The aim of the research "The Most Effective Methods for Improving Employee Motivation" is to uncover which methods are most effective in improving motivation at the National Library and Information System Authority, which might serve to create a new model of governmental employee service…
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One motivational theorist states it plainly: “Aspiration is the source of all motivation” (Freemantle, 2004, p.22). Aspiration is akin to desire and ambition, therefore the author suggests that an effective organization aspires to achieve performance and works to get staff members engaged in this process. This points toward giving cause for each and every organizational scenario or policy to remind employees that they are very much a part of organizational goals and should be reminded to aspire to achieve short- and long-term business ambitions. From this author’s perspective, motivating employees should be as simple as leadership engagement and vision.
One difficulty in motivating people, for those organizations which take a Theory X approach to business, is offering employees more autonomous work environments (no micro-managing) and giving them more inclusion in organizational situations. The Theory X philosophy, proposed by Douglas McGregor, suggests that employees are simply lazy by nature, incapable of self-direction, and incapable of providing innovative or creative solutions to enhance organizational effectiveness (Kopelman, Prottas, and Davis, 2008). Under Theory X leadership, employees are rigidly-controlled by top-down hierarchies of management and are expected to simply conform to organizational mandates. Additionally, Theory X leaders seem to command and control employees, expecting no more contribution than generic job function each and every day in the business or organization.
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3.1 Introduction of the Methodology 21 3.2 Sampling 22 3.3 Qualitative and Quantitative Method 22 3.4 Data Collection 24 3.5 Data Collection Instrument 25 3.6 Data Authenticity 26 CHAPTER IV - Findings and Data Analysis 27 4.1Responses from the employees 27 4.2 Responses of Top Management and HR managers 38 Chapter 5 – Conclusion, Recommendations and Limitations 41 5.1 Conclusion 41 5.2 Recommendations 43 5.3 Limitations of the Study 44 References 46 Bibliography 51 Appendix 52 CHAPTER I - Introduction Motivation is an essential factor for a business to get success in the market place (Green, 2003, p.1).
The research aims at underpinning and outlining the importance of motivation in reducing employee turnover in the banking sector. The research identifies the importance of motivation by analysing past literature and available information. This helped in understanding the fact that motivation often impacts in a positive way leading to better understanding and performances of employees.
Background to the context Before the development of specific theories in relation to employee motivation in organizational settings, employees were regarded as nothing more than an input to the process of manufacturing goods or providing services. However, the introduction of Hawthorne Studies offered a new dimension of viewing employees in a context different than the production process.
While organizations recognize the value of human capital, applying the right motivation tools and techniques remain a challenge for most organizations. Motivation is a psychological force that arouses the interest to work and different people are moved to act by different factors.
Employee satisfaction leads to an increase in productivity, decline in absenteeism and leads to employee loyalty as satisfied employees are likely to stay longer with the organization. The organizations thus strive to create facilities such as pleasant work conditions, attractive pay packages, compensations, benefits and perks and formulate employee friendly policies that would develop employee satisfaction and also help in employee retention.
The current study deals with an understanding of the capability of a performance appraisal system in influencing the employee performance within an organization. The focus of the study has been to understand whether there is a need to incorporate alternative measures within organizations to effectively influence organizational employees.
Motivation plays a key role in giving shape to the way organisations function today. It accounts for an important component of the human resource functions practiced in companies. Human resource is considered to be the most important asset of any company.
This research examined the impact of employee motivation on organisational performance by assessing employee motivation in an organisation in the United Kingdom. Employee motivation was assessed by conducting qualitative and quantitative researches through semi-structured interviews and survey questionnaires, respectively.
The researcher is determined to understand the contribution of employees’ motivational levels on individual and organizational performance; to increase the effect of employee motivation on individual performance and to clarify the differences/similarities in the effects of financial and non-financial rewards on organizational performance, so that an improved incentive system can be generated.
74 Pages(18500 words)Dissertation
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