Analysis of Employee Motivation in the Service and Manufacturing Organizations: The Case of a Developing Economy

Author(s):  
Ahmed Al Asheq ◽  
Rafikul Islam ◽  
Selim Ahmed
2017 ◽  
Vol 2 (1) ◽  
Author(s):  
Muhammad Rodhiyallah ◽  
Amiartuti Kusmaningtyas ◽  
Hendro Tjahjono

The aim of the study was to analyze and determine the influence of leadership and communication, on employee motivation and performance at Satuan Polisi Pamong Praja Kota Surabaya. Branch, as many as 100 persons. Sampling technique samples (Slovin) data was analyzed with multiple linear regression with SPSS for windows program. The result of the research indicated that leadership, communication, and motivation simultaneously have significant effect on employees’ performances with determination value of 0,424 or 4,24%. Leadership, communication and motivation partially has significant effect on performance. Communication itself has dominant effect on employee’s performance.


2018 ◽  
Vol 2018 ◽  
pp. 981-995
Author(s):  
Mohsen Bagnied ◽  
◽  
Mark Speece ◽  
Ibrahim Hegazy

Author(s):  
Solomon A. Keelson ◽  
Thomas Cudjoe ◽  
Manteaw Joy Tenkoran

The present study investigates diffusion and adoption of corruption and factors that influence the rate of adoption of corruption in Ghana. In the current study, the diffusion and adoption of corruption and the factors that influence the speed with which corruption spreads in society is examined within Ghana as a developing economy. Data from public sector workers in Ghana are used to conduct the study. Our findings based on the results from One Sample T-Test suggest that corruption is perceived to be high in Ghana and diffusion and adoption of corruption has witnessed appreciative increases. Social and institutional factors seem to have a larger influence on the rate of corruption adoption than other factors. These findings indicate the need for theoretical underpinning in policy formulation to face corruption by incorporating the relationship between the social values and institutional failure, as represented by the rate of corruption adoption in developing economies.


Author(s):  
Anna Oleshko ◽  
◽  
Olena Basarab ◽  

The article identifies specific features and suggests areas for improving the corporate culture of media enterprises. Dynamic changes in the economy due to digitalization require a revision of existing organizational forms and methods of management and the formation of a qualitatively new corporate culture at all hierarchical levels. The difficulty of solving this problem is the need to eliminate the negative elements in the Ukrainian corporate culture while adapting the development strategies of organizations to new economic conditions. The specifics of the formation of corporate culture of the media company is its special role, which is to implement the information product in order to obtain economic benefits and meet the social and communication needs of different segments of society. The article proposes changes in the organizational structure of media companies by creating a department for internal corporate communications in order to form a corporate culture that can increase the competitiveness of the company and form its positive image in the media space. This will form a highquality information support for internal communication of the enterprise, increase employee motivation and effectiveness of control over their work. The formation of a qualitatively new corporate culture of media enterprises also involves the transformation of the management system taking into account the need to focus on the use of creative work, increasing the level of knowledge, digital competencies, skills and professionalism, observance of system values of society. Ultimately, the formation of an effective corporate culture will have a positive impact on the process of creating quality information products


1970 ◽  
Vol 10 (4) ◽  
pp. 491-499
Author(s):  
F. E. Banks

This note is an extension of several contributions to the problem of re¬source allocation in a developing economy. In separate papers, I.M.D. Little and F. Seton* have introduced a model in which labour in a developing economy cannot be shifted from the subsistence to the industrial sector at zero opportunity cost, even though this labour displays zero marginal product in its 'traditional' occupations; and in what follows this problem will be attacked via a diagramma¬tic analysis. A short appendix will treat a side issue of the topic. As Little presented the model, there was an initial amount of capital K to be divided between two sectors, the I (industrial) sector, and the C (subsistence, traditional, or agricultural) sector. In the C-sector, there is excess labour or dis¬guised unemployment, in the sense of Professor W. A. Lewis2, in that the marginal product of labour in this sector is taken as equal to zero. As it happens, however, this labour cannot be moved to the I-Sector without an increase in production in the C-sector. The reason for this is because as labour is transferred to the industrial sector, consumption per head increases in the C-sector, thus decreasing the surplus available for workers being transferred to the I-sector. The transfer can only be carried out if a surplus equal to the difference between the industrial wage in C-goods and the amount of C-goods 'released' by the C-sector is forth¬coming, and for this an increased production of C-goods (via the input of capital into the C-sector) must take place. A similar situation would exist if transferring workers required a wage differential; or if C-goods had to be exported to obtain certain types of capital goods for the labour being reallocated, and/or housing, training, etc.


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