scholarly journals Factor Affecting Motivation Level Employee on Acquisition Strategy

2018 ◽  
Vol 7 (3.20) ◽  
pp. 127
Author(s):  
Fadillah Ismail ◽  
Ainul Mardhiyah Nor Aziz ◽  
Wan Md. Syukri Wan Mohamad Ali ◽  
Siti Aisyah Panatik ◽  
Nur Syereena Nojumuddin
Keyword(s):  
Job Satisfaction ◽  
Decision Making ◽  
Organizational Performance ◽  
Employee Motivation ◽  
Working Environment ◽  
Worker Productivity ◽  
Motivation Level ◽  
Acquisition Strategy ◽  
Focal Issue

Most employees require motivation to like their employments and perform ideally. A few workers are cash motivated while others discover acknowledgment and rewards expressly inspiring. Motivation levels inside the working environment directly affect worker productivity. Workers who are inspired and amped up for their occupations do their duties to the level best of their capacity and productivity. Employee motivation has dependably been a focal issue for organization. Managers need to become more acquainted with their employee exceptionally well and utilize diverse strategies to propel each of them in light of their own needs. In this study, we would like to emphasis the objective on the importance factors of motivation in the workplace to improve the job satisfaction, organizational performance and productivity during acquisition strategy take place in the organization. Contribution of employees in management and decision making associated to policies, objectives and strategies of the organization and enhance further study for academia. 

scholarly journals The relation between career anchors, occupational types and job satisfaction of midcareer employees

2000 ◽  
Vol 26 (2) ◽  
Author(s):  
J. A. Ellison ◽  
A. M. G. Schreuder
Keyword(s):  
Job Satisfaction ◽  
Decision Making ◽  
Career Choices ◽  
Career Decision ◽  
Working Environment ◽  
Career Decision Making ◽  
Career Anchors ◽  
Career Anchor ◽  
Intrinsic Job Satisfaction ◽  
The Individual

The objective of this research was to determine the value of the career anchor model in career decision-making. Career models that can provide the individual with greater self-insight can serve as an important guide when making career choices in todays turbulent working environment. Two hundred and ninety-five midcareer employees (managerial and non-managerial) completed questionnaires to determine their career anchor, occupation type and levels of general, intrinsic and extrinsic job satisfaction. The differences in job satisfaction between employees with a fit between career anchor and occupational type and those with no such fit were compared. It was found that respondents with a fit had a significantly higher level of general and intrinsic job satisfaction than those with no such fit. It is therefore suggested that the career anchor construct could probably serve as a useful tool for midcareer employees to make career choices. Opsomming Die doel van hierdie ondersoek was om die waarde van die loopbaanankermodel in loopbaanbesluitneming te bepaal. Loopbaanmodelle wat individue van groter insig kan voorsien kan as n belangrike riglyn in vandag se turbulente werksomgewing dien. Tweehonderd vyf-en-negentig middelloopbaan-werknemers (bestuur en nie-bestuur) het vraelyste voltooi om hulle loopbaanankers, beroepstipe en vlakke van algemene, intrinsieke en ekstrinsieke werkstevredenheid te bepaal. Die verskille in werkstevredenheid tussen werknemers met n passing tussen loopbaananker en beroepstipe en die sender n sodanige passing, is vergelyk. Daar is bevind dat respondente met n passing 'n beduidende hoer vlak van algemene en intrinsieke werkstevredenheid het as die sender so 'n passing. Daar word derhalwe voorgestel dat die loopbaanankermodel waarskynlik as n nuttige instrument by middelloopbaan-werknemers gebruik kan word om loopbaanbesluite te neem.

scholarly journals Relevance of Employee Motivation and Job Satisfaction for Organizational Performance

2021 ◽  
pp. 716-722
Author(s):  
Kurella Uttamsagar ◽  
Prof. N. Kishore Babu
Keyword(s):  
Job Satisfaction ◽  
Organizational Performance ◽  
Employee Motivation ◽  
Business Climate ◽  
Crossing Point

In the present business climate as it is evident with high occupation misfortunes because of cutback and conservation to make a lean association, it is likewise essential for associations to stop loses of performing workers because of diminishing position fulfillment and absence of inspiration to proceed with the association for long. Propelled and fulfilled workers will have submitted approach towards authoritative goal; thusly associations will likewise need to show comparative responsibility towards representative targets. Here the part of HR is to consistently pursue arrangement of desires of the worker with the objectives of the association. This goal can be accomplished by establishing rousing workplace which advances and addresses representative requirement for development and improvement. These elements albeit complex in nature and as they couldn't be tended to for singular worker premise as it might fluctuate case to case it is significant for HR to investigate the regular spaces of crossing point. Occupation fulfillment or representative inspiration is contemplated to deal with the turnover as well as there are other antagonistic impacts of disappointment like truancy, low execution, lower spirit, low commitment to the group, less coordination, less direction towards hierarchical target these could influence the association ability to contend in the exceptionally aggressive business climate. Henceforth the HR needs to prompt a hierarchical climate and advance authoritative culture which takes in to thought of the overall need.

scholarly journals Effects Of Employee Motivation On Organizational Performance At Ethiopian Telecom South West Region Jimma

2021 ◽  
Vol 5 (1) ◽  
pp. 28-41
Author(s):  
Wolde ◽  
Eminent Negash ◽  
Aregu Asmare ◽  
Shimekit Kelkay Eshete
Keyword(s):  
Organizational Performance ◽  
Employee Motivation ◽  
Working Environment ◽  
Research Approach ◽  
Organization Performance ◽  
Employee Benefit ◽  
Independent Variables ◽  
West Region ◽  
South West ◽  
South West Region

The study examined the effects of employee motivation on organization performance of crews in Ethio telecom South West Region Jimma. The data were collected through self-administered questionnaire from 229 respondents and 219 were returned.  Both primary and secondary sources of data were consumed in this study. The quantitative research approach was implemented and simple random sampling technics were adopted to provide equal chances for respondents. The data were analyzed by SPSS version 20.0 using an exploratory research design and data was analyzed using correlation and regression analysis. The correlation analysis indicates that there was a positive relationship between the independent variables (employee motivation) and dependent variables (organization performance). The result of the regression implies that the independent variables (employee benefit, promotion, teamwork, training and working environment) have accounted for 78.1% of variance in the dependent variable. Based on the outcome of the study, the researchers recommend that, it is better if the company focuses on employee motivation factors, mostly Promotion, employee benefit, teamwork and training so as to improve its performance.

scholarly journals ORGANIZATIONAL CITIZENSHIP BEHAVIOR ROLE IN MEDIATING THE EFFECT OF TRANSFORMATIONAL LEADERSHIP ON ORGANIZATIONAL PERFORMANCE IN GOLD INDUSTRY OF SAUDI ARABIA

2021 ◽  
Vol 22 (1) ◽  
pp. 39-54
Author(s):  
Aref Abdulkarem Ali Alhashedi ◽  
Barjoyai Bardai ◽  
Maged M. Mahyoub Al-Dubai ◽  
Mohammed Abdulrazzaq Alaghbari
Keyword(s):  
Transformational Leadership ◽  
Organizational Performance ◽  
Organizational Citizenship ◽  
Employee Motivation ◽  
Mediating Effect ◽  
Working Environment ◽  
Psychological Ownership ◽  
Leadership Behaviour ◽  
Gold Industry ◽  
The Relationship

This paper mainly aims at investigating the mediating effect of organizational citizenship behaviour in the relationship between transformational leadership behaviour and organizational performance as well as the mediating effect of organizational citizenship behaviour in the relationship between psychological ownership, working environment, employee involvement, incentives, and employee motivation, and organizational performance. To achieve the objectives of the study, quantitative research approach was applied through a questionnaire specifically designed to collect primary information from the samples of the study, which consisted of (250) managers in gold shops in Jaddah. The collected data was analysed using SPSS 20.0 and Smart-PLS 3. The results showed that organization citizenship behaviour mediates the relationship between transformational leadership behaviour, psychological ownership and incentives, and organizational performance in the Saudi Arabian gold industry. Also, organization citizenship behaviour has no mediating effect on the relationship between working environment, employee involvement, employee motivation, and organizational performance in the Saudi Arabian gold industry. At the end of this study, the researcher recommended the need to encouraging the practice of organizational citizenship behaviours by developing a set of special regulations and instructions, and consider organizational citizenship behaviours as one of the important criteria in the annual performance appraisal models for employees, in addition to that, the quantitative method was adopted in this research to test research hypotheses, thus, future studies can rely on other methods qualitative or case study to verify the results of this research.

scholarly journals ANALYSIS OF THE RELATIONSHIP THAT EXISTS BETWEEN ORGANISATIONAL CULTURE, MOTIVATION AND PERFORMANCE

2012 ◽  
Vol 3 (1) ◽  
pp. 106-119
Author(s):  
Evans Sokro
Keyword(s):  
Organizational Culture ◽  
Organizational Performance ◽  
Employee Motivation ◽  
Organisational Culture ◽  
Working Environment ◽  
Data Collection And Analysis ◽  
Employee Relationships ◽  
And Performance ◽  
The Relationship ◽  
Strong Culture

This research aimed at investigating the relationship that exists between organizational culture, employee motivation and performance. The domains of organizational culture (organizational values, individual beliefs, working environment, and employee relationships) and employee motivation and performance were investigated. In order to find the culture and motivation link, mixed method approach for data collection and analysis has been used. By using Pearson’s and Spearman’s Correlation methods, a positive correlation has been found between the two variables. The study revealed that organizational culture has a direct impact on employee motivation and indirectly on organizational performance as well. The better the organizational culture, the higher the motivational level of employees. It was observed that if organizations develop a strong culture of rewarding and acknowledging employees’ effort, it leads to increase motivation and their performance would be significantly enhanced. Key words: employee, motivation, organisational culture, performance.

scholarly journals Revisiting the Hackman and Oldham Job Characteristics Model and Herzberg’s Two Factor Theory: Propositions on How to Make Job Enrichment Effective in Today’s Organizations

2021 ◽  
Vol 6 (2) ◽  
pp. 162-167
Author(s):  
Marwa Moses Siruri ◽  
Stephen Cheche
Keyword(s):  
Job Satisfaction ◽  
Organizational Performance ◽  
Human Resource ◽  
Job Characteristics ◽  
Employee Motivation ◽  
Work Environments ◽  
Job Characteristics Model ◽  
Inspirational Motivation ◽  
Individual Consideration ◽  
Job Enrichment

In the increasingly competitive business landscape of today’s world, human resource management ought to optimize on the organization’s most important resource, the human resource, to maintain competitiveness. Such is possible through continually building into the motivation and job satisfaction of employees. While attaining both motivation and job satisfaction would ordinarily require different approaches, one of the most fundamental of approaches is through job enrichment interventions. This paper thus sequentially argues from propositions of two widely acclaimed theories viz the job characteristics model and the Herzberg’s two factor theory that the creation of good work environments, regularly enhancing employee’s skills and applying inspirational motivation and individual consideration could lead to success of job enrichment interventions, thereby leading to enhanced employee motivation, enhanced job satisfaction, and enhanced organizational performance.

scholarly journals Mentoring and Organizational Performance: A Review of Effects of Mentoring on Small and Medium Enterprises

2016 ◽  
Vol 2 (2) ◽  
pp. 143-158 ◽  
Author(s):  
Muzaffar Hussain Shah ◽  
Abdul Rahim Bin Othman ◽  
Mohd Najib Bin Mansor
Keyword(s):  
Job Satisfaction ◽  
Decision Making ◽  
Organizational Performance ◽  
Business Performance ◽  
Positive Impact ◽  
Small And Medium Enterprises ◽  
High Impact ◽  
Mentoring Programs ◽  
Medium Enterprises ◽  
The Impact

Mentoring has gained substantial attention in small and medium enterprises in recent years due to its high impact on business performance. Several studies have delineated the impact of mentoring on small and medium enterprises and found mentoring is helpful for improving organizational performance and transferring information from experienced entrepreneurs to inexperienced or les experienced entrepreneurs which leads to higher productivity of organization, better job satisfaction, and retention of workers. This study reviews the literature of mentoring and the components of mentoring. Findings of the study depict that mentoring has a positive impact on business performance. Moreover, the results also implicate significant decision-making suggestions for SMEs that improved business performance can be achieved by enabling efficient mentoring programs. These programs would benefits employee as well as the organization. Mentoring programs not only increase the value of employees but also the effectiveness of the business.

scholarly journals Employee Motivation in Private Schools of Birgunj Metropolitan City

2020 ◽  
Vol 10 (1) ◽  
pp. 157-168
Author(s):  
Lalan Dwibedi
Keyword(s):  
Organizational Performance ◽  
Private Schools ◽  
Positive Impact ◽  
Employee Motivation ◽  
Working Environment ◽  
Motivating Factors ◽  
Descriptive Research ◽  
Metropolitan City ◽  
Promotion System ◽  
Good Working Environment

The paper aims to find out which motivational factors can effectively increase employee motivation, to know whether the delivered incentives are sufficient or not and also to know effect of incentives in their performance. Motivation and its influence on organizational performance has always remained highly researched area and have gone through many discussions and repetitions. In this research both exploratory and descriptive research design used to explore employee motivation issues in schools of Birgunj Metropolitan city. Data was collected through Questionnaire and content analysis. It is revealed that motivating factors and motivational packages has positive impact on employee motivation in private schools. The responses of this paper were analyzed and found that monetary and non-monetary both incentives are active tools to motivate workforce. Good salary and allowances have been used as monetary motivators, while, good working environment, freedom to work and recognition as non-monetary motivator. This study has recommended that promotion system of the career development is desired to satisfy and motivate the employee. Moreover, the work appreciation should craft the feeling that they are value for the organization.

scholarly journals Organizational Commitment and Job Satisfaction among Teachers during Times of Burnout

2012 ◽  
Vol 37 (2) ◽  
pp. 43-60 ◽  
Author(s):  
Komal Nagar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Emotional Exhaustion ◽  
Personal Accomplishment ◽  
Working Environment ◽  
Equation Modeling ◽  
Male Teachers ◽  
Alternative Employment ◽  
Female Teachers

Organizations want to maximize productivity by minimizing stress, as increased levels of stress and burnout may have significant implications for organizational performance such as reduced job satisfaction and lowered organizational commitment. Also certain occupations are linked more to burnout than the others. The present exploratory study undertakes the examination of burnout among teachers in the university as they are an essential part of a successful educational system. Organizational commitment is essential for retaining and attracting well qualified workers as only satisfied and committed workers will be willing to continue their association with the organization and make considerable effort towards achieving its goals. This work is significant for two reasons: It attempts to develop and test a model for burnout and its effect on job satisfaction and the subsequent effect of job satisfaction on organizational commitment; It signifies one of the first attempts to develop a linkage among burnout, job satisfaction, and organizational commitment among teachers. This study examines three factors of burnout as potential antecedents of 153 university teacher's job satisfaction, and the effect of increased job satisfaction on commitment among employees toward their organization. Structural Equation Modeling results indicate that: All three factors of burnout namely, depersonalization, reduced personal accomplishment, and emotional exhaustion lead to decreased job satisfaction. Greater job satisfaction contributes significantly towards an increase in organizational commitment. Out of the three dimensions of burnout, female teachers score higher on emotional exhaustion and reduced personal accomplishment indicating that they could not work the way they wanted to with their students or that they have less influence on their students, whereas male teachers score higher on depersonalization. In terms of job satisfaction, females show higher levels of job satisfaction as compared to men, perhaps due to low expectations about job status among female teachers as compared to male teachers. A perceived difference in alternative employment opportunities between genders offers an explanation to the finding that women are more committed to organizations than their male counterparts The results of the study have implications for the management of educational institutions as employee burnout may have important consequences for the organization. Since teachers are a valuable resource to educational institutes, management must invest significant resources in the assessment of their working environment, both mental and physical, to maximize the quality of service delivery.

scholarly journals Career Management, Employee Empowerment and Motivation in an Academic Institution: Fostering Job Satisfaction

2015 ◽  
Vol 22 (1) ◽  
Author(s):  
Christopher Biore
Keyword(s):  
Job Satisfaction ◽  
Decision Making ◽  
Data Collection ◽  
Human Resource ◽  
Employee Motivation ◽  
Job Security ◽  
Employee Empowerment ◽  
Career Management ◽  
Hygiene Factors ◽  
The University

Employee stagnation in a certain position, centralized decision making and tendency for micromanagement are among the pressing issues for companies experiencing growth. The chief purpose of the study is to determine the extent of career management, people empowerment and employee motivation as perceived by the personnel of the University of Cebu (UC). The study applied the descriptive design with the use of questionnaire designed by the researcher as the major tool for data collection. The respondents were the teaching and the non-teaching personnel of UC. The results revealed that there were significant differences on the extent to which people empowerment was upheld by management as well as the motivational needs of the employees. In the aspects of motivation, among Herberg’s hygiene factors, only two (2) were well addressed. These were pay and job security. Therefore, it is concluded that hygiene factors do not necessarily go together as perceived by employees despite the fact that Herzberg’s two-factor theory grouped these aspects together as one. Keywords – Human resource, career management, Herzberg’s two-factor theory, descriptive design, Cebu City, Philippines

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