The impact of employee motivation on organisational performance in the case of NOSA company

The article investigates the features of employee motivation impact on the organisation effectiveness. The purpose of the study is to clarify the theoretical foundations of motivation, improve the methodological approaches and substantiate the practical recommendations concerning the motivational mechanism development, which is one of the most important components in the chain of achieving high performance of modern business entities. Research objectives are to analyse the of employee motivation impact on the effectiveness of the organisation, identify and evaluate the relationship between the impact of the remuneration system on the results of the organisation’s activities, formulate recommendations to firms and their managers on promoting the system of motivation and remuneration of employees, that expands the effectiveness of the organisation.In the article the terminological analysis of the definition of “employee motivation” has been carried out. The relationship between employee motivation and the remuneration system with organisational efficiency has been formalised. The effectiveness of the motivation system and the employee incentive system at Iran software and hardware company (NOSA) has been evaluated using the questionnaire and expert survey method. The relationship between the productivity of the company’s personnel and the level of remuneration has been ascertained using the correlation and regression analysis. The recommendations to improve the efficiency of the labor motivation system at the NOSA enterprise have been formulated based on the obtained data.The results obtained allowed us to conclude that the interaction of motives and incentives is the tool that allows us to meet the needs of the employee in the most appropriate way for him – as a result of the realization of his abilities. Study of the motivation system at the NOSA enterprise indicates that the staff is not satisfied with the material remuneration. The company’s management during developing directions for improving the motivation program should take into account that the growth rate of labor productivity should outstrip the growth rate of its remuneration, otherwise the company’s resources will be spent inefficiently.

Multiple Correspondence Analysis in the Study of Remuneration Fairness: Conclusions for Energy Companies—Case Study of Poland

Finding a fair system of rewarding employees in energy companies and its influence on their motivation to perform their duties is a problem faced by many economic entities. Therefore, the aim of the article is to initially direct further research, taking into account the basic characteristics of employees such as age, gender and level of education, in order to verify whether and to what extent it is necessary to dedicate the communication of the remuneration system to the needs of selected groups. Multiple correspondence analysis was used to analyse the data obtained from the questionnaires, examining the subjective evaluation of professional remuneration with regard to age, gender and level of education of the respondents in energy companies. The results obtained indicate that all enumerated features have an impact on the perception of work remuneration systems. It is also possible to adjust the applied remuneration solutions and the methods and content of messages to particular groups of employees of energy companies.

Problems of legal regulation of employee depression

Problem setting. When organizing an incentive-bonus system at the enterprise, along with determining the source of bonuses, indicators and conditions of bonuses, establishing the amount of bonuses and terms of bonuses, the grounds for depreciation of employees are established. Analysis of resent researches and publications. Most researchers who have studied bonuses have also paid attention to the problem of depressing employees. Among them A.Yu. Pasherstnik, O.D. Zaykin, S.S. Karinsky, R.Z. Livshits, OI Protsevsky, MI Kuchma, V.Ya. Gotz, P.D. Пилипенко, В.І. Prokopenko, VG Rotan and others. However, the problems that exist in this area determine the relevance of the topic, and their research - timely and practically necessary.Article’s main body. Due to the entry into the market economy, employers rejected almost everything that was proclaimed by the socialist society, although the principles of bonuses remained the same. If we look from the standpoint of compliance with the employee's right to timely and full payment, some approaches to bonuses should be found to violate the rights of the employee, especially the right to receive wages in full. We are talking about non-payment of bonuses for violation of labor discipline.Conclusions and prospects for the development. Each type of bonuses - conditioned and not conditioned by the system of remuneration - has its official purpose, which indicates its legal specificity. The bonuses set by the remuneration system include a clear system of guarantees for their payment, so they are more objective than other bonuses and meet the objectives of material incentives. Bonuses that are not determined by the pay system, leave more opportunities to encourage individual labor contributions of the employee, are more subjective.

Facilitators and barriers affecting general practitioners’ choice to work in primary care units in Austria

Background General practitioner (GP) workforce shortages are a global threat to primary health care systems. In Austria, nearly 75 % of qualified GPs are not working as contracted GPs within the social health insurance system. This study aims to explore the facilitators and barriers for non-contracted GPs to work in a primary care unit (PCU). Methods We conducted twelve semi-structured, problem-focused interviews among purposively sampled non-contracted GPs. To extract categories of facilitators and barriers for working in a PCU, transcribed interviews were inductively coded using qualitative content analysis. These subcategories were then grouped into categories of thematic criteria and mapped on the macro-, meso-, micro-, and individual levels. Results We identified 36 factors, including 18 facilitators and 18 barriers. Most facilitators were located on the micro-level, while most barriers were located on the macro-level. Teamwork, which allows focus on professional medical work, shared responsibilities, flexibility in working time and work-life balance, mainly make PCUs attractive as workplaces and correspond with individual demands. By contrast, the absence of a clear vision for reform and insufficient implementation produce general ignorance and resistance. The conditions of contracts with social health insurance providers, including the remuneration system, requirements for PCUs and high workload with little time for individual patient care, are seen as inflexible and discouraging. Combined with insufficient vocational training and the low perceived status of GPs and PHC generally, GPs voiced concerns about being an entrepreneur and businessperson. Conclusions Targeted and proactive measures are necessary to attract non-contracted GPs to leave their current individual work-life arrangement and consider working in a PCU, especially considering the higher perceived risks. Multi-faceted efforts are needed to approach factors on all levels. Addressing system barriers should include a reform strategy with a clearly stated mission, defined PHC role, and tangible stakeholder commitment, as well as a modernized remuneration system and supportive measures to equip GPs with essential competences and skills. Proactive communication and exchange could promote the already existing attractive working conditions in PCUs and attract non-contracted GPs into the public sector.

The remuneration of the community pharmacist in the developing world: the case in Indonesia

Introduction: The remuneration of pharmacist is critical to ensure sustainability of pharmacist services. There has been limited study about pharmacist remuneration in Indonesia. Aim: This study aims to investigate pharmacist remuneration system in Indonesia. Methods: A nationwide community pharmacy survey was conducted involving 7,000 pharmacies. Questions around remuneration models and amounts, types of incentives and other financial benefits structured the questionnaire. Descriptive analysis was used to evaluate the findings. Results: Of 2,087 pharmacists participated in the survey, only 1,952 respondents were recorded. More than half of respondents did not receive any particular fees designated to compensate provision of cognitive services. Fixed monthly salary predominantly formed the structure of remuneration system with less than half of the respondents received additional incentives to top up this monthly salary. Conclusion: The current remuneration system which mainly relies on monthly salary basis may not be sustainable to support provision of pharmacist-led cognitive services.

PERGESERAN TRADISI BELALEK DALAM BUDAYA BERTANI MASYARAKAT MELAYU SAMBAS

The purpose of this study was to analyze the shifting of Belalek tradition as seen from the factors of socio-cultural change, especially in the agricultural sector in the Sambas Malay society of Sentebang Village. The method used descriptive qualitative using observation, interview and documentation. The results revealed that people of Sentebang Village preferred to use the wage system compared to the remuneration system or called Belalek, the ease and efficiency of machine technology as a result of modernization, and the openness to changes and developments that occur. These three things have caused a shift in Belalek tradition.

Faktor-Faktor yang Mempengaruhi Niat Melakukan Kecurangan (Fraud) pada Aparatur Sipil Negara (ASN)

The purpose of this study is to examine and produce empirical evidence regarding the factors influencing the intention to commit fraud such as the remuneration system, the government internal control system (SPIP) and the rationalization attitude. This study used a sample of 108 respondents. Respondents in this study were state civil servants (ASN) throughout Indonesia. Data analysis used multiple linear regression analysis and with the help of the SPSS 25 program. The results of this study indicate that there is a significant negative influence of the remuneration system and government control system (SPIP) on the intention to commit fraud. Meanwhile, rational attitude has a positive significant influence on the intention to commit fraud (fraud). Then for the variable remuneration system, government control system (SPIP) and the attitude of rationalization simultaneously influence the intention to commit fraud for Official Servant. (ASN).

The effects of the implementation of Law no. 153/2017 on the unitary remuneration of personnel paid from public funds

Regarding remuneration, the last 20 years in the Romanian public sector have been marked by extensive debates on the discrepancies between the incomes of the different categories of public personnel, the differences in the application of the legal framework, as well as the lack of correlation between the results of individual work performance and the level of remuneration. The low level of remuneration and the lack of legal forms for rewarding public personnel for their achievements as a form of developing motivation, led to low performance in the public sector. In 2017, the Romanian authorities conducted a reform regarding public personnel remuneration through the adoption of Law no. 153/2017 on the unitary remuneration of the personnel paid from public funds. The purpose of the mentioned law was to ensure a uniform remuneration framework in the public sector by applying clearly formulated principles and criteria as well as to decentralize the decisions taken in this area. From this perspective, the purpose of the present study is to analyze the impact of the implementation of Law no. 153/2017 on the unitary remuneration of the personnel paid from public funds from the perspective of its application, its effects, and the correlation of individual performance with the level of payment. Within the framework of the research, the process of applying the new rules, the principles underlying the new payment system, the criteria for adopting the new payment system, the level of income increases, the correlation between civil servants’ activities and the level of remuneration as well as, the objectivity of the individual evaluations were considered. The research methodology consists of an opinion survey conducted in public administration institutions using as a research instrument, a self-administered questionnaire where 320 civil servants participated. The study revealed a high degree of dissatisfaction among civil servants regarding the new remuneration system as well as the existence of certain factors that are more relevant and important than the income level, for developing civil servants’ motivation, such as the hierarchical superiors’ attitudes and the appreciation expressed by the beneficiaries of the provided services. The study also revealed that the current remuneration system does not support sufficiently the modernization process in the public administration and more than that, it led to an increase in the costs of implementing the regulations of the normative act because a significant proportion of public servants have contested in court the manner in which this law was applied