Management approach to motivation of white-collar employees in forest enterprises

BioResources ◽  
2019 ◽  
Vol 14 (3) ◽  
pp. 5488-5505
Author(s):  
Miloš Hitka ◽  
Silvia Lorincová ◽  
Miloš Gejdoš ◽  
Kristina Klarić ◽  
Dagmar Weberová
Keyword(s):  
White Collar ◽  
Employee Motivation ◽  
Working Environment ◽  
Management Approach ◽  
Appraisal System ◽  
Motivation Factors ◽  
Forest Enterprises ◽  
Employee Groups ◽  
Basic Salary ◽  
Effective Development

Employee motivation is a prerequisite for the effective development of the potential of human resources. Therefore, motivation processes are important. The aim of the paper was to define the motivational priorities of white-collar employees in forest enterprises. Following the research results, cluster analysis statistical methods were used to define employee groups with similar motivations. The research was carried out in 11 forest enterprises with 195 total respondents. The results indicated that it is possible to create a unified motivation program with selected motivation factors for white-collar employees in forest enterprises. Defined groups had similar levels of motivation in individual motivation factors. Three significant motivation factors were determined: basic salary, working environment, and fair appraisal system. These motivation factors can be systematically implemented as a tool to improve the level of motivation of individual groups. It is important to consider that conditions and work environments change over time, so an effective motivation program must be updated regularly in order to produce sustained benefits.

scholarly journals Teaching Performance of Slovak Primary School Teachers: Top Motivation Factors

2021 ◽  
Vol 11 (7) ◽  
pp. 313
Author(s):  
Jana Javorčíková ◽  
Katarína Vanderková ◽  
Lenka Ližbetinová ◽  
Silvia Lorincová ◽  
Miloš Hitka
Keyword(s):  
Primary School ◽  
Relative Proportion ◽  
Appraisal System ◽  
School Teachers ◽  
Primary School Teachers ◽  
Research Results ◽  
Motivation Factors ◽  
Significant Difference ◽  
Long Time ◽  
Basic Salary

Teaching is a specific type of profession with a specific mission. In this study, the motivation level of primary school teachers in Slovakia in the period from 2015 to 2020 was analyzed. A total of 1189 Slovak teachers with a stratified selection were addressed. Cronbach’s Alpha, Tukey’s HSD (honest significant difference), and ANOVA were used to analyze the data obtained. The research results confirm that Slovak teachers are motivated most by relationship and financial factors. Other important motivation factors are atmosphere in the workplace, a good work team, a supervisor’s approach, a fair appraisal system, and a basic salary. The research also confirms that, over the duration of the study, there was a significant change in the average level of motivation factors; however, there was no change in their relative proportion and structure. In relation to gender, significant diachronic differences were confirmed. Research results prove that Slovak teachers have stable requirements in terms of motivation. This study’s findings will further help school management create effective motivation programs for primary school teachers. Regarding the fact that no similar research has been conducted in Slovakia in a long time, the research results presented here are original and unique.

scholarly journals DIFFERENTIATED APPROACH TO EMPLOYEE MOTIVATION IN TERMS OF FINANCE

2020 ◽  
Vol 0 (0) ◽  
pp. 1-17
Author(s):  
Miloš Hitka ◽  
Silvia Lorincová ◽  
Marek Potkány ◽  
Žaneta Balážová ◽  
Zdeněk Caha
Keyword(s):  
Competitive Advantage ◽  
White Collar ◽  
Employee Motivation ◽  
Blue Collar ◽  
Extensive Investigation ◽  
Anova Analysis ◽  
Motivation Factors ◽  
Blue Collar Workers ◽  
White Collar Workers ◽  
Job Position

Motivating the employees is considered one of the essential manager’s skills. Knowledge of powerful motivation factors allow managers to motivate employees effectively. It results in motivated employees able to affect a success of enterprises and its competitive advantage. Following the research carried out using 34,000 Slovak employees, the importance of motivation factors relating to finance was defined. Tukey’s HSD test, as a part of the ANOVA analysis, was used for extensive investigation into the most important motivation factors relating to finance. It is supposed that motivation of employees of different gender, age and job position will differ. The suppositions were confirmed by the results achieved in the research showing significant differences between individual employee categories of managers, blue-collar workers and white-collar workers. Taking into consideration the results, managers are suggested to concentrate on motivating the employees as parts and not as a whole because of the differences in the needs of employees in terms of gender, age and mainly job position.

scholarly journals S-LCA Indicators as Employee Motivation Factors

2021 ◽  
Vol 10 (2) ◽  
pp. 267
Author(s):  
Jan Vavra ◽  
Michal Patak ◽  
Jana Kostalova ◽  
Marie Bednarikova
Keyword(s):  
Factor Analysis ◽  
Literature Review ◽  
Social Security ◽  
Equal Opportunity ◽  
Employee Motivation ◽  
Corporate Image ◽  
Factors Affecting ◽  
Motivation Factors ◽  
Employee Groups ◽  
Stimulation Of

There are a lot of factors affecting employee motivation in the company. Some of them are supported by law, while others result from voluntary activities of the company, and the way to some of them still have not been found. Our research dealt with one of the possibilities, the S-LCA indicators as employee motivation factors. The attention is usually paid to companies and their system of employee stimulation. This research is supported by in-depth literature review in the field of S-LCA. Our research addressed employees of one medium-sized company to find out what they think of the activities of their management in the area of stimulation of their employees. Using a factor analysis, we found seven basic motivation factors, i.e. Safety at Work, Fair Remuneration, Social Security and Benefits, Work Climate, Basic Rights and Freedoms, Corporate Image, and Equal Opportunity. In the context of social impacts of manufacturing on employees, individual employee groups are motivated to work in different ways.

scholarly journals A Study on Employee Motivation in Private School: A Case of Bethany Boarding Higher Secondary School (BHSS) Pokhara

2016 ◽  
Vol 9 (1) ◽  
pp. 91-101
Author(s):  
Devilal Sharma
Keyword(s):  
Secondary School ◽  
Private School ◽  
Employee Performance ◽  
Employee Motivation ◽  
Working Environment ◽  
Complex Nature ◽  
Monetary Incentives ◽  
Motivation Factors ◽  
Starting Point ◽  
Behavior Motivation

Managing human resource plays a crucial role in the process of organization’s effectiveness. One of the most important functions of HRM is motivation. However, because of complex nature of human behavior, motivation is not easy to understand and use. It is represented by author such as Maslow, McClelland and Herzberg. While some motivation theories try to find out how motivation occurs. Vroom, Adams, Locke and Lantham created the most influential process. The aim of this paper is to find out which motivation factors can effectively increase employee motivation, to know the provided incentives are sufficient or not and the effect of incentives in their performance. This study has suggested that promotion system of the career development is needed to satisfy and motivate the employee. Moreover, the work recognition should create the feeling of they are worth for the organization. The information gained from this paper might be a good starting point for creating motivating systems for existing employees and for new comers. This research was conducted to find out the motivational factors and its effect on employee performance of Bethany Higher Secondary School. Researcher developed a survey questionnaire and distributed to get the view of all the employees. All the responses were analyzed and found that monetary and non-monetary incentives are used to motivate workforce. Good salary and allowances has been used as monetary motivators. While, good working environment, freedom to work and recognition conduct the plan differently and effectively as non-monetary motivator.Journal of Nepalese Business Studies Vol. 9, No. 1, 2015 pp. 91-101

scholarly journals EDUCATION AND GENDER-BASED DIFFERENCES IN EMPLOYEE MOTIVATION

2018 ◽  
Vol 19 (1) ◽  
pp. 80-95 ◽  
Author(s):  
Miloš HITKA ◽  
Ľudmila KOZUBÍKOVÁ ◽  
Marek POTKÁNY
Keyword(s):  
Employee Motivation ◽  
Incentive Motivation ◽  
Categorical Variables ◽  
Business Managers ◽  
Motivation Factors ◽  
Gender And Education ◽  
Gender Based ◽  
And Gender ◽  
Basic Salary ◽  
Questionnaire Method

The main purpose of this article is to show dependencies between education and gender based on selected motivation factors. In order to obtain relevant data, the questionnaire method was used. In the years 2013–2016, 26,416 respondents participated. Descriptive statistics was used for data processing; the relationship between two categorical variables was verified by the chi-quadrate test and Tukey’s HSD test. The results of the research proved the hypotheses; i.e. that there are significant differences in motivation factors among Slovak employees related to their gender and education. The most significant motivation factors included basic salary, job security and a good working team. The paper presents an original verifiable methodology that can be used in research of a similar focus in other European countries. The research results point to the potential of various alternatives for business managers responsible for preparing incentive motivation programmes related to the analysed factors.

scholarly journals Perceived Compensation Fairness, Job Design, and Employee Motivation: The Mediating Role of Working Environment

2020 ◽  
Vol 14 (2) ◽  
pp. 229-246
Author(s):  
Muhammad Imran Rasheed ◽  
Warda Najeeb Jamad ◽  
Abdul Hameed Pitaf ◽  
Syed Muhammad Javed Iqbal
Keyword(s):  
Employee Motivation ◽  
Job Design ◽  
Working Environment ◽  
Mediating Role

scholarly journals INFLUENCE OF SELECTED MACROECONOMIC INDICATORS ON EMPLOYEE MOTIVATION

2021 ◽  
Vol 24 (3) ◽  
pp. 4-22
Author(s):  
Miloš Hitka ◽  
Jozef Ďurian ◽  
Silvia Lorincová ◽  
Bianka Dúbravská
Keyword(s):  
External Environment ◽  
Working Hours ◽  
Employee Motivation ◽  
Motivational Factors ◽  
Working Environment ◽  
Household Debt ◽  
Business Managers ◽  
Psychological Burden ◽  
Macroeconomic Indicators ◽  
Superior Approach

Motivation is considered one of the most important prerequisites for the success and effectiveness of the resulting performances. Usually, we meet only with a perspective of employee motivation from inside the company. However, the external environment, i.e. macro-environment, also influences the motivation of employees. We decided to focus on exploring how macroeconomic indicators evolution affects employee motivation. By means of the research conducted in Slovakia during the period from 2008 to 2019 on a sample of more than 30,000 respondents, we define the dependence of selected macroeconomic indicators and employee motivation. The research focuses on the analysis of average annual wage and household debt influence on the most important employees’ motivational factors. Based on our findings, we can state that macroeconomic indicators affect the importance of motivational factors in Slovakia. Especially, the average annual wage strongly influences the six motivational factors (communication at the workplace, duties and type of work, working hours, working environment, superior approach, psychological burden). The results of the research also show that the seven motivational factors (atmosphere at the workplace, good team, communication at the workplace, working hours, working environment, superior approach, psychological burden) strongly depend on the macroeconomic indicator of household debt. Therefore, when creating incentive programs, business managers in Slovakia should take into account not only the effects of the company’s microenvironment on motivation but also the effects of the macro-environment and thus macroeconomic changes in the state. The role of a manager is to keep balance between external environment influence on employee motivation and internal actions. The paper presents inspiring ideas in a field of employee motivation and the influence of external environment on motivation.

scholarly journals Motivational Factors in Organisational Change

2021 ◽  
Vol 5 (3) ◽  
Author(s):  
Marcel Biewendt ◽  
Florian Blaschke ◽  
Arno Böhnert
Keyword(s):  
Organisational Change ◽  
Employee Motivation ◽  
Motivational Factors ◽  
Working Environment ◽  
The Other ◽  
Corporate Structure ◽  
Recommendations For Action ◽  
Individual Productivity ◽  
The Individual ◽  
The Right

The presented paper gives an overview of the most important and most common theories and concepts from the economic field of organisational change and is also enriched with quantitative publication data, which underlines the relevance of the topic. In particular, the topic presented is interwoven in an interdisciplinary way with economic psychological models, which are underpinned within the models with content from leading scholars in the field. The pace of change in companies is accelerating, as is technological change in our society. Adaptations of the corporate structure, but also of management techniques and tasks, are therefore indispensable. This includes not only the right approaches to employee motivation, but also the correct use of intrinsic and extrinsic motivational factors. Based on the hypothesis put forward by the scientist and researcher Rollinson in his book “Organisational behaviour and analysis” that managers believe motivational resources are available at all times, socio-economic and economic psychological theories are contrasted here in order to critically examine this statement. In addition, a fictitious company was created as a model for this work in order to illustrate the effects of motivational deficits in practice. In this context, the theories presented are applied to concrete problems within the model and conclusions are drawn about their influence and applicability. This led to the conclusion that motivation is a very individual challenge for each employee, which requires adapted and personalised approaches. On the other hand, the recommendations for action for supervisors in the case of motivation deficits also cannot be answered in a blanket manner, but can only be solved with the help of professional, expert-supported processing due to the economic-psychological realities of motivation. Identifying, analysing and remedying individual employee motivation deficits is, according to the authors, a problem and a challenge of great importance, especially in the context of rapidly changing ecosystems in modern companies, as motivation also influences other factors such as individual productivity. The authors therefore conclude that good motivation through the individual and customised promotion and further training of employees is an important point for achieving important corporate goals in order to remain competitive on the one hand and to create a productive and pleasant working environment on the other.

scholarly journals FACTORS FORMING EMPLOYEE MOTIVATION INFLUENCED BY REGIONAL AND AGE-RELATED DIFFERENCES

2019 ◽  
Vol 20 (4) ◽  
pp. 674-693 ◽  
Author(s):  
Miloš Hitka ◽  
Zoltán Rózsa ◽  
Marek Potkány ◽  
Lenka Ližbetinová
Keyword(s):  
European Union ◽  
Cultural Values ◽  
Employee Motivation ◽  
Sampling Unit ◽  
The European Union ◽  
Motivation Factors ◽  
Age Related ◽  
Eastern European Countries ◽  
Level Of Significance ◽  
Level Of Motivation

The aim of the paper is to define and quantify the differences in employee motivation depending upon the selected regions and the age of employees. The research was carried out in 2017. Sampling unit consisted of 7,594 respondents – employees from the selected eastern European countries, members of the European Union, mainly the Slovak and Czech Republic, as well as selected regions outside the European Union, Russia and China. Data gathered from the questionnaires were evaluated using descriptive statistics and tested by Tukey's HSD at the level of significance of 5%. The ANOVA Variance Analysis was used to compare each sampling unit in relation to the age and the country. Most of the differences in motivation factors were found in the countries of China and Russia. It can be due to different cultural values, especially because of the power gap and the preferred principle of seniority and collectivism in China. Differences in the level of motivation, i.e. motivation factors especially in relation to the age were observed in the analysed regions. Incentive plans for intercultural teams in order to enable employers to choose motivation factors effectively were designed following the conclusions presented in the paper. Fundamental patterns of cultural differences as well as age-related differences predicting motivational preferences can be taken into consideration when selecting the motivation factors.

scholarly journals ANALISIS EFEK KONSEKUENSI PENILAIAN KINERJA PADA MOTIVASI DAN PRODUKTIVITAS KARYAWAN: STUDI PADA TRIBUNNEWS.COM-SOLO

2021 ◽  
Vol 11 (1) ◽  
pp. 127
Author(s):  
Afifatul Maimunah ◽  
Handrio Adhi Pradana
Keyword(s):  
Linear Regression ◽  
Performance Appraisal ◽  
Human Resource ◽  
Quantitative Method ◽  
Employee Motivation ◽  
Employee Productivity ◽  
Appraisal System ◽  
Normality Test ◽  
Regression Test ◽  
Performance Appraisal System

Performance appraisal is acknowledged as one of the most important human resource practices. A performance appraisal system is a critically needed tool for effective human resource management if it is done systematically and effectively. This research examined whether performance appraisal influences employee motivation and employee productivity in Tribunnews.com-Solo. This research was conducted in Solo and the samples of this research were 50 employees of Tribunnews.com-Solo. This research was conducted in the quantitative method by using questionnaires for collecting the data. The data were analyzed with a linear regression test and normality test by using SPSS 25. The results of this research shows that performance appraisal has positive influences on the employee’s motivation and productivity.

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