The role of motivation in Human Resource Management: Importance of motivation factors among future business persons (original) (raw)
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The purpose of this study is to find which motivation factors are seen as the most important to motivate Libyan employees in future business. The aim is to analyze findings in the light of existing motivation theories. The knowledge from the theoretical part of this study combined with the results of the research can be useful for managers who deal with freshly graduated employees and for HR professionals who prepare recruitment campaigns focused on attracting future business employees. The research was based on the online questionnaire survey among various Libyans organization involved in Human resource, 400 samples were distributed online 333 respondents reply back. Respondents were asked to rank motivation factors in the order of their importance and choose three most significant factors motivate them and others as well. The findings of the study revealed that good wages, promotion and growth and interest of work are three most significant factors motivate Libyans employees. Moreover the results of the study suggest that future business professionals are motivated by factors from many different categories. Therefore, the most efficient approach to their motivation should be based solely on intrinsic motivators neither on extrinsic motivators. By being aware of the factors that are the most important for future business professionals companies can meet the challenge of attracting, motivating and retaining them.
The Role of Human Resource Management in Employee Motivation
European Researcher, 2013
The main objectives of this study are to present the condition of Human resources management in Bosnian and Herzegovinian companies. Therefore, the developed survey questionnaire is conducted through the employees of Bosnian companies. Data was obtained from surveyed 193 employees, and descriptively analyzed using SPSS software. The results identified low level of human resources management in Bosnia and Herzegovina. It can be suggested that Bosnian companies should develop their human resources strategies and functions and enhance the motivation of their employees in order to get more benefit.
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Significant changes over the past century in social behavior due to technological advances, economic liberalization and increased awareness necessitate the understanding of their impact on Human Resources Management (HRM) practices in business organization. It is evident that most of the problems in an organization are human since human being is dynamic and complex. It is a fact that Human Resources (HR) dynamics prevalent in Indian organizations are different from those in other parts of the globe. But in the recent past, a new orientation is taking place in the Indian organizations because of the global impact on business.HRM encompasses those activities designed to provide, motivate and coordinate the human resources of an organization. The human resources of an organization represent its largest investment. In fact, the government report shows that approximately 73 per cent of the national income is used to compensate its employees, in addition to wages and salaries. The human beings are dynamic and flexible but at the same time, they are also conforming and rigid, sometimes unpredictable. In spite of all this, they are an asset, and never a liability. There is necessity of understanding human beings from variety of perceptivities, due to the social, political and economic changes throughout the world. The internationalization of productive processes has raised new problems of control, motivation and appraisal across economic and cultural boundaries. The dimensions of quality of work life are also facing a global transition.
The Effects of Motivation on Employee Performance: A Strategic Human Resource Management Approach
Motivation has been established to be a critical sensation in the operations of today's small scale, large scale enterprises and multinational companies and its elements constitutes strength towards the achievement of organisations' strategic objectives in competitive environments. This study seeks to unravel the effects of motivation on employee performance, with a strategic human resource management approach. The fortitude for this research led to the retrieval of information from secondary sources published on the subject matter, and reviewed literature revealed the significance of intrinsic and extrinsic motivation. The careful examination of the content and process theories of motivation established actualities, and further facts described the impact of performance management on firms' growth and the role of strategic human resource management in enhancing high quality performance through a motivated workforce. The available reviewed sources established that appropriate motivation mechanisms has positive effects on employees performance and helps to retain high quality employees firms desire for competitive advantage. The relevance of this study could aid practising managers, heads of private and public institutions and also human resource management practitioners.
Human Resource Management: Training on Employee Motivation
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This is a well-known fact that an individual operates in a complex world filled of boundless requirements. Such accelerated transition makes the market tougher and leads to technical development consistent with the foundations. Thus, businesses are seeking to find innovative solutions so as to include, among others, safe means. Scientific methods in human resources management (HRM) should remain seen as single of these strategies, since preparation programs not only engage in professional skills but can bring value to team leader morale. This reality tends to make the organizational system more efficient. This research is conducted in a large-scale enterprise on domestic consumer service sector. The goal is toward considering the equal of influence of the preparation, based on its incentive connection. Thus, the analysis is divided into three major phases. The differences in literature are established in the first step, and the search for literature is abridged. Second, the case stu...
The Effect of Motivation on Human Resource Performance
Zenodo (CERN European Organization for Nuclear Research), 2022
This study aims to determine the influence of the level of motivation on performance in the Inspectorate General (ITJEN) is the Government Internal Supervision Apparatus (APIP) within the Ministry of Education, Culture, Research and Technology (Kemendikbudristek). ITJEN Kemendikbudristek has a vital role in realizing the quality and accountable management of state university (PTN) governance. For this reason, it is essential to conduct research related to the audit performance produced by ITJEN and how the level of motivation affects what has a causality relationship with the resulting audit performance. Based on the results of research and discussion, it can be concluded that the level of motivation and employee performance is not optimal. As for statistical analysis, it is known that the level of motivation has a positive and significant influence in carrying out its role in the organization.
Management. Organizations design motivation systems to encourage employees to perform in the most effective way but also to attract potential candidates. The key to create the efficient motivation system is an answer to the question what really motivate employees. The purpose of this paper is to find which motivation factors are seen as the most important by students considered as future business persons. The aim is to analyze findings in the light of existing motivation theories. The knowledge from the theoretical part of this paper combined with the results of the research can be useful for managers who deal with freshly graduated employees and for HR professionals who prepare recruitment campaigns focused on attracting students. The research was based on the questionnaire distributed to the sample of 152 respondents from Aarhus School of Business, and 148 participants from Management and Marketing Department at University of Gdansk (UG) in Poland. Respondents were asked to rank thirteen motivation factors in the order of their importance. The distribution of ranks was similar in both groups. The findings indicated that Interesting work and Good wages were the most important factors for all students. Students from Aarhus School of Business gave the third position to Feeling of being well informed while students from Gdansk University to Job security. Both groups agreed that Promotion and growth in the organization and Full appreciation of work done were also included in the top five factors according their importance
The Role of Human Resource Management in Employee Motivation and Performance-An Overview
Budapest International Research and Critics Institute (BIRCI-Journal) : Humanities and Social Sciences, 2019
This paper discusses the link between motivation and performance, and established what makes motivation to have a central role in getting high performances from employees in organizations. It was revealed from the review that there are several motivational theories used by employers at different situations when they want their employees to highly perform. As motivation is to influence employees to perform, hence; performance is the evaluation with respect to acknowledged tasks, objectives, goal line and rational anticipations linked with a role, occupation in an organization. This paper has looked at some of these theories that have been proven and accepted by the general public. They comprise Maslow’s hierarchy of needs, McGregor’s theories x and y, McClelland’s theory of learned needs, Alderfer’s ERG theory, Herzberg’s two-factor theory, Vroom’s expectancy theory and different types of motivation, such as intrinsic and extrinsic. It is evident from the literature reviewed that all...
Ways and characteristics of employee motivation in modern conditions
2020
An effective human resource management system is a crucial factor for all organizations and institutions. In the light of modern development, it is obvious that improving the quality of service and gaining public trust is impossible without motivating employees, evaluating their performance, clearly defining duties and building an organizational culture. It should bo noted that Georgian companies lack well-defined human resource management policy. Moreover, in most cases it is limited to administrative procedures and is considered as an operational activity, despite the fact that everyone understands the importance of each employee in achieving organizational success. Among the various ways to achieve organizational goals, one of the most important is to increase employee motivation. Increasing employee productivity depends on proper choice of the form of motivation and its wise use. If a manager meets the expectations of all employees, in this case, employee motivation increases. which means that the level of employee satisfaction is high and the organizational goal will be fully achieved. All of the above and other important issues are researched and scientifically analyzed in this paper.