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…
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Scope and Importance of the Study : 10 Chapter – 2 Literature Review 2.1. Introduction : 11 2.2. Emergence of the Concept of Job Satisfaction : 12 2.3. Job Satisfaction : 13 2.4. Theories of Job Satisfaction : 16 2.4.1. Job Characteristic Model : 16 2.4.2. Value – Percept Theory : 18 2.4.3. Cornell Integrative Model : 20 2.5. Employee Participation : 20 2.6. Influence of Employee Participation on Job Satisfaction : 23 2.7. Employee Participation in the Chosen Organizations : 25 2.8. Conclusion : 26 Chapter – 3 Methodology 3.1. Introduction : 27 3.2. Research Philosophy : 29 3.3. Inductive and Deductive Framework : 30 3.4. Variables in the Study : 32 3.5. Sampling and Sample Size : 32 3.6. Data Collection : 34 3.6.1. Secondary Research : 34 3.6.2. Primary Research : 36 3.6.3. Applying the Questionnaire : 40 Chapter – 4 Data Presentation and Analysis 4.1. Description and Setting of the Study : 41 4.2. Data Analysis : 42 4.3. Presentation and Analysis : 42 Chapter – 5 Results and Discussion 5.1. Results : 47 5.2. Discussion : 49 5.3. Limitations of the Study : 52 Chapter – 6 Conclusions and Recommendations for Future Work 6.1. Conclusion : 53 6.2. Recommendations : 53 6.3. Future Work : 54 Chapter – 7 Personal Development 7.1. Personal Development : 55 List of Appendices, Figures and Tables, Appendices Annexure – I Specimen of Request Letter for Cooperation : 60 Annexure – II Specimen Questionnaire : Annexure – III Presentation of data from Questionnaire : Figures Figure – 1 Hackman and Oldham’s Job Characteristics Model : 17 Figure – 2 Value-Percept Formula : 19 Tables Table – 1 Aspects of a Study : 28 Table – 2 Deductive Model for Quantitative Studies : 31 Table – 3 Classifications of Types of Interviews : 37 Table – 4 Employee...
Motivational studies probe into the reasons for employee behaviours. Employee motivation is a complex subject and so the answers have not been easy to find. Consequently one pathway in employee motivational studies has pertained to the relationship between employee behaviour and personal traits, while another pathway has been in the direction of the situational interaction between the individual and the work circumstances. From all this arises an understanding that response to the environment by employees is not in a passive manner, as they seek to meet their self objectives from the situations present at their work place (Rai, 2004). This has given rise to many motivational theories founded in the concept that there are intrinsic needs in employees and they also acquire additional needs, and so are motivated in organizations, where they find the work and environment conducive to satisfying these needs and achieving their personal and professional ambitions (O'Meara, 2011).
Job satisfaction pertains to the attitude of employees that are derived from their experiences in the job they undertake in the organization. The higher the positive experiences an employee experiences in the job, the greater is the satisfaction derived in the performance of the job, An employee thus tends to be more productive, when there is the experience of job satisfaction.
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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.
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.
Process theory 7 Latham and Locke’s Goal-directed Theory 7 Porter and Lawler’s Expectancy Theory 9 Chapter3: Motivation Strategies in Wal-Mart 10 A.Rewards system 10 B.Promotion system 12 C. Internal culture of the company 15 D.Criticisms 17 Chapter 4: Conclusion 19 Reference 21 Bibliography 24 Chapter 1: Introduction A.
Factors Motivating employees at work: A case study at HSBC. Modern organizations strive to keep their employees motivated in order to get the best out of them. In order to keep employees motivated both extrinsic and intrinsic rewards are offered by the employers.
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.
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.
This reflects on poor HR management right from the beginning as companies engaged more people than was required, thereby leading to a situation when downsizing became imperative. Firms seldom achieved their intended goals in downsizing such as enhanced efficiency and productivity or higher sales, growth and profitability.
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.
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.
33 Pages(8250 words)Dissertation
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