File Name: employee motivation and performance .zip
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There are companies that sadly fail to understand the importance of employee motivation. In this article, we look into why employee motivation is important in any businesses or companies.
How much should people earn? Even if resources were unlimited, it would be difficult to stipulate your ideal salary. Intuitively, one would think that higher pay should produce better results, but scientific evidence indicates that the link between compensation, motivation and performance is much more complex. In fact, research suggests that even if we let people decide how much they should earn, they would probably not enjoy their job more. Even those who highlight the motivational effects of money accept that pay alone is not sufficient. The basic questions are: Does money make our jobs more enjoyable? Or can higher salaries actually demotivate us?
The Journal of Innovation and Knowledge JIK focuses on how we gain knowledge through innovation and how knowledge encourages new forms of innovation. Not all innovation leads to knowledge. Only enduring innovation that can be generalized across multiple fields creates theory and knowledge. JIK welcomes papers on innovations that improve the quality of knowledge or that can be used to develop knowledge. Innovation is a broad concept, covering innovation processes, structures, outcomes, antecedents, and behaviors at the organizational level in the private and public sectors as well as at the individual, national, and professional levels. JIK articles explore knowledge-related changes that introduce or encourage innovation to promote best practices within society.
Metrics details. The main objective of the study was to assess level of motivation, how nurses perceived work motivation and its effects on organizational performance among nurses working in Hawassa public and private hospitals. It was found that majority Getting prospective encouragement, recognition and financial incentives were the main descriptions the nurses gave to motivation.
Abstract : The aim of this paper is to compare and contrast the theories of motivation and how they are used to inspire employees to develop the drive to achieve. The importance of motivation in organizations and job satisfaction is vital for the achievement of organizational goals and objectives.
The purpose for this paper is to discover impact of employee motivation on organizational performance and examining the relationship between reward systems on organizational performance. This study was designed based on the literature, connecting the impact of employee motivation on organizational performance and relationship between reward systems on organizational performance. The objectives were constructed based on the literature and the model was tested in perspective of the past studies and literature.
The aim of this study is to perform a meta-analysis which analyses the individual research findings which pertain to the relationship between self-efficacy, employee motivation and work related performance of the employee. From the results of the study it is observed that self-efficacy theory can be applied for work related performance in terms of motivating different employee related facets as well as organizational pursuits. Thus, it becomes necessary to identify the practical implications of the outcomes related to improving employee self-efficacy in order to motivate them and improve their performance.
Society since ancient times faced with a weak involvement of human resources in organizations. Therefore motivating employees became today an important objective for organizations that want to remain viable on the market today. Motivation of human resources in the organization will bring extra performance to the manager that hopes to reach the organization's goals.
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