scholarly journals A STUDY ON EMPLOYEE MOTIVATION WITH REFERENCE TO SELECTED COMPANIES IN AND AROUND VAPI

2021 ◽  
Vol 8 (65) ◽  
pp. 14901-14910
Author(s):  
Honey Mistry
Keyword(s):  
Work Environment ◽  
Employee Turnover ◽  
Essential Role ◽  
Employee Motivation ◽  
Raw Material ◽  
Paper Study ◽  
Organizational Goals ◽  
Positive Work Environment ◽  
Motivational Needs ◽  
Positive Work

This paper discusses about the most important asset that any employer possesses which is not land, raw material, or profit, but people; their employees. Thus, it is the responsibility of employer to keep their employees motivated by creating a positive work environment, and providing employees with the opportunities to grow. Motivating employees is an art that requires time and dedication. Motivated employee’s results to retention or reduction in employee turnover, and enthusiastic employees out produce and outperform. This paper study the sources of motivational needs, benefits of motivation, recognition and rewards, and tactics that can be used to help motivate individuals. The data was collected through the telephonic interview of the HR professionals of the selected companies. The major outcomes of this research include that Employee motivation plays an essential role in an organization and it contributes towards effective and efficient working of the organization, resulting to the achievement of overall organizational goals.

scholarly journals Factors Influencing Job Choice among Agricultural Economics Professionals

2012 ◽  
Vol 44 (2) ◽  
pp. 251-265 ◽  
Author(s):  
Katherine McGraw ◽  
Jennie S. Popp ◽  
Bruce L. Dixon ◽  
Doris J. Newton
Keyword(s):  
Work Environment ◽  
Agricultural Economics ◽  
Job Choice ◽  
Current Position ◽  
Job Responsibilities ◽  
Family Time ◽  
Job Attributes ◽  
Advancement Opportunities ◽  
Positive Work Environment ◽  
Positive Work

This article identifies factors that influence agricultural economics professionals' job choice between academic and government employment. Respondents agreed that job responsibilities were the most important factor in choosing their current position. They also agreed that having a positive work environment, good salary, family time, adequate resources, and professional and social interaction were important job attributes. Proportionally more women than men regarded partner opportunities, nondiscrimination, time for child care, and supportive colleagues as very important attributes influencing their decisions. A binomial probit of respondents' current job sector indicates significant job choice determinants include sector preference (academic or government), previous professional experience, a positive work environment, and advancement opportunities.

The Role of Professional Protocols

2014 ◽  
pp. 106-132
Author(s):  
Kiyomi D. Deards ◽  
Jolie O. Graybill
Keyword(s):  
Student Satisfaction ◽  
Work Environment ◽  
Succession Planning ◽  
Research Library ◽  
Professional Behavior ◽  
The Future ◽  
Positive Work Environment ◽  
Positive Work

The cultivation of professionalism is a necessary part of training the academic and research library leaders of the future. By incorporating professionalism into succession planning efforts, individuals acquire skills that will serve them across institutions as they transition between positions of power. For the purposes of this study, the aspects of professionalism were divided into four main categories: etiquette, professional behavior, personal presentation, and space (how people fill and use it). This chapter examines existing literature and contains the results of a survey of how library employees feel about professional protocols. It argues that the observance of professional protocols can impact student satisfaction as well as create a more positive work environment. Results of the survey indicate that libraries value professionalism with an emphasis on professional behavior.

Assessing Multilingual Multicultural Teachers' Communication Styles

2017 ◽  
pp. 111-123
Author(s):  
Sevinj Iskandarova ◽  
Oris T. Griffin
Keyword(s):  
Work Environment ◽  
Educational Leaders ◽  
Communication Styles ◽  
Educational Institutions ◽  
Nonverbal Behaviors ◽  
Cultural Perspective ◽  
Institutional Level ◽  
Positive Work Environment ◽  
Verbal And Nonverbal Behaviors ◽  
Positive Work

As many educational institutions become more globally competitive, and the number of diverse teachers increases, it becomes even more imperative to avoid what some cultures might deem as inappropriate and unprofessional verbal and non-verbal forms of communication. Those behaviors are sometimes interpreted in different ways, depending on the cultural perspective. Any unwanted verbal and non-verbal actions often increase stress, unwelcomed job pressures, and hinder a positive work environment. At the institutional level where teachers are very diverse, understanding verbal and nonverbal behaviors must be addressed. The researchers propose a methodology which will help multilingual, multicultural teachers' communication styles within the workplace and how to improve cross-cultural team collaborations. Additionally, the information provided in this study allows educational leaders to make inferences about their teachers' team performance and expectations based on their motivation, experiences, and skills used when working with a multicultural team.

Multicultural Leadership in Higher Education

2017 ◽  
pp. 139-164 ◽  
Author(s):  
James S. Bridgeforth
Keyword(s):  
Work Environment ◽  
Academic Departments ◽  
People Of Color ◽  
Online Questionnaire ◽  
Academic Leaders ◽  
Multicultural Leadership ◽  
Leadership In Higher Education ◽  
Positive Work Environment ◽  
Barriers And Challenges ◽  
Positive Work

Women and people of color are vastly underrepresented in the American professoriate; although the presence of female faculty and professors of color is beneficial to the academy on various levels, these groups often face numerous barriers and challenges while serving in the professoriate and striving for promotion and tenure. This study was designed to investigate demonstrated multicultural awareness and positive work environment with regard to race, gender, or a combination within academic departments to help academic leaders better develop and understand multicultural leadership. Data were collected from 650 tenured and tenure-track faculty through an online questionnaire. The data analysis revealed that males and females of color within the professoriate report a less positive work environment than Caucasian faculty.

Delivering Hospitality through Franchising

2016 ◽  
pp. 139-148 ◽  
Author(s):  
Christo F. V. Fernandes ◽  
Babu George ◽  
Ajit Mishra
Keyword(s):  
Work Environment ◽  
Human Development ◽  
Real Time ◽  
Recruitment Strategy ◽  
Job Engagement ◽  
Railway Station ◽  
Positive Work Environment ◽  
Positive Work

Every one celebrates their birthday to cherish new dreams, and yet Monginis crawled in 1970 at Chembur, Mumbai with just one store. Mr. Albert Desouza, Marketing Head recalls the cascading journey that has carved a strategic path for Monginis, selling over 30 million pastries and 4 million cakes. It all grew from one store in 1970 to over 75 stores in 1986! However 1990's saw a new surge of energy with the Franchise model and hence this business travelled outside Mumbai. The Franchise model embraced some real time practices of Human Development that were carefully captured through the recruitment strategy, job engagement, training, positive work environment along with strategic practice of embracing local taste in product that has summoned success. Mr. Albert appears pensive at the CST railway station noticing the roaring volume of people and wonders: How will Monginis reach out to every Indian? While the Franchisee model has led to expansion and growth he seems restless; we still have a long journey…but now…how should we travel?

scholarly journals Co-constructing integrity: A conceptual framework

2019 ◽  
Vol 45 ◽  
Author(s):  
Annelize Van Niekerk ◽  
Michelle S. May
Keyword(s):  
Work Environment ◽  
Middle Managers ◽  
Value Added ◽  
Senior Management ◽  
Managerial Implication ◽  
Healthy Relationships ◽  
Ethical Work Climate ◽  
Positive Work Environment ◽  
The Impact ◽  
Positive Work

Orientation: The use of an integrity framework can positively influence the impact senior management has on middle management’s experience of integrity and subsequently contribute towards creating a positive work environment and establishing healthy relationships between these two groups.Research purpose: The aim of this research is to obtain insights from psychology practitioners about the potential application of, and the value added by, a particular integrity framework within organisations.Motivation for the study: Establishing a positive work environment and organisational culture that upholds integrity and that is conducive to behaviour marked by integrity, requires investment into the development of leadership integrity. Utilising an integrity framework will enable psychology practitioners and organisational leadership to create an environment in which healthy relationships can be established between all stakeholders, in particular, between senior and middle managers, allowing integrity to flourish.Research approach/design and method: A hermeneutic, qualitative study was undertaken and convenient sampling was used. Participants included industrial and counselling psychologists. A listening post was convened and the data obtained were analysed using thematic analysis.Main findings: The findings indicate organisations can use the framework effectively by customising it according to their specific needs, organisational strategy, vision and mission.Practical/managerial implication: The framework will enable senior management to influence follower behaviour positively regarding their integrity within the organisation. The framework will assist middle managers in gaining a better understanding of the impact senior management has on their experience of integrity.Contribution/value-add: The study also highlights the important role organisations play in creating and establishing an ethical work climate that will ensure corporate integrity. This will enable organisations to provide value to their corporate stakeholders and to society at large.

scholarly journals Socio-Demographic Characteristics of Managers and Employees Attitude Towards Managing the Workplace Diversity

2015 ◽  
Vol 2 (2) ◽  
pp. 329
Author(s):  
Babita Mukherjee ◽  
Dikshit Gambhir ◽  
Arooj Yaswi
Keyword(s):  
Saudi Arabia ◽  
Work Environment ◽  
Workplace Diversity ◽  
Efficient Manner ◽  
Positive Work Environment ◽  
Increase Productivity ◽  
Attitude Difference ◽  
Multicultural Workforce ◽  
The Relationship ◽  
Positive Work

<p>In this era of globalization, workplace diversity has become the salient aspect of any organization. It helps to increase productivity, efficiency and maintain a positive work environment within the organization. The study assessed the attitude difference that managers come across and how to get benefited from the diversity in the workforce. The investigation was set out to find the relationship between openness to diversity and managerial attitude, based on the data collected from 213 managers of the companies working in Riyadh, Saudi Arabia. The hypotheses are used to guide the study and are tested using ANOVA. The result revealed that there exists a relationship between the manager’s demographic factors, like nationality, and the attitude towards managing the workplace. Organizations will look at the numerous benefits of this research and explain the managers’ attitudes towards managing the multicultural workforce diversity in Saudi Arabia and its benefits within the company with different expertise to do the task in an effective and efficient manner. Thus, this research will benefit the organizations by explaining the managers’ attitudes towards managing the multicultural workforce and also showing how diversity can lead to perform a task in an effective and efficient manner.</p>

Staff R & R: Rewards and Recognitions That Work

2004 ◽  
Vol 23 (6) ◽  
pp. 69-71
Author(s):  
Sherri Lee Simons
Keyword(s):  
Health Care ◽  
Work Environment ◽  
Signs And Symptoms ◽  
Health Care Settings ◽  
Positive Work Environment ◽  
Positive Work

IN HEALTH CARE SETTINGS SUCH as the NICU, nurses are trained to notice problems, detect untoward signs and symptoms of disease processes, and react to systems failures and crises on a regular basis. Indeed, NICU nurses are professionally trained to be problem detectives. Unfortunately, consistently focusing on negative issues does not provide a strong foundation for a positive work environment.1

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