Psychological Impact on Mankweng Hospital Employees on Displaying the Names of Award Winners in the Hospital Corridor Wall and Its Effect on Enhancing Motivation and Performance (original) (raw)
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The aim of the study is to examine the effect of Reward and Recognition mechanism on Employee Perception in Dental colleges of Mangaluru city. The specific of objectives of the study are as follows: To understand the various reward mechanism followed in the Dental colleges of Mangalore, to understand the general perception of the employees with regard to Reward system, to determine the perception of employees towards implementation of the various reward mechanism. The sample size of the study comprises of 131 full time lecturers working in two Dental Colleges within the city of Mangaluru. The data collected is mainly through the Questionnaire method. The data obtained was processed using the Statistical Package for Social Sciences (SPSS) and was analysed using both descriptive and inferential statistics (Regression, Annova and T-Test). The analysed data was presented using graphs, charts, and tables.
A STUDY OF EFFECT OF REWARD AND RECOGNITION ON PERFORMANCE OF MEDICAL PROFESSIONALS IN INDIA
Motivated human resources play key role in the success of an organization. Optimum utilization of this valuable resource becomes specialized branch of Management i.e. Human Resource Management. The simplest definition of management is to get the work done from others. That means for completion of work one has to get positive response from the work force. Motivated work force can produce wonders for the organization. Human Resource is the common factor for any kind of industry. A hospital industry is a service industry. Human resource is an important factor in helping the hospital industry to be successful. In the hospital organization human resources is in force front of service sector & cannot be replaced by machine or electronic gadgets. e.g. caring of patients.
Proceedings on Engineering Sciences, 2023
Among all the resources an organization owns, human resources play the most critical role. To make a successful organization, management has to commit to continuously satisfying employees. Satisfied employees take risks, think creatively, and care about customers’ satisfaction for achieving organizational goals. The study's primary goal was to look at how rewards and recognition affect job satisfaction among employees of Zalaryathar distribution Co., Ltd. The analysis of the research results was analysis on various theories from the ground of Human Resource Management. In order to determine the degree of employee job satisfaction, the study looked at the impact of extrinsic rewards like income, bonus, promotion, and commission. Additionally, the study looked at how intrinsic rewards like appreciation and recognition affect how satisfied employees are at their jobs. The study adopted a descriptive research survey. For this research study, a sample size of 250 employees has been selected, which represents 20% of the total population. The data for this study were collected primarily through close-ended questionnaires. In this study, Stratified random sampling has to be utilized for administering with and examining the groups within the population. In detail, disproportionate to using Stratified random sampling to pick the employees, top management, middle management, and first-line management because some startups are small. Theoretical and managerial implications, recommendations, and limitations for future research have to be further research references. In this study, data were running with SPSS (Statistical Package for Social Sciences) version 20 for data operation and study. Correlation analysis brings forward to explore the most significant factors which affect the employee’s job satisfaction. The study examines those rewards and recognition had a positive correlation with employee job satisfaction of Zalaryathar distribution company. The study suggests that organizations can achieve their objectives and mission through employee job satisfaction with effective reward and recognition systems.
JECIES: Journal of Early Childhood Islamic Education Study, 2020
The purpose of this study was to determine the responses of PAUD teachers in East Ciputat sub-district regarding the effect of reward on learning motivation and socio-emotional development of early childhood. The method used is descriptive quantitative with survey techniques, using a questionnaire (questionnaire) using the google form application. Questionnaires (questionnaires) are given to respondents online via WhatsApp, then the collected data will be analyzed. The study population was kindergarten teachers in East Ciputat District, and the number of respondents was 100 people with the sampling technique using simple random sampling. From the data obtained, as many as 80% of respondents answered that they often gave rewards in the form of good words, namely: good, true, great, cool and smart to children. In addition, as many as 65% of respondents answered that very often they gave an assessment with a thumbs up, clapping and smiling. It is known that the results of the responden...
Ranking of employees' reward and recognition approaces: A Malaysian Perspective
J. for International Business and Entrepreneurship Development, 2004
Recognition of employees' achievements is one of the most important factors to motivate employees. Employees who perform exceptionally well expect that their contributions will be recognized and that they will be appreciated by the top management. Over the decades, reward and recognition systems have been adopted by numerous organizations -private or public. There are myriad ways by which employees can be appreciated. Also, one special type of reward may not motivate everyone equally. One person's reward may be perceived by another person as punishment. The present research intends to find out the specific reward and recognition approaches preferred by the employees working in various Malaysian organizations. A list comprising of seventeen major approaches to reward and recognition has been prepared and its items are prioritized by taking inputs from 505 employees working in more than 96 various public and private organizations in Malaysia. The findings of the research are expected to provide guidelines in developing an appropriate reward and recognition system for organizations in general and Malaysian organizations in particular.
Mega Aktiva: Jurnal Ekonomi dan Manajemen, 2020
This research aimed to determine the effect of the need for achievement on employee performance, the effect of the need for affiliation on employee performance, and the effect of the need for power on employee performance. The sample size used in this study was 64 employees of PDAM Tirtamarta in Yogyakarta City. The data analysis technique used multiple linear regression. The study results showed that the need for achievement has no effect on employee performance, the need for affiliation has no effect on employee performance, and the need for power have an effect on employee performance.
International Journal of Social Service and Research
This is a lesson aims to confirm and check the impact of incentives and work discipline in the workplace employee show productivity. This special location study finished in land office (BPN) of West Aceh Regency. This study's sample consisted of all employees land office (BPN) of West Aceh Regency, totaling 37 people, sampling Saturated Sampling was used in this study (Non Probability Sampling). The variables in this study are as follows reward (X1), work discipline (X2), as well as employee performance productivity (Y). The result of multiple linear regression analysis in this research explain that the prize and work Variable discipline has positive influence on employee performance productivity with the equation Y = 8.096 + 0.483X1 + 0.315X2 + e. Based on t and f. test outcomes is stated that reward variable as well as several work disciplines or simultaneously (simultaneously) have a significant and positive influence in terms of employee performance productivity, this can be...
Ilomata International Journal of Social Science
This research is intended to answer the questions how the employees of RSUD Cengkareng can improve the quality of their services with extrinsic and intrinsic motivation and what are the obstacles encountered in improving the service quality of RSUD Cengkareng. Data collection methods in this qualitative research are interviews and documentation. The interviews conducted were semi-structured interviews. Researchers conducted interviews with 20 non-medical employees with the criteria of having worked for more than 5 years to obtain data on whether employees have intrinsic motivation to work and provide excellent service to patients and whether the leadership at Cengkareng Hospital provides extrinsic motivation to employees so that they can continue to work. improve services to patients. To get more objective results, the researchers also interviewed 20 Cengkareng Hospital patients, in order to obtain data related to how the services provided by the employees at Cengkareng Hospital. Th...
Effect of Rewards on Employee Performance At PT Sejahtera Mandiri Lubuk Pakam
Journal of Economics and Business (JECOMBI)
Sejahtera Mandiri Lubuk Pakam as many as 32 people. The results of this study indicate that the independent variable, namely Reward (X), has a positive and significant effect on the dependent variable, namely Employee Performance (Y) at PT. Sejahtera Mandiri Lubuk Pakam.