A Study on Motivational Factors of the Faculty Members at University of Balochistan (original) (raw)
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Global Journal of Management and Business Research, 2018
Employee motivation can be recognized as one of the most important managerial practices where most of the organizations are looked at. Many researchers found that, there's a direct impact of conducting employee motivational programs on the performance of the employees and finally, the performance of the organization. In order to satisfy the external customers, the organizations need to satisfy the internal customers first because, with a proper satisfaction of the internal customers the satisfactory level of the expected outcome of the employee will be able to deliver to the target consumer. The study was based on the evidences that showed an issue of employee demoralized behavior due to various factors which are mainly originated from the administration system of the institute. According to the preliminary study which was conducted by the researcher, it was identified that, the opportunities to promote for the higher level is very low and also they are not satisfied with the financial and the non-financial incentives received from the institute. Abstract-Employee motivation can be recognized as one of the most important managerial practices where most of the organizations are looked at. Many researchers found that, there's a direct impact of conducting employee motivational programs on the performance of the employees and finally, the performance of the organization. In order to satisfy the external customers, the organizations need to satisfy the internal customers first because, with a proper satisfaction of the internal customers the satisfactory level of the expected outcome of the employee will be able to deliver to the target consumer. The study was based on the evidences that showed an issue of employee demoralized behavior due to various factors which are mainly originated from the administration system of the institute. According to the preliminary study which was conducted by the researcher, it was identified that, the opportunities to promote for the higher level is very low and also they are not satisfied with the financial and the non-financial incentives received from the institute. Non-probabilistic convenience sampling technique has applied for the study to select sample respondents. It has selected 15 respondents out of the 55 lecturers of population. The research problem which has centered for the study is to identify "How extent the employee motivation on the employee performance with special reference to SLITHM. Intrinsic motivation and the extrinsic motivation have taken as the independent variables of the study and the employee performance has taken as the dependent variable of the study. Five research objectives including the key objective has developed for the study and 06 hypotheses were made for the study. Descriptive statistics have used to analyses the data with the aid of SPSS statistical package. According to the study findings, there's a strong uphill positive linear relationship in between the incentives to the employee performance, Employee recognition to the employee performance and Empowerment of employees to the employee performance.
This paper is an attempt toidentify the role played by rewards (Payment, Promotion, etc.) in motivating employees. The study explores factors determining rewards and their levelof contribution towards employee motivation along with the relationship between rewards and motivation and differences in the motivation of employees based on the demographic variables. Descriptive statistics is used in the study to provide information on demographic variables. The results are analysed in terms of descriptive statistics followed by inferential statistics on the variables. The study revealed multiple factors affecting employee work motivation and performance which have got their own unique approach, significance and contribution towards motivation and performance that elevate and maximize organizational progress A quantitative methodology was used for the study and questionnaire method was used as the measuring instrument. . A total of 250 questionnaires were distributed to respondents and a total of 202 employees completed the questionnaire. The four independent variables of reward included, payment, promotion, recognition, benefits and the dependent variable was employee work motivation. The results indicate that there is a statistical significant relationship between all of the independent variables with dependent variable employee work motivation, all the independent variables have a positive influence on employee work motivation and results also showed that among four independent variables, promotions was most important and more influential variable. Keywords: Payment, Recognition, Motivation, Promotion
The Role Of Motivation On Employee Performance As Case Study Of Benadir University
The Role Of Motivation On Employee Performance, As Case Study Of Benadir University, 2021
Introduction: Historical Perspective The history of motivation can be traced back to the writing of the ancient Greek Philosophers. More than twenty-three centuries ago, they presented "hedonism" as an explanation of human motivation. Hedonism as that a person seeks out comfort and pleasure and avoids discomfort and pain.
… Journal of Business …, 2010
Motivational factors play an important role in increasing employee job satisfaction. Satisfied employees in return can help in improving organizational performance. The objective of following research is to analyze the effects of motivational factors on job satisfaction of employees. This is an exploratory study based on primary data. The primary data has been collected from non-academic staff of University of the Punjab, which is one of the biggest universities of Pakistan. The study of Herzberg et al. (1959) has been widely validated and well renowned among research community. This theory tests hygiene and motivator factors and impact of personal and job characteristics on work perceptions and job satisfaction. Structural equation modeling technique has been applied to test hypothesis, SPSS 16.0 has also been adopted for basic analysis purposes. The results are being questionable to verify Herzberg's theory. The study concludes that intrinsic motivational factors are having significant relationship with employee job satisfaction, whereas hygiene International Journal of Business and Management March, 2010 71 (extrinsic) factors are not having any significant relationship with employee job satisfaction. Moreover, significant difference was observed between gender, qualification, experience, job characteristics and job satisfaction. This study offers useful information as it provides both, the practical implications for professionals working on authoritative posts within Public Sector University set up in Pakistan, and theoretical implications for researchers interested in exploring job satisfaction in a higher education context.
A study on effective factors on employee motivation
Management Science Letters, 2013
Management is often considered as collaboration with others and this requires knowing about employers' behavior and the factors influencing their behaviors to motivate them for obtaining some predicted aims. This paper presents a study to detect important factors influencing motivation of some employees who work for a public offices in city of Kashan, Iran. The study designs a questionnaire in Likert scale and distributes it among 160 randomly selected participants. The questions are divided into two groups of management performance and motivational factors. To evaluate the effect of demographic factors on the quality of respondents' statements, a rating analysis based on Kruskal-Wallis test is used. To measure the effective vote, the motivation levels are divided into three groups of highly motivated, motivated and not motivated and they are analyzed based on rating mean variance with freedman scale. The results indicate that interesting job, job security, good salary and benefits and promotions, etc. are important factors to impact on the employers' motivation. For the newly-employed personal, job security is the most important motivation factor and for oldestablished employees, job attractive and sense of being considered is the most effective factor.
Ways and characteristics of employee motivation in modern conditions
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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.
THE IMPACT OF MOTIVATION ON EMPLOYEE'S PERFORMANCE: CASE OF SOUTH URAL STATE UNIVERSITY
INTERNATIONAL JOURNAL OF RESEARCH AND ANALYTICAL REVIEWS, 2019
Motivation is the reason that propels a certain behavior in a person. Organizations spend large sums of finance and resources yearly on employee performance evaluation as it has become an explanatory component of the overall organization. South Ural State University (SUSU) has implemented a performance appraisal policy to enhance employee productivity and has also applied several motivational technics to make employees have a sense of belonging. This study examines the impact of motivation on employee's performance at SUSU, to do so we analyze whether employees at SUSU feel motivated, what actually motivates them and to find out what productivity will look like after effective motivation of employees. The study targeted 250 employees at South Ural State University out of which a sample size of 150 respondents selected from all institutes and schools. This study will assist in building progress towards organizational goals-individuals or structures seeking to understand how employee performance could be affected by how well motivated they are, might rely on findings of this study which arrived at a conclusion through a descriptive method that there is a significant relationship between motivation and employee performance.
FACTORS AFFECTING EMPLOYEES' MOTIVATION AT INFRASTRUCTURE UNIVERSITY KUALA LUMPUR
South East Asia Journal of Contemporary Business, Economics and Law, Vol. 17, Issue 2, 2018
Employee motivation in higher education institutions is a significant issue. Higher education institutions are facing the challenge in motivating their skilled employees. The objective of the study is to examine the factors strongly affect employees' motivation at Infrastructure University Kuala Lumpur (IUKL). The study used quantitative research method and a 37 items questionnaires were distributed among 120 employees at IUKL. ANOVA and Multiple Linear Regression test were used to analyze the research question. The major findings of the study show that the R squared of 51.1 implied 4 predictor variables explained 51.1% of the variance in the employee motivation at IUKL. The ANOVA test revealed that F-statistics (30.035) and the corresponding p-value was highly significant (p.011) or lower than the alpha value of .05. The multiple linear regression analysis shows that the largest beta coefficient is .307, which was for Work and Relationships. It means that such variable Work and Relationships makes the strongest contribution with a t-value 5.520, and p-value .000 in explaining the dependent variable employee motivation. The second most influential predictor variable is Job security and Environment which is significant at p.001 and the t-value is 3.485. The third most influential predictor variable is Rewards and Recognition which is significant at p.003 and the t-value is 3.079. However, the t-value and p-value for the predictor variable Salary and Benefits are consecutively-.426 and .671 show a negative influence on Employee Motivation. The study recommends that the higher education institution to monitor Salary and Benefit as it shows negative influence on the employee motivation.
Rigter Journal of Multidisciplinary Research, 2024
In order to motivate the employees, it is necessary to initiate employee recognition in the form of reward system. However, there is no consensus on whether it is monetary or non-monetary factors that affect employee motivation and productivity. Thus, this study aims to investigate the motivation factors of employees of Norbuling Rigter College (NRC) and explore their relationship with productivity and turnover intentions. This paper will also study the factors contributing to employee leaving NRC since 2017. The study used census survey to collect data. Results are presented through descriptive statistics. Correlational analysis was used to identify the factor that affects employee's motivation. The study findings underscore that the perception of NRC employees towards their working environment is good. The findings also show that financial benefit is the main driver of motivation.