EMPLOYEE DEMOTIVATION: FACTORS AND CAUSES OF EMPLOYEE DEMOTIVATION

2021 ◽  
Vol 1 (181) ◽  
pp. 102-108
Author(s):  
I.A. Rumyantseva ◽  
◽  
M.B. Zhernakova ◽  
T.Yu. Krotenko ◽  
◽  
...  
Keyword(s):  
Organization Structure ◽  
Organizational Factors ◽  
Employee Motivation ◽  
The State ◽  
Management Style ◽  
Working Environment ◽  
Limiting Factors ◽  
Personal Factors ◽  
Work Processes ◽  
Internal Motivation

The article analyzes the factors and causes of the state of demotivation to work among employees of organizations. The author emphasizes the importance of employee motivation for the success of modern organizations and the undesirable consequences of its absence, which acquire the features of an organizational disease. Demotivation is considered by the authors as a decrease in motivation due to the influence of various circumstances. The factors that demotivate employees are analyzed and the probable causes of their occurrence are listed. The article highlights the personal and organizational groups of demotivation factors. Personal factors include chronic dissatisfaction with the dominant needs of employees; incentives used in organizations that become in reality limiting factors; changes occurring in the personal motivational complexes of employees; personal perception by employees of the actions of the organization’s managers as unfair. Organizational factors include unclear division of functions and implemented work processes between employees, unclear organization structure, low manageability of the organization, unclear goals, unreliability of decisions, widely used demotivating management style with a predominance of punishments over rewards, disrespect and neglect of employees. The article considers the employee’s motivational complex, consisting of internal motivation, external positive and external negative motivation, and determines the optimal motivational complex. Attention is paid to the demotivation process, the orientation of employee motivation. The differences in the general motivation of the employee for any actions and the labor motivation of the employee are determined. The necessity of analyzing the motives of people’s behavior in the working environment is emphasized. The article notes the need to distinguish between the real and declared motives of employees, to identify the deep needs, interests and values of people to prevent the state of demotivation.

scholarly journals Health-Oriented Self- and Employee Leadership in Virtual Teams: A Qualitative Study with Virtual Leaders

2020 ◽  
Vol 17 (18) ◽  
pp. 6519
Author(s):  
Ilona Efimov ◽  
Volker Harth ◽  
Stefanie Mache
Keyword(s):  
Virtual Teams ◽  
Leadership Behaviors ◽  
Qualitative Content Analysis ◽  
Workplace Health Promotion ◽  
Organizational Factors ◽  
Working Environment ◽  
Stress Factors ◽  
Boundary Management ◽  
Personal Factors ◽  
Great Awareness

Virtual teamwork as a new way of working is becoming increasingly prevalent in a growingly globalized and digitalized working environment. Due to the associated raise in health-related stress factors at the workplace and the central role of leaders in workplace health promotion, the aim of this study is to obtain initial findings on the use of health-oriented self- and employee leadership in virtual teams from the perspective of virtual leaders. Semi-structured telephone interviews were conducted with 13 virtual leaders by using the problem-centered interview method. The collected data were deductively and inductively evaluated and interpreted using the qualitative content analysis according to Mayring. The results show that virtual leaders ascribed great value of health and showed great awareness in health-oriented self- and employee leadership. Physical activity and boundary management were particularly mentioned as health-oriented self-leadership behaviors. The majority of leaders described communication, building trust, support in boundary management and implementation of personal meetings as health-oriented employee leadership behaviors. In addition to social, technical, and personal factors, primarily organizational factors were mentioned as factors of influence in this context. For a more comprehensive understanding of health-oriented leadership, the inclusion of virtual team members in further research studies is necessary.

Moral Standards in the Organization: the Regulatory Nature and Management of Ethical Behavior of Employees

2021 ◽  
pp. 23-30
Author(s):  
I. Romanova ◽  
N. Laas ◽  
E. Gurova
Keyword(s):  
Organizational Behavior ◽  
Ethical Behavior ◽  
Role Model ◽  
Organizational Factors ◽  
Codes Of Ethics ◽  
The State ◽  
Management Style ◽  
Moral Standards ◽  
Moral Rules

The article presents the results of a study (questionnaire survey) of managers and ordinary employees of public and private Russian organizations on the problem of the regulatory role of ethical rules for labor / organizational behavior and the management of ethical actions of personnel. The answers of respondents to the questionnaire about the mission of moral standards in the organization and the importance of their observance are analyzed in detail and presented; on the state of compliance with ethical canons in the organization, detailed reasons and forms of their violation; on the preferred sanctions for violation / observance of moral standards; o the presence of Ethical Codes in companies and their purpose. The results of the survey showed that ethical norms are the most important regulator of labor / organizational behavior, and their most important purpose is "the development of good relations between employees." Most of the respondents are satisfied with the state of observance of moral standards in their organizations, and also believe that the management pays sufficient attention to their observance. The study revealed that the main cause of violation of moral standards in companies is the personal characteristics of employees, then the management style, and then organizational factors. The most “popular” form of deviation from moral rules in the eyes of respondents is shirking orders. At the same time, the leading role of management is indicated as a role model, which is followed by ordinary employees when choosing ethical or unethical actions. For the most part, the organizations have not developed and do not have Codes of Ethics, the mission of which, according to the participants of the survey, is to orient staff towards ethical behavior and resolve the moral problems of the organization. At the same time, the respondents indicated that it is necessary to apply sanctions both for deviating from moral rules and for observing them. The research results are practice-oriented. At the same time, they cannot reflect the entire variety of aspects of the influence of the regulatory essence of moral canons on labor / organizational behavior and its management system.

Селекция и семеноводство картофеля в Камчатском крае

2018 ◽  
Author(s):  
N.I. Ryakhovskaya ◽  
T.P. Sherstyukova ◽  
M.L. Gamolina
Keyword(s):  
Russian Federation ◽  
Potato Yield ◽  
The State ◽  
Limiting Factors ◽  
State Register ◽  
Region Selection ◽  
New Varieties ◽  
The Russian Federation ◽  
Selection Of

Рассмотрены агроклиматические условия Камчатского края и лимитирующие факторы, сдерживающие рост урожайности картофеля. Приведены характеристики новых сортов картофеля селекции Камчатского НИИСХ созданных в соответствии с приоритетными для региона направлениями селекции, включенных в Государственный реестр селекционных достижений РФ и охраняемых патентами.Agroclimatic conditions of the Kamchatka Krai and limiting factors that restrain the growth of potato yield are considered. The characteristics of new varieties of potatoes of the selection of the Kamchatsky RIA are created in accordance with the priority for the region selection areas included in the State Register of Selection Achievements of the Russian Federation and protected by patents.

ANALISIS PENGARUH MOTIVASI DAN LINGKUNGAN KERJA TERHADAP KINERJA APARATUR SIPIL NEGARA (Studi pada Dinas Penanaman Modal Pelayanan Terpadu dan Perindustrian Kabupaten Padang Pariaman)

2020 ◽  
Author(s):  
Hendriko Putra Jayanda
Keyword(s):  
Work Environment ◽  
Hypothesis Test ◽  
The State ◽  
Working Environment ◽  
Validity And Reliability ◽  
Normality Test ◽  
State Apparatus ◽  
Linearity Test ◽  
Investment Service ◽  
Integrated Service

The purpose of this study is to test partially and simultaneously the influence of motivation and work environment on the performance of state civil apparatus in the Office of Integrated Service Investment and Industry of Padang Pariaman Regency, data collected by spreading the questionnaire directly. Test of research instrument used is test of validity and reliability test. The classical assumption test used is normality test, linearity test, multicollinearity test, and heteroscedasticity test. As for hypothesis test used t test and test f. The analytical method used to test the effect of motivation and work environment on the performance of civil state apparatus is multiple linear regression with the help of SPSS. The result of the research shows that there is a significant influence between the working environment on the performance of civil apparatus of the State. Simultaneously or jointly motivation and work environment significantly influence the performance of civil apparatus of the State. Based on the research, it can be concluded that motivation has a significant effect on the performance of the State Civil Apparatus on the Integrated Service and Investment Service Department (DPMPTP) of Kabupaten Padang Pariaman. The work environment has a significant effect on the performance of the State Civil Apparatus on the Integrated Service and Industrial Service Investment Service (DPMPTP) of Padang Kabupaten Pariaman. Morality and work environment have a significant effect on the performance of State Civil Apparatus at the Department of Investment of Integrated Services and Industry (DPMPTP) of Kabupaten Padang Pariaman.

STRUCTURAL AND LOGIC DIAGRAM OF RESEARCH ON THE MILITARY-ECONOMIC SUBSTANTIATION OF THE RATIONAL NUMBER OF ARMED FORCES OF UKRAINE IN THE PROCESS OF FORMING THE PROGRAM OF THEIR DEVELOPMENT

2019 ◽  
Vol 2 (12) ◽  
pp. 102-110
Author(s):  
V. Nazarkin ◽  
O. Semenenko ◽  
A. Efimenko ◽  
V. Ivanov
Keyword(s):  
Rational Number ◽  
Armed Forces ◽  
The State ◽  
Limiting Factors ◽  
Development Programs ◽  
Power Structures ◽  
Scientific Substantiation ◽  
Conducting Research ◽  
Excess Number ◽  
The Military

The task of choosing the rational number of power structures is always one of the main priorities of any political leadership of the state. An insufficient number of armed forces is a threat to the national security of the state; an excess number creates pressures on the development of the country's national economy. Today, when the development programs of the Armed Forces of Ukraine are being formed in the context of the practical application of their units and subunits to carry out combat missions, questions of choosing a priority approach to the formation (justification) of the rational size of the Armed Forces of Ukraine is an urgent issue. The article proposes a structure for conducting research on the development and implementation of the methodology of military-economic substantiation of the rational strength of the Armed Forces of Ukraine in the system of defense planning of Ukraine in the formation of programs for their development for the medium and long term. The main objectives of this methodology are: scientific substantiation of the range of the necessary strength of the Armed Forces of Ukraine for the period of the program of their development; the choice of the indicator of the rational size of the Armed Forces of Ukraine according to the years of the program from a certain range of its changes; military-economic substantiation of this number under the influence of various limiting factors. The development and implementation of such a methodology will increase the efficiency of the formation and implementation of development programs of the Armed Forces of Ukraine, as well as the efficiency of using public funds for the development of power structures.

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 Analysis and ranging of the factors of formation and development of innovative behaviour in organizations

2018 ◽  
Vol 80 (3) ◽  
pp. 478-488
Author(s):  
T. V. Sabetova ◽  
M. V. Ponomarenko
Keyword(s):  
Success Factors ◽  
Negative Impact ◽  
Organizational Factors ◽  
Management Style ◽  
Business Culture ◽  
Innovative Behavior ◽  
Job Responsibilities ◽  
Management Actions ◽  
Innovative Behaviour ◽  
The One

The article considers t the problem of determination of the degree of influence of a number of factors on formation of innovative behavior of employees and their groups in organizations. According to the authors’ opinion, innovative activity of employees requires, on the one hand, their own abilities and motivation, and on the other hand, readiness of the organization and provision of necessary resources for employees both for creation and implementation of ideas and projects. The authors do not deny the influence of the national business culture on the features of innovative behavior and point out the need to take into account these features. However, they deny the existence of national features that obviously make innovation development of one country easier than others, and therefore consider the experience of different countries worthy of study, but at the same time its implementation is considered possible only after a critical rethinking for existing conditions. The authors point out that innovative behavior of employees is formed under the influence of factors that can be conditionally divided into those dependent and independent of management actions, the former being of particular interest due to the possibility of controlling them. Among them the following groups of factors are identified: (i) related to the peculiarities of management style; (ii) characteristics of the workplace and job responsibilities; (iii) factors related to interpersonal and intergroup relations, and (iv) organizational factors. The influence of the key factors of each group was analyzed and evaluated either from the standpoint of positive or negative impact on the formation of innovative behavior, or from the position of the strength of influence. Based on the experience of Chinese colleagues, a comparative ranking of the factors that determine the innovativeness of behavior was carried out, in terms of their significance. At the same time, the similarity of the factors determining the innovativeness of the behavior of employees in Chinese and Russian companies was revealed, but significant differences in the degree of such influence were detected. As a result, the authors’ named key success factors in the formation of innovative behavior of the staff: (i) support from the company’s management; (ii) availability of resources of all types; (iii) system of labour remuneration; (iv) composition and structure of the team, and (v) cooperation.

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.

Sign in / Sign up

Export Citation Format

Share Document