Analysis of the Effects of Employee Share Ownership on the Creation of Financial Value of Moroccan Companies Listed on the Stock Exchange

Employee share ownership (ESOP) is a highly acclaimed international incentive and motivation mechanism for employees thanks to its virtuous impact on company performance and organizational behavior. The work proposes to study the effects of this practice on the financial performance of Moroccan companies in order to assess the impact of employee participation on the creation of financial value. To this end, the authors conducted an empirical study based on two analytical methods using SPSS software. The sample is made up of 33 companies that have published and carried out at least one employee shareholding operation in Morocco since their IPO. The financial data was extracted from the accounting statements of each company for the period from 2015 to 2019. The results show that ESOP is weakly practiced by companies, and the tests do not allow to confirm of the existence of its impact on the performance of the companies studied.

A Study on Effectiveness of Training Programme for Intermediaries in Ing Vysya Life Insurance, Madurai

The Evaluation of any training programme has certain aims to fulfil. These are concerned with the determination of change in the staff behaviour and the change needed in the organizational structure. Hence evaluation of any training program must inform us whether the training programme has been able to deliver the goals and objectives in terms of cost incurred and benefits achieved. Training as the process of developing skills, Habits, Knowledge and attitudes in employees for the purpose of increasing effectiveness of employees in their present positions as well as preparing employees for future positions in organization Purpose of current research is a Evaluation Effectiveness of training courses in Islamshahr University by Kirkpatrick Model. The study is an applied one and the data collection method has been descriptive. The statistical population consisted of personnels, Managers and teachers. The data was collected through the application of sampling, questionnaires. Descriptive statistics were used in order to measure the main indicators of effectiveness Evaluation of training courses. Research findings show that effectiveness of training courses is below the standard level. also data gathered about effectiveness evaluation indicated that reaction, le arning, behaviour and organizational levels need to be improved. The study showed that the effectiveness evaluation in the subject centre needed to be improved through implementation of optimizing training design, redefining training roles, providing enough budget, management commitment, attention to individual, job and organizational needs, motivation mechanism, use of ongoing and summative evaluation.

Development and preconditions of motivation mechanism creation in the conditions of globalization

The paper highlights the characteristic features of labor motivation, its economic essence and the state at the present stage of the national economy development in the conditions of globalization. During the research the main factors of creation and management of motivation mechanism were revealed. In the conditions of further transformation of the national economy, which is accompanied by political and social instability, the problem of motivation and creation of motivation mechanism at national enterprises of all forms of ownership has become even more urgent. As a result of the study, particular attention was paid to the identification of the tools for effective management of motivation processes, which determine deep systemic changes in the conditions of national economy reform. An improved methodology for evaluating the results of effective development of mechanisms of motivation procedures and rules regulating interaction between the company’s management and its subordinates has been developed. Based on the analysis of the results of the study, the current state of motivation instruments is defined as a precondition for modernization of the national economy and increase of its competitiveness in the conditions of influence of globalization factors. The main methods and methods of motivation of work are systematized and their essence is disclosed. It has been proved that the efficiency of management and achievement of the general goals of the enterprise require the use of effective mechanisms of labor behavior of employees of the company, which would ensure harmonious coordination of their activity and encourage effective performance of established functions according to the defined goals and tasks. One such mechanism is a well-grounded and efficient motivation system that allows targeted impact on the behavior of employees in accordance with the needs of the organization in the context of globalization.

ASSESSMENT OF THE EFFICIENCY OF THE STAFF MOTIVATION SYSTEM IN THE ORGANIZATION

The article presents the results of assessing the system of motivation and incentives for the work of the organization's personnel. The authors analyzed the indicators of labor and wages of the joint-stock company "Cheboksary River Port", as well as suggested ways to increase the motivation of workers of the object of research in modern conditions. The coefficient of efficiency of the incentive system for the personnel of the enterprise indicates a shortage of incentive payments. Its value is typical for a system when moral encouragement is sufficient, however, on the other hand, it is regarded as a marker of tension in the near future. The motivation mechanism is based on the idea of motivation and patterns of behavior of employees in the organization, therefore the conclusion to which the authors are inclined is the following: improvement of the system of motivation and stimulation of the work of the analyzed organization can be achieved by periodically studying the needs of employees through questioning and making changes to the incentive policy, linking the labor potential of employees with the bonus system, introducing the principle of operational bonuses, expanding the list of non-material incentives for employees. In addition, in order to draw up a motivational portrait of employees, it is necessary to conduct a survey aimed at studying their needs at the selection stage in the hiring process.

ENTREPRENEURSHIP MOTIVATION IN THE FORESTRY OF RUSSIA

The article presents the results of an entrepreneur survey from the standpoint of assessing the effectiveness of forest management in Russia. It has been established that more than a half of the surveyed entrepreneurs consider their forestry business to be low profitable. Entrepreneurs have significant costs for reforestation and forestry work. The reasons for the low efficiency of forestry activities are the lack of measures for motivating entrepreneurs implemented at the state level. The necessity to improve the efficiency of state forest management has been proved. A mechanism built into the forest management system is suggested to motivate forest plot tenants. The motivational mechanism is a complex of incentive and control measures aimed at ensuring the qualitative performance of forestry work with optimal production costs. The use of the motivation mechanism at the regional level enables to provide support to tenants of forest areas performing forestry activities in a quality manner. Differentiated measures of forest user motivation, based on the results of forest activities, have been substantiated. Motivation measures should include financial support, business control and penalties. The necessity to create a motivational fund for financial support of forest area tenants in the regions of Russia has been proved. The measures for the motivation of entrepreneurs, which ensure growing attractiveness of forest exploitation, have been developed

Modernization imposed: SOM’s practice in China – A case study of Wuhan

Skidmore, Owings & Merrill Limited Liability Partnership as one of the best ‘localized’ overseas design companies in China, has participated in more than ten large-scale urban design projects in Wuhan, which has greatly changed the urban image and architectural style of Wuhan. Its space model of ‘grid road system + high-rise building’ replaces the traditional urban pattern of ‘street + residence’, causing huge cultural conflicts and historical rupture. Based on the planning of Wuhan Hanzheng street as an example, this paper attempts to uncover the cause of formation, the motivation mechanism of ‘grid road system + high-rise buildings’ space model, and to explore how Chinese cities realize the urban modernization with Chinese characteristics.

MOTIVATION OF THE COMPANY'S PERSONNEL FOR SAFE ACTIVITIES

The paper considers theoretical foundations of developing a motivation mechanism. An adapted model of the well-known theories of motivation has been built. Forms of influence of the motivation mechanism on ensuring safe activity have been investigated. The structure of the motivation mechanism has been developed including the structural model, structure and content, as well as evaluation. Modern motivational mechanisms have been investigated and the corresponding system has been developed. The criteria defining the mechanism of motivation to safe activity have been defined.

Impact of information-infrastructure mechanism of self-development management at industrial enterprises on employee engagement: empirical evidence

The work deals with the problems of a self-development organization considered as a self-organization system without hierarchy and employee position. Such kind of management is realized by self-management teams having full authority, responsibility and focus on the result. An individual and group motivation mechanism uses the employee potential to achieve one’s ambition targets. The employee and one’s potential are engaged with a maximum power in all fields of activity. Enterprises management explores employee engagement to estimate and manage this process. Each manager has enough cases when employee goes far beyond job responsibilities to achieve the result. This employee is engaged taking an initiative and informal responsibility. Engagement is a multidimensional construction, which demonstrates employee wishes to invest self-resources (knowledge, skills, competences, emotions and power) in enterprises activity. Engagement is a positive moment implying active involvement, loyalty and direct work. A lot of engagement investigations are aimed at management, result and employee’s participation in organization management. The study of employee’s initiative is a part of employee’s engagement according to infrastructure and information factors at industrial enterprises in Perm region described in the article.