The research provides an insight on what happens if the organisation takes the initiative of motivating employees. Mobily has taken the first sure steps towards authentic employee motivation. It is not a one shot deal, but it is a continuing process of response and affirmation. …
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Human resource capital is the primordial asset of the organization. This shift in the valuation of the central role of employees in attaining the goals of the organisation is a result of dynamic changes that are happening in the current period. Globalisations, recognition of the notion that organisation have an obligation not only for the satisfaction of the shareholders’ interests but also of the satisfaction of the demands of identified stakeholders, shift in the consciousness of the people and rapid developments in computer and information technology have contributed to paradigm shift that has happened in terms of the importance of employees in organisations. As a result, the current condition and situation of employees today can be claimed to be the result of the long history of the conflict between employees and employers and the current factors that are influencing human interactions in the contemporary period.
As the integral role of the employees in the organisation is recognised, the inherent importance of motivating employees to enhance their effectivity, job performance and productivity has been continually articulated by the scholars.
Recently, an important development in the service sector has taken the industry by storm – the establishment of call centres. Call centres are more popularly known as the called contact centre or profit centre. It is the section of the organisation that handles and manages customer contacts through voice, e-mail or chat. Contact centres use a special type of software, which enables to route contact information to appropriate people, to track contacts and gather information or data (Baziotoupolus, 2006). The services provided by call centres include inbound sales, directory assistance, technical support and billing inquiries. In this context, the research will be dealing with notion of employee motivation of workers who are involved in call centres. The concept of employee motivation holds the same regardless of the nature of work. This means that motivation is a primordial factor that affects employee satisfaction, which influences not only the personal development and growth of the individual employee but also that of the organisation as the whole. Back Ground of the Study The development of call centres is driven by the rapid developments in computer and information technology and telecommunications. Through these developments, consumers as well as organisations have been given the option to transact via the Internet or over the phone. In this regard, call centres have created alternative means with which customers can be contacted, thus render services. as such, call centres offer the approach wherein the market of the company can be expanded while at the same time having the chance to offer the products to possible new clients with having to go through the rudiments of actual, physical contact. In this way, services are provided when needed, products are offered when requested and customer care is managed at anytime, anywhere. As call/contact centres create an advantage for the organisation due to expanded market coverage and effective customer care 24/7, the employees or call centre agents, on the other hand, are exposed to gruelling work conditions such as several hours of talking over the phone with faceless clients often irritated, discriminatory or inpatient. Another concern is the rendering extra hours of service if the client demands or requires it, and the monotony of the job, which increases job dissatisfaction. This situation is further compounded by other issues such as lack of time for leisure and managerial concerns. In the face of this rising concern, Mobily company, one of the leading telecommunications and internet service provider in
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In the present day and age, it is important to understand people in organisations because people make the difference in an era of ever – expanding global competition, rapid technological change, erratic economic fluctuations and unpredictable political stability.
The study aimed to examine the concept of intrinsic motivation and extrinsic rewards, and their relationships with turnover intentions, identify and analyze the factors that motivates employees to leave or stay with Bourne Leisure Ltd., and provide recommendations as to how the current reward strategy of Bourne Leisure Ltd. can be improved and its possible outcomes on employee motivation and turnover intentions.
Motivating employees at the work place has remained an important and continuing subject for researchers and managers for more than a century. This is because employee motivation is the key factor for high performance in business organizations. Seeking ways and means to having motivated employees is thus crucial to organizations (Steers, Mowday & Shapiro, 2004).
That is why companies, in order for their business processes to be able to adequately respond to the changes of the external environment, have to be constantly changing themselves. Changes and innovations, therefore, should be an integral part of normal business development and growth.
Saudi Basic Industries Corporation of SABIC is among the world’s largest top five manufacturers of petrochemicals including fertilizers, chemicals, plastics and metals (SABIC, 2011). It is also the largest non-oil company in the entire Middle East, and it maintains an international presence through numerous mergers and joint ventures across the world.
(Insert name of student w/ signature) Student’s Name (Insert date of submission) Date of Submission Abstract Aims: The main purpose of this study is to determine the extent wherein CSR initiatives can affect IHG employees’ job satisfaction. Objectives: The research objectives of this study are as follows: (1) To discuss the benefits associated with CSR initiatives; (2) To identify factors that can make the implementation of CSR initiatives a failure; (3) To determine strategic ways on how to implement CSR initiatives successfully; and (4) To determine the impact of implementing “green engage” project on Holiday Inn employees’ job satisfaction.
The spillover effects of the global economic recovery, declining exports and volatile capital flows call for adjusting economic policies (Nasution, 2012). Political uncertainties in advanced economies are responsible for downside risks that continue to loom large.
In other terms, time for family affairs and reunion is quite short just as it is for leisure activities for individuals and families. Hence, leisure needs are not only accumulating but increase greatly whenever time is available. With reference to pre-school or early childhood development and education, time spent and activities shared with preschool children have quite great influences on their early learning and development.
To gain better understanding about motivational factors that works effectively on the part of Apple’s employees, a research survey study was conducted for this purpose. Based on research findings, among the few motivational factors that works best for Apple’s employees include the need to satisfy their physiological needs, safety needs, social needs, esteem needs, and practice fair treatment to all employees.
The author of the paper studies the definition of satisfaction. Namely, some terms connected to the study are given. Locke, for instance, defined job satisfaction as "a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences". While Spector looks at it as a psychological variable that is related to the feeling of an employee about one's job.
66 Pages(16500 words)Dissertation
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