 Wszelkie prawa zastrzeżone. Każda reprodukcja lub adaptacja całości bądź części niniejszej publikacji, niezależnie od zastosowanej techniki reprodukcji (drukarskiej, totograficznej, komputerowej i in.), wymaga pisemnej zgody Wydawcy ZZL(HRM)_2014_3-4(98)_Czech_A_91-102

The motivation process is based on the motivational system that encompasses many generic causal variables (primary/secondary, internal/external, intrinsic/extrinsic, qualitative/ quantitative, measurable/non-measurable, etc.). Given their possible clustering, we develop an outline of a model of employee motivation to reveal clear differences between motivation, satisfaction before triggering, involvement, performance and satisfaction (fulfillment). In this context, we try to find as many answers to these questions: What are the components of the direct and continuous motivational system's impact on work? Will a motivated employee always get maximum performance? Is satisfaction always perceived by all the motivated employees? Will the motivated, satisfied and engaged at work employees always have superior performance? From our point of view, the answers to the last three questions are actually some disclaimers: there are no elements of motivation, which alone have a direct and continuous impact on performance (even though most managers consider that a motivated staff keeps the company competitive); there is no guarantee that all motivated employees always perceive satisfaction; it is not guaranteed that motivated, satisfied and committed employees will always get superior performance. In this article we will try to argue these points of view.

The motivation process is based on the motivational system that encompasses many generic causal variables (primary/secondary, internal/external, intrinsic/extrinsic, qualitative/ quantitative, measurable/non-measurable, etc.). Given their possible clustering, we develop an outline of a model of employee motivation to reveal clear differences between motivation, satisfaction before triggering, involvement, performance and satisfaction (fulfillment). In this context, we try to find as many answers to these questions: What are the components of the direct and continuous motivational system's impact on work? Will a motivated employee always get maximum performance? Is satisfaction always perceived by all the motivated employees? Will the motivated, satisfied and engaged at work employees always have superior performance? From our point of view, the answers to the last three questions are actually some disclaimers: there are no elements of motivation, which alone have a direct and continuous impact on performance (even though most managers consider that a motivated staff keeps the company competitive); there is no guarantee that all motivated employees always perceive satisfaction; it is not guaranteed that motivated, satisfied and committed employees will always get superior performance. In this article we will try to argue these points of view.

Motivating employees is one of the highly important areas of human resources management (HRM). As people are best motivated by their intention to satisfy their own needs, the task of HRM is to satisfy the employees' need for remuneration in a fair and just manner. This can be achieved if an organization operates a formal and professional system of performance assessment. It is not only blue-collar workers whose performance should be assessed; white-collar workers should also be included. In areas where intellectual activity plays a dominant role, as is the case with higher education, omitting an evaluation of the performance of "white collar workers" is, of course, out of the question. In spite of this it turns out from my survey including 11 Hungarian universities that only one institution operates a professional performance assessment system. Thus, efforts should be made in order to introduce formal performance assessment in Hungarian higher education. One of the possibilities can be to operate a system similar to that of the

Reimagining Everyday Success is a transformative and inspiring guide that challenges
traditional concepts of success and redefines what it means to thrive in daily life. With a
blend of practical insights, reflective exercises, and actionable strategies, the book offers
readers a roadmap to achieving a more fulfilling, balanced, and meaningful existence.
The book opens with a thought-provoking discussion on the limitations of societal
expectations surrounding success. Readers are encouraged to move beyond the conventional
focus on material wealth and social prestige, instead embracing a personalized, values-driven
approach. Through a series of reflective prompts and exercises, the early chapters guide
readers in identifying their core priorities and aligning their aspirations with their daily
actions.
As the book progresses, it delves into building foundational habits that support intentional
living. Topics such as mindfulness, time management, and cultivating meaningful
relationships are explored with depth and clarity. Each chapter provides readers with tools to
navigate life's complexities while maintaining authenticity and balance. The focus on
mindfulness encourages readers to savor the present moment and discover joy in everyday
experiences, fostering a sense of gratitude and appreciation for the small wins that contribute
to a larger sense of fulfillment.
The later sections of the book tackle the inevitable challenges of setbacks and stress, offering
practical advice for overcoming obstacles with resilience and grace. Through strategies like
reframing failure, embracing growth opportunities, and fostering gratitude, readers are
equipped to transform difficulties into catalysts for personal development. The book
emphasizes the importance of creating supportive communities and leveraging acts of
gratitude to generate a ripple effect of positivity, inspiring others along the way.
One of the unique aspects of Reimagining Everyday Success is its focus on holistic living. It
addresses the physical, emotional, and spiritual dimensions of success, encouraging readers to
design a life that integrates these aspects seamlessly. With insights on rest and recovery,
environmental influences, and the power of gratitude rituals, the book ensures that readers
adopt practices that sustain long-term well-being.
Ultimately, Reimagining Everyday Success is more than just a guide; it’s a companion for
anyone seeking to lead a purposeful and intentional life. Its research-backed strategies and
heartwarming anecdotes make it both practical and engaging. Whether readers are navigating
career aspirations, personal growth, or building relationships, the book inspires them to take
small, intentional steps toward transformation. By redefining success and aligning it with
personal values, readers are invited to embark on a journey toward a life rich in meaning,
balance, and everyday joy.

During the COVID period, a form of remote working, work from home, is adopted in the workplace and/or is opted by the workers. Based on SAKERNAS August 2020 survey, 10.39% of salaried workers worked from home during this early period of the COVID-19 pandemic. Exploring on factors affecting the choice of remote working, we find vulnerable populations, as in the case of women and disabled workers, have a higher probability of working remotely from home. However, married workers correlated with a lower probability of working from home. Across sectors, manufacturing, transport, hotel and restaurant sectors are positively correlated with a higher probability of working remotely, and the reverse for the case of health and social and the government sector in general. In this early pandemic period, salaried workers who work from home mostly experienced a lower or the same level of hours work compared to the period before the COVID-19 pandemic. There seems to be divergence on the benefits of working from home, as from descriptive, an increase in earnings is dominated by workers with a relatively high wage rate.

Workplace harassment has been significantly debated across the
academic and non-academic circles. However, limited empirical
evidences are available on how workplace harassment has
different psychological implications for employees across the
genders. This study is an attempt to investigate how women and
men are psychologically affected differently by facing workplace
harassment. Empiricist epistemology guided the methodological
application of the study. Data for this study come through
structured questionnaire mainly asking the participants about
their experiences with the workplace harassment. Using a
systematic random sampling method, data were collected from
120 employees (women and men) who were working in different
industries. Participant’s experiences with verbal, physical, and
psychological forms of harassment were assessed and its impact
on the mental health of women and men was examined. Data were
analyzed through descriptive and inferential statistics. Findings
of the study revealed the prevalence of workplace harassment
with different psychological impacts, such as anxiety, stress, and
depression among women and men employees. This study
suggests gender-equal anti-harassment legislation that can have
identical applications for the employee’s (women and men) well
being.

The basic aim of this paper is to identify /investigate financial and non financial rewards that affect the motivation of employees in organizations. The paper also not only discuss that the employee motivation is imperative for the overall organizational performance, but also talks about how to retain a motivated workforce in the organization (what if this study should include a specific industry or region. E.g education field, or any other sector; generalizes study won&#39;t have an impact). Motivation factors may be differing from industry to industry and class to class of employees such as high level and low level labor. Design/methodology/procedure: Qualitative as well as quantitative research methodology has been adopted in this paper. The researchers have conducted a survey in Astro films (PVT) situated in Lahore City of Pakistan. A questionnaire was developed to guess the opinion of employees working in these organizations. A semi structured interview was conducted for getti...

In contemporary society, employees are no longer waiting to be prioritized by their employers. They are in charge and conscious of the importance and work they put into these organizations. Consequently, this has helped to alter the shift in power in the workplace (Schiavo, 2021). Employees are quiet quitting and refusing to exert maximum effort for their organizations. Employers have been disregarding their employee's physical, mental, and emotional well-being. Employee engagement, productivity, and performance rate are all impacted as a result, as are their attitudes and behaviors. The level of talent within organizations and the morale within a work environment are likely to decline if these conjunctions are neglected. Using Victor Vroom's expectancy theory, this essay aims to investigate how motivation affects employees' attitudes, behaviors, and performance. Along with the link between employee motivation and well-being and quiet quitting.

The non-financial reward factors are the best practices for HR professionals in organizations to enhance the employee retention strategies. The purpose of this study is to provide investigational indication of the relationship between non-financial rewards and employee retention. It describes how the factors of non-financial rewards (recognition, career advancement opportunities, training development, job security, work-life balance, and work environment) can influence the three strategies of employee retention (employee empowerment, engagement, and motivation). Sometimes, financial rewards can be more influential than the factors of non-financial rewards on employee retention. Therefore, the primary concern raised in this study is that the factors of non-financial rewards play an important role in employee retention since international humanitarian organizations work under limited and budgeted funds from international donors, where financial rewards might be more limited. The study puts forward the hypothesis that the factors of non-financial rewards have a major impact on employee retention. The research population in this study is the international humanitarian NGOs in Yemen, whereas the sample of the population is the key employees in the head offices of the targeted organizations in Sana’a. The hypothesis testing was used as an instrument of quantitative study. The results of the questionnaire indicate that the correlation analysis verified the relationship between the factors of non-financial rewards and employee retention. Moreover, the factors of non-financial rewards, such as recognition and training development, proved to have no impact on employee retention, whereas the career advancement factor has an impact on employee retention. Accordingly, this study recommends that INGOs should implement the factors of the non-financial rewards with the intention to improve the strategies of employee retention, keep employees longer, and retain key employees. INGOs should focus on non-financial rewards in general and on each factor in particular in order to retain key employees. The retention strategies can be taken precisely as part of retention policies besides the other factors of non-financial rewards. However, this study has some limitations pertaining to the time of collecting the questionnaires from key employees who were very busy to respond.

The rise of green human resource management (GHRM) has made sustainability a key priority for businesses, particularly multinational corporations (MNCs) operating in global financial hubs like Shanghai. This study examines the current situation regarding implementation and challenges to GHRM practices amongst Shanghai MNCs with focus on influencing employee green performance (EGP). As Shanghai strengthens its environmental policies and corporate ESG commitments, MNCs are under increasing pressure to integrate sustainability into their workforce management. Many have adopted green recruitment, training and performance evaluation to encourage environmentally responsible behaviours. However, challenges persist as the city's diverse workforce, complex regulatory environment and high employee turnover create barriers to the successful implementation of GHRM. While research suggests that effective GHRM enhances employee engagement and environmental performance, the direct impact of these practices in Shanghai remains underexplored. This study highlights a gap in understanding how GHRM drives EGP in this unique business landscape, calling for further research into potential mediating factors in fostering sustainable workplace behaviours, providing valuable insights for companies aiming to refine their sustainability strategies, reinforcing Shanghai's position as a leader in corporate environmental responsibility.

This research explores the interplay between employee motivation and leadership qualities within the Ministry of Economy and Sustainable Development and the Ministry of Finance of Georgia. A survey involving 821 government employees was conducted to identify the factors influencing employee motivation and the potential barriers associated with dissatisfaction with supervisors. The study uses statistical methods to identify critical factors shaping motivation, including principal component analysis and Spearman correlation coefficients. Key determinants include satisfaction with supervisors, external motivators, and performance evaluations. Employee engagement emerges as a significant driver, particularly for men and younger employees. The study also reveals variations in motivation related to gender and age, with women and senior employees displaying higher motivation levels. Furthermore, the research identifies dominant leadership qualities that impact employees' desire for managerial change, a primary motivational barrier. This study offers practical insights for enhancing employee motivation and optimizing leadership strategies, particularly within the Georgian Ministry of Economy and Sustainable Development and the Ministry of Finance.

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...

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...

The aim of this study is to reveal the role of internal organizational communication in motivating employees in public service organizations. Data were collected from 249 surveyed employees, in the mobile telecommunications sector in Kosovo, specifically in the Vala mobile company. The collected data was analyzed by using the SPSS system. The study found that information sharing had the greatest effect on employee motivation, followed by employee involvement in decision-making. This paper can be useful for managers and heads to create an organizational culture that promotes both motivation and performance. This paper is unique as it examines the links between organizational communication, motivation, and performance.

Reward systems are significant organisational management tools for acquiring, retaining, and motivating potential employees and for attaining higher levels of performance. The primary goal of this research is to explore the impact of reward system on academic staff engagement and organisational performance in selected Technical Universities (TUs) in Ghana. To achieve the objective, data was collected using Google Forms from 315 academic staff working at 5 selected TUs. Afterwards, it was gathered in SMART PLS (SEM) and analyzed using descriptive and inferential statistics. The findings revealed that (i) Academic Staff Engagement (ASE) has a significant positive effect on Reward System (RS), (ii) RS has a significant positive effect on Organisational Performance (OP), (iii) ASE influences OP, and (iv) RS significantly mediates the relationship between ASE and OP. Therefore, the findings suggested that the organisational reward system and academic staff engagement are critical human resource factors for improving the performance of the technical institutions. The outcome of this research calls for the policy makers and the TUs management to consider reward system and academic staff engagement programs as tools for driving institutional performance. The study also contributes significantly to the knowledge and the application of ASE, RS, and OP in theory and practice in the context of higher education institutions.

The concept of artificial intelligence (AI) refers to technologies that imitate
human-like thinking, learning and decision-making abilities. While integrating AI into
the workforce offers the potential to increase efficiency in organizational activities, it
can lead to negative effects such as anxiety, uncertainty, and distrust among employee  effects can reduce employees’ commitment at work and trigger negative organizational
behaviors such as quiet quitting and turnover intention. Starting from this point, the
present study aims to investigate the effect of AI anxiety on turnover intention and the
mediating role of quiet quitting in this relationship. The study was conducted using a
cross-sectional design with 457 people working in SMEs in Kırıkkale province. AI Anxiety,
Quiet Quitting, and Turnover Intention Scales were utilized during the data collection
process. The obtained data were analyzed through structural equation modeling. In
addition to detecting significant relationships between concepts as a result of the analysis,
it was realized that AI anxiety did not have a considerable effect directly on turnover
intention; however, this effect occurred indirectly through quiet quitting. Accordingly,
it is predicted that integrating AI technologies into business processes will increase the
concerns about job security in employees, and this anxiety triggers the turnover intention
by leading to a tendency toward quiet quitting for reasons such as loss of motivation and
low organizational commitment.

Several mechanisms underpin the degree of an organisation's effectiveness, and prominent among these is employees level of engagement which reflects how much autonomy management grants for employees to demonstrate creativity. From the foregoing, the study examined employees' engagement (EE) and organisational effectiveness in Eko Supreme Resource Nigeria Limited; with the objective of investigating the relationship between physical engagement and employees' innovation; examining the relationship between emotional engagement and interpersonal relationship and examining the relationship between cognitive engagement and job satisfaction satisfaction. The study was founded on the Self-Determination Theory (SDT) and Social Exchange theory (SET) respectively. The survey research design was employed and primary data were used for the study with responses harvested from 89 responses which were found valid and used for the study through the Pearson Product Moment correlation with the help of SPSS 20. Findings indicated that physical

Éste es un libro de coaching, sí. Pero no has visto nada igual. El popular presentador de televisión y autor Christian Gálvez ha decidido que Leonardo da Vinci (y en menor medida sus ejemplos personales) sea tu coach personal en este libro y que sea el florentino el que te ayude desde cómo crear tu primera y única marca personal hasta convertirte en líder. ¿Por qué Leonardo da Vinci? Porque el maestro italiano fue un experto en coaching en el siglo XV. Con Tienes talento vamos a intentar descubrir nuestros talentos, a saber como crear una Marca Personal que mejor nos defina, y a tener unos conocimientos básicos sobre cómo empezar a vender tu propia marca personal así como potenciar el resultado de tus objetivos. Descubriremos, además, como adaptarnos a situaciones nuevas con la gestión del cambio, pondremos los mejores ejemplos sobre el como desenfocar una vez te permite enfocar las cosas con mucha más nitidez, ampliaremos nuestros campos visuales, estudiaremos perspectivas, nos sorprenderemos con lo mucho que nos puede ayudar el método de la observación, aprenderemos a decir "no" y a su vez, de nuestros errores y buscaremos la mejor manera de motivarnos.

This research paper highlights how Integrating Equity theory, Path-Goal Leadership, and Deontological ethics shapes a balanced and ethical work environment, promoting motivation through fairness, goal clarity, and moral principles. These approaches enhance job satisfaction, commitment, and productivity by valuing employees and fostering intrinsic motivation. Creating a balanced, ethical work environment will increase job satisfaction, commitment, and productivity. The paper adopts a literature-based descriptive-analytical methodology, providing an overview of Equity Theory, Path-Goal Leadership, and Deontological Ethics and explaining how integrating these approaches influences employee motivation. The paper will extensively examine relevant literature on the three methods. Ultimately, the paper concludes that Leaders utilizing Path-Goal, Equity, and Deontological Ethics theories create motivated, goal-oriented teams, ensuring fairness, ethical decision-making, and a thriving, morally responsible workplace.

The concern of this paper centered on the role of manager in human need fulfillment in work organization. Where workers cannot have needs satisfied, they may leave the organization more often. While the means to fulfillment, within the organization, may vary, individuals continue to seek fulfillment of their basic needs and expectations. The fact of the matter is that now employers do realize their responsibility in fulfilling the workers’ expectations. The paper argued that organization that employs the skills and services of a worker has a responsibility to fulfill his reasonable goals and needs.