Download or read book Employee Motivation and Satisfaction in Different Organizational Levels written by Ying-Siu Yu and published by Open Dissertation Press. This book was released on 2017-01-26 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt: This dissertation, "Employee Motivation and Satisfaction in Different Organizational Levels: a Study of Banking Industry in Hong Kong in Transition to 1997" by Ying-siu, Yu, 余瑛韶, was obtained from The University of Hong Kong (Pokfulam, Hong Kong) and is being sold pursuant to Creative Commons: Attribution 3.0 Hong Kong License. The content of this dissertation has not been altered in any way. We have altered the formatting in order to facilitate the ease of printing and reading of the dissertation. All rights not granted by the above license are retained by the author. DOI: 10.5353/th_b3126692 Subjects: Bank employees - China - Hong Kong Employee motivation - China - Hong Kong Job satisfaction - China - Hong Kong

Download or read book Employee Motivation and Satisfaction in Different Organizational Levels written by and published by . This book was released on 1995 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Job Satisfaction from Herzberg s Two Factor Theory Perspective written by Alikira Richard and published by . This book was released on 2013 with total page 28 pages. Available in PDF, EPUB and Kindle. Book excerpt: Essay from the year 2012 in the subject Business economics - Personnel and Organisation, printed single-sided, grade: none, -, course: Organization behaviour, language: English, abstract: According to Suzan M, heartfield, Employee satisfaction is a terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. Many measures purport that employee satisfaction is a factor in employee motivation, employee goal achievement, and positive employee morale in the workplace. Whereas job satisfaction is generally positive the organization's success, it can also be a downer if mediocre employees stay because they are satisfied with your work environment. Several factors including; treating employees with respect, providing regular employee recognition, empowering employees, offering above industry-average benefits and compensation, providing employee perks and company activities, and positive management within a success framework of goals, measurements, and expectations all contribute to an employee's level of satisfaction. Employee satisfaction is looked at in areas such as: management, understanding of mission and vision, empowerment, teamwork, communication, and coworker interaction. Some of the signs of lack of employee satisfaction are high levels of absenteeism and staff turnover and can affect the organization's bottom line, as recruitment and retraining take their toll. But few organizations have made job satisfaction a top priority, perhaps because they have failed to understand the significant opportunity that lies in front of them. Satisfied employees on the other hand tend to be more productive, creative and committed to their employers, and recent studies have shown a direct correlation between staff satisfaction and their performance. For example, employers who can create work environments that attract, motivate and retain hard-working individuals will be better positioned to succeed in a competitive enviro

Download or read book Job Satisfaction And Work Motivation written by Pranay Purohit and published by . This book was released on 2004 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Job Satisfaction is the result of various attitudes possessed by an employee related to job and concerned with wages, supervision, conditions of work, recognition, social relations, treatment by employer etc. Job satisfaction and Work Motivation are closely related to each other. Both are based on cause-effect relationship, i.e. the more an employee is satisfied, the more he is motivated and the vice-versa. The present book analyses the factors and determinates of Job Satisfaction. It also throws light on its relation with Work Motivation and Employees Attitude. It critically analyses the factors that determine job satisfaction and measures the level of satisfaction of employees in a specific organization. Suggestions and means to improve the satisfaction level of employees are also mention in the book. This book is quite valuable to academicians and organizations that are interested in raising the satisfaction level of their employees.

Download or read book The Motivated Worker written by Brad Ward and published by McFarland. This book was released on 2020-11-11 with total page 212 pages. Available in PDF, EPUB and Kindle. Book excerpt: How can managers and executives motivate workers to make them happier and more productive? How can employees find meaning and motivation in their careers? The classic Two Factor Theory--a simple, time-tested model for conceptualizing job satisfaction--is here re-imagined for a modern world, with relevant examples, and backed by dozens of academic studies that organizational leaders can draw upon to improve worker motivation. The Universal Dual-Factor Survey (UDS) is introduced, providing a means to assess workforce job satisfaction. Managers will be able to understand which factors need improvement, leading to more meaningful work. Employees, at all levels of business, government and nonprofit organizations, will be able to improve personal motivation, facilitating a more cohesive and thriving workforce.

Download or read book Balancing Job Satisfaction and Performance written by Willa M. Bruce and published by Praeger. This book was released on 1992-11-18 with total page 276 pages. Available in PDF, EPUB and Kindle. Book excerpt: Work provides daily meaning as well as daily bread, according to Studs Terkel. Yet work is not always a place where one feels satisfied. In order to attract and retain qualified employees in the up-coming tight labor market, companies will have to recognize that people are their most important asset. Using original research, this book describes what employees want and need from their working environment to maximize their satisfaction and their performance. It assists the reader to deal with employees as unique individuals whose personal needs for self-actualization can be integrated with organizational performance needs. The book begins with a summary of the conventional wisdom on job satisfaction and performance and a description of what constitutes good work. Bruce and Blackburn introduce their readers to the workplace complexities created by cultural diversity, mature workers, and women employees. They explain the effect of culture on behavior and why the traditional means to foster job satisfaction and performance are necessary but insufficient for managing diversity. They give advice on how to meet the challenges presented by changing environmental and technological trends. They teach how to manage when family demands on both men and women spill over onto the organization, and they describe the emerging conviction that, for many, those in a work setting are family for one another. They provide specific instructions for conducting and utilizing training programs. In the belief that people accept what they help to create, they explain the utility of participation at different organizational levels and some different approaches to participative planning and decision making, including Total Quality Management. They report on interviews with employees from a cross-section of jobs in different organizations to assist the reader to understand how employees perceive the reality of work; and they provide appendices containing training outlines, guidelines for preventing and addressing sexual harassment complaints, and forms to utilize in organizing a participative planning process. Breir book is an important resource for managers, executives, consultants, and students who seek to understand how the changing nature of the workforce is affecting job satisfaction and performance; and who want to act on behalf of their organization and their employees. It is useful for managers in the private sector, as well as those who work for government and not-for-profit organizations.

Download or read book Linking Employee Satisfaction to Business Results written by Paula S. Topolosky and published by Routledge. This book was released on 2014-01-14 with total page 116 pages. Available in PDF, EPUB and Kindle. Book excerpt: This study investigated the relationship between employee satisfaction and business results. Using data from a Fortune 100 Company, the research examined trends in thirty employee satisfaction variables over a six-year period and identified the relationship of the variables to various corporate and business unit financial metrics. The outcomes of the study suggest that there is a moderately strong positive correlation between an employee's satisfaction with personal development, levels of involvement and participation, use of skills and abilities, promotion practices, and opportunities for a better job and financial indicators of business success. By providing a research prototype, this book serves as a starting point for Human Resource and Business leaders who struggle to identify and to communicate the value of investing in assessing and improving work environments to increase levels of employee satisfaction. As the pace of change increases and the availability to resources decreases in most organizations, this study provides a way for leaders to identify and prioritize improvement initiatives that might result in both increased levels of employee satisfaction and indices used to measure business success.

Download or read book The Motivation Productivity and Satisfaction of Workers written by Abraham Zaleznik and published by . This book was released on 2011-08-01 with total page 474 pages. Available in PDF, EPUB and Kindle. Book excerpt: Additional Assistance And Collaboration Of George Caspar Homans. Foreword By Bertrand Fox.

Download or read book The Enthusiastic Employee written by David Sirota and published by Pearson Education. This book was released on 2013 with total page 513 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book is about employee enthusiasm: that special, invigorating, purposeful and emotional state that's always present in the most successful organizations. Most people are enthusiastic when they're hired: hopeful, ready to work hard, eager to contribute. What happens? Management, that's what. The Enthusiastic Employee is an action-oriented book that helps companies obtain more from workers - the basic premise is that under the right kind of leadership, the more one side wins in a collaborative relationship, the more for the other side. The book is heavily evidence-based (using extensive employee survey data) and lays out two basic ideas: the "Three-Factor Theory" of human motivation at work and the "Partnership" company culture that is based on the Three-Factor Theory and that, by far, brings out the best in people as they respond with enthusiasm about what they do and the company they do it for. Drawing on research with 13,000,000+ employees in 840+ companies, The Enthusiastic Employee, Second Edition tells you what managers (from first-line supervisor to senior leadership) do wrong. Then it tells you something much more important: what to do instead. David Sirota and Douglas Klein detail exactly how to create an environment where enthusiasm flourishes and businesses excel. Extensively updated with new research, case studies, and techniques (they have added over 8.6 million employees and over 400 companies to their analyses ), it now contains a detailed study of Mayo Clinic, one of the world's most effective healthcare organizations and a true representation of the principle of partnership, as well as more in-depth descriptions of private sector exemplars of partnership, such as Costco. Other new chapters include: how the Great Recession really impacted workers' morale (bottom-line, it didn't) and how to build a true Partnership Culture that starts with senior leadership. They now debunk fashionable theories of worker "generations" (Baby Boomers, Gen X, Y, etc.) as mostly nonsense... clarify what they've learned about making business ethics and corporate social responsibility actionable... share what research on merit pay (pay for individual performance) tells us about its likely impact on school teachers and performance (not good)...discuss the utility of teleworking (and the dust-up at Yahoo)...offer compelling, data-informed insights about women and minorities in the workplace, and much more. You can have enthusiastic employees, and it does matter - more than it ever has. Whether you're a business leader, HR/talent management professional, or strategist, that's the workforce you need - and this is the book that will help you get it.

Download or read book Motivation and Work Performance The Effects of Intrinsic and Extrinsic Motivation on Work Performance written by Jan U. and published by GRIN Verlag. This book was released on 2021-07-21 with total page 28 pages. Available in PDF, EPUB and Kindle. Book excerpt: Seminar paper from the year 2018 in the subject Leadership and Human Resources - Employee Motivation, Employee Satisfaction, grade: 1,3, University of Mannheim, language: English, abstract: The purpose of this paper is to investigate the effects of intrinsic and extrinsic motivation on work performance within the R&D environment and provide practical recommendations. Substantial research has been conducted to investigate the construct of motivation and to validate its impact on core business outcomes within varying environments. According to Rani and Lenka (2012), the motivational process affects an individual’s strength and persistence of behaviour. Thus, motivated individuals are activated to behave in a more creative, productive and persistent way. Prevailing literature validates this positive effect. For example, Deci and Ryan (2008a) argue that there is a significant link between motivation and positive work-related outcomes, such as psychological well-being and work performance. Considering this convincing evidence, further research tried to investigate this relationship within varying settings. An area that has aroused major attention is the R&D environment. Within this context managers face several obstacles in establishing high levels of motivation. Clarke (2002) mentions, for example, the differing values and expectations of R&D specialists, the uncertainty of outcomes and the difficulty in measuring the results. For high levels of motivation and performance to occur, managers need to respond to the needs of the R&D professionals without losing sight of the company’s major objectives. Based on the work of Deci, Vallerand, Pelletier and Ryan (1991) and their distinction between intrinsic and extrinsic motivation, studies in the R&D management literature validate the importance of both motivational constructs within this context. However, in practice, organizations like BMW may be incentivized to primarily focus on extrinsic rewards. Extrinsic incentive systems, such as salary increases or bonuses, can easily be established, fairly measured and provide a clear link between the employees’ monetary motives and the organizations objectives. Further, intrinsic motivation may be neglected due to difficulties and increased efforts of implementing such incentives. As a result of this neglect of their workers' intrinsic needs and desires, the motivation within the R&D department and in turn the work performance may decline.

Download or read book How Does Empowerment Influence Employee Motivation Conditions For its Successful Implementation written by Anika Bohrmann and published by GRIN Verlag. This book was released on 2020-08-24 with total page 20 pages. Available in PDF, EPUB and Kindle. Book excerpt: Seminar paper from the year 2020 in the subject Leadership and Human Resources - Employee Motivation, Employee Satisfaction, grade: 1,3, AKAD University of Applied Sciences Stuttgart, language: English, abstract: In this paper, the author analyzes the conditions for the implementation of employee motivation through empowerment by scrutinizing the possible ways of interaction between superiors and subordinates and the boundary contingencies as contributory factors in job satisfaction. Stretching the bow from the definition of core terms of investigation to leadership tools, styles and principles, she outlines the organizational set-up which shall enhance the successful empowerment processes. She argues that empowerment must come from a cooperative leadership style which accounts for delegation, mutual trust and communication and therefore increases the likelihood for employee satisfaction. She will show that empowerment constitutes a sufficient condition for employee motivation and evokes the creation of new forms of interaction. Leadership has a key role to play in employee satisfaction and can be wisely used to serve both individual contentedness and organizational objectives. The matter of motivation and volition are two powerful starting points of contemporary leadership research. For bosses, leaders and superiors, it has always been a crucial question to identify employees’ motives and manage their translation into driving forces being beneficial to the conduct of business.There is strong evidence that empowering employees will increase their motivation considerably and hence contribute to overall improved organizational productivity. The implementation of employee motivation - as well as a fundamental understanding of individual behavioral patterns - seem to be the universal keys to individual progress and organizational efficiency.

Download or read book Work Motivation in Organizational Behavior written by Craig C. Pinder and published by Psychology Press. This book was released on 2014-07-17 with total page 855 pages. Available in PDF, EPUB and Kindle. Book excerpt: This second edition of the best-selling textbook on Work Motivation in Organizational Behavior provides an update of the critical analysis of the scientific literature on this topic, and provides a highly integrated treatment of leading theories, including their historical roots and progression over the years. A heavy emphasis is placed on the notion that behavior in the workplace is determined by a mix of factors, many of which are not treated in texts on work motivation (such as frustration and violence, power, love, and sex). Examples from current and recent media events are numerous, and intended to illustrate concepts and issues related to work motivation, emotion, attitudes, and behavior.

Download or read book Management of Motivation written by Hiriyappa B and published by PublishDrive. This book was released on 2018-06-01 with total page 40 pages. Available in PDF, EPUB and Kindle. Book excerpt: Management, Employees, Customers, and Clients are the most important asset in any business today. In today’s competitive business environment, Motivation plays an important role in the enrichment of employee satisfaction and employee retention and focuses on how to motivate employees in the best interest of an organization. Management of Motivation identifies the theoretical context includes motivation, determinants, concepts in work, effective rewards system and theories that can enhance Management responsibilities is to motivate employees to do their best performance at the work place. This book is specially designed for those who are the students in psychology, education, and business, MBA, PGDM & Executives, teachers, parents, coaches, employers, and friends, as well as to a wider audience interested in promoting optimal motivation and performance and manageability. IT management, businessmen, entrepreneurs, operating managers, middle-level managers across the management consultant, business executives and business professionals such as director of forecasting and planning, forecast manager, director of strategic planning, director of marketing, sales manager, advertising manager, CFO, financial officer, controller, treasurer, financial analyst, production manager, brand/product manager, new product manager, supply chain manager, logistics manager, material management manager, purchasing agent, scheduling manager, and director of information systems. Motivation can lead to the execution of short-term and long-term goals of an enterprise. Proper, appropriate motivation will be given to right people at right time to lead mission and vision of an enterprise. Major determinants of motivation are Expectancy, Valence and other determinants such as skills, abilities, role and opportunities in an organization.

Download or read book The Influence of Rewards and Satisfactions on Employees Performance in Organization written by Abdifatah Musse and published by GRIN Verlag. This book was released on 2012-12-27 with total page 75 pages. Available in PDF, EPUB and Kindle. Book excerpt: Bachelor Thesis from the year 2012 in the subject Leadership and Human Resource Management - Miscellaneous, grade: A, Kolej Universiti Insaniah (Insaniah University College ), course: Business Administration , language: English, abstract: While performing their duties in an organization, employees’ performance can be viewed through the provision of rewards, benefits, pay levels, and pay for their administration. This study was based on a conceptual method which is focusing on relation to the satisfaction of reward and employee’s performance; it has 4 items, which are pay level, Salary administration, raise, and benefits satisfaction. Furthermore, benefit satisfaction has roughly three main items, namely training, health, and rights. It is because; this research’s title is aimed to determine the Relationship between reward satisfaction and work performance. Moreover, the objective of this study is that to examine the influence between pay level and work performance, and to examine the influence between benefits and work performance, also to examine the relationship between raise satisfaction and work performance and to examine the influence between salary administrative and work performance. This study was conducted in a conceptual method. As we have intended to study the influence of rewards and satisfaction on employee’s performance in an organization, information that we have used were gathered from distinct areas such as textbooks, scholarly writing, research materials, journals, related articles, and the Internet sources were resourceful in the process of gathering the information, however, our point of view on those sources was also interpreted in a concept that we have aware to be relevant and potentially directed to this topic. As a result, this study shows that the whole variables were significantly contributed with the dependent variable, meanwhile, pay level satisfaction has substantively related to work performance, whereas raise satisfaction has also influenced work performance. Salary administration satisfaction is also a positive relation to employees’ work performance. However, the most significant variable was benefit satisfaction which is extremely contributed to work performance.

Download or read book Motivation in Work Organizations written by Edward E. Lawler (III.) and published by Monterey, Calif. : Brooks/Cole Publishing Company. This book was released on 1973 with total page 248 pages. Available in PDF, EPUB and Kindle. Book excerpt: For more than twenty years, Edward E. Lawler III has had worldwide influence in the areas of management and organization design. This landmark book, one of the most-cited volumes on the topic of motivation in the workplace, defines Lawler's basic philosophy: in order to have effective organizations, we must understand how to motivate and encourage effective individual performance. Time-tested theories have been the basis for nearly all of Lawler's subsequent work in the areas of pay and reward systems, employee involvement, organization design, and organizational change. In his new introduction to this classic edition, he shows how his original emphasis on work design and reward systems is especially relevant to the current emphasis on creating high performance work organizations through new organization design and management approaches. Lawler's theories continue to help us understand the world around us today, forming the basis for many successful managerial practices found in today's workplace, and continue to prove that no matter what organization design or approach is used, it cannot succeed if it fails to motivate employees to perform well.

Download or read book Task Design and Employee Motivation written by Ramon J. Aldag and published by Pearson Scott Foresman. This book was released on 1979 with total page 164 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Analysis of different rewards at ABC House to improve employee s performance written by Muhammad Naeem and published by GRIN Verlag. This book was released on 2015-10-27 with total page 83 pages. Available in PDF, EPUB and Kindle. Book excerpt: Master's Thesis from the year 2014 in the subject Business economics - Business Management, Corporate Governance, grade: B, Glyndŵr University, Wrexham known as NEWI, course: MBA, language: English, abstract: The purpose of this research is to explore the most effective and best rewards to get the maximum performance from the employees’ working in ABC in London. Extensive research will be conducted to determine the motivational rewards types to boost up the motivation of employees at work. Further to identification of major reward types; the advantages and disadvantages of each reward type will be highlighted to understand the rewards in broader spectrum. The purpose of this research is to determine the best motivational reward which can help in boosting the employees’ performance to another level. The data can be collected either through primary data or by secondary data; combination of both data types are usually adopted to conduct an extensive research. The most effective and best reward type which helps to motivate the employees will be discussed in literature review (secondary data). Also the limitations related to each motivational reward type affecting the employees’ motivation will also be discussed in the literature review of the research. Once the data is collected through secondary means; the next step is to determine the problems prevailing at ABC which are limitations in motivating the employees to perform well. Once data from both means (primary and secondary); the information will then be evaluated which will help in understanding the motivational factor and the reward to motivate employees at ABC. The outcome of this research will facilitate in recommending which reward effective for motivating the employees based on the analysis of data. The main objectives and questions of research are listed below.