Employees' assessment of motivation factors

The focus of this present study was the ranking of factors (assessment of importance) by employees and managers. Studying these factors is of special importance in concluding which of internal and external motivators are mostly evaluated by employees. It recommends to managers where to put emphasis to meet employees’ expectations. Factors that are mostly evaluated by public sector employees involved in the study include: good salaries (10), employee loyalty (9), feeling that the job is diverse and interesting (8); and those factors which are less evaluated include: supervistor’s help with personal issues (1) feeling of being included in organization (2). Meanwhile, factors that private sector employees evaluate most include: good salaries (10), feeling of being recognized (9), job guarantee (8), and less evaluated are: supervistor’s help with personal issues (1) diverse and interesing job (2)

Motivating Employees

This research project looked at motivation, theories of motivation, and motivational factors. This research also looked at how to motivate employees and what the effects of motivating employees had on individuals and the organizations where they work. Surveys were sent to teachers of a nonprofit organization, asking questions specific to motivation, motivational factors and the True Colors™ assessment. This survey looked at personality type of the employees and cross referenced that with motivational factors they respond to positively and negatively. As a manager/supervisor, this is important to look at when motivating employees because a leader can then tailor their motivational tactics towards their employees based on their color from this assessment

Critical motivational factors for enhancing employee performance in construction firms based on correlation and principal component analyses

Over the years, construction firms have often hinged their success on the effective motivation of their employees so as to ensure productivity and improved performance. Previous studies noted that various factors affect the motivational level of employees with regards to work performance. However, due to the difference in employee needs, not all motivational factors have influence on employees’ performance. This study sets out to assess the influence of motivational factors on the performance of employees in construction firms. The study aim was achieved through the identification and assessment of critical motivational factors (intrinsic and extrinsic) in the Nigerian construction firms. Perceptual data was collected from employees of selected construction firms using a structured questionnaire. Data collected was analyzed using descriptive and inferential statistics. Motivational factors were ranked based on respective mean scores from the most to the least influential. Extrinsic motivational factors such as promotion when due, availability of resources and provision of transportation for employees were found to be the most influential factors on performance. Whereas, constant supervision was found to have the least influence on performance. Findings of the study provides construction firms with empirical data on factors that influence the motivation level of employees with a view to optimizing employee productivity. It is recommended that construction firms should pay close attention to the peculiar needs of respective employees which aids in optimizing organizational performance. Keywords: Motivation, Employee performance, construction firms, critical factor

The Role of Work Motivation on Employee Performance

The main purpose of this study was to” the role of work motivation on employee Performance”. This study in an assessment of this purpose used deductive approach in which a qualitative research was carried out among students at of MUGDISHO UNIVERSITY (MU) who are assumed to be future employees. The research was intended to get their responses on what they feel is (are) the best factors that could motivate them as future employees among a list of ten motivational factors. In this light the study sets to identify the most ranked factors among the ten motivational factors. The analysis from the empirical findings showed that Job satisfaction” was the most ranked factor for both sub groups that made up the sample research. However a study from previous researches used in this study showed that different results could be obtained from different groups of already working employees. This study therefore can be seen as an introduction to a more detailed study to be carried by future researchers on the field of employee’s motivation

The research of of labor motivation state in sea commercial port

Розглянуто стан процесів стимулювання і мотивації праці в морському торговельному порту, проаналізовано особливості діючих мотиваторів роботи керівного персоналу та кваліфікованих працівників. Виявлено негативні тенденційні фактори в системі оплати праці та обґрунтовано необхідність реформування трудових відносин з надання портових послуг.The state of stimulation and motivation processes of labor in the sea commercial port is regarded. The attention is focused on actual questions of optimization of payment system and benefits to employees, the existing motivators of management personnel’s work and skilled workers’ labour are analyzed. It is noted that the most common method of personnel’s motivation rating is questionnaire survey of the workers. On the basis of the processed personal data the levels of staff’s relative emotional satisfaction at receiving of monetary and non-monetary kinds of benefits are defined. The reasons why monetary benefits to employees are lacking of motivation influence are found. The dependence of satisfaction of employees from award wages they received, on the basis of which the conclusion about the lack of effectiveness of the existing system of labour motivation at the enterprise - sea commercial port "Yuzhny" is presented. The main aspects of the application of non-monetary forms of labor stimulation within the company are investigated. The essential influence on the the work results of the relationship between financial and non-monetary factors of personnel labor assessment is shown. The attention is emphasised on expediency questions using of different types of demotivation factors. Negative tendencies within payment system and labor stimulation are revealed and the necessity of reforming the labour relations on providing port services is justified. The list of specific innovation measures to improve the processes of motivation at the marine company is specified

Motivation for vocational training among fishing industry workers

The article presents the results of training motivation study in the system of labor motivation among the fishing industry employees on the example of fishing trawler employees from LLC "Russian Fish Industry Company" (Vladivostok). The fishing industry was selected due to the high importance of this area for the regional economy development, the large number of employees involved, and because of rapid changes in production technologies that require timely personnel training. The company development strategy is to modernize production and increase labor productivity, which requires the provision of the industry with the personnel motivated to acquire new knowledge and master modern technologies. The study was carried out to identify the features of motivation to train employees as a mechanism for the professional development implementation. The methodological basis of the study was the psychological and sociological approach to the study of the work motive structure and the construction of motivational profiles based on a comparative analysis of the results in the context of age groups and various job categories. The main research method used was the survey of employees, as well as the statistical methods of data processing. Thus, significant differences were established between employees during evaluation the generally accepted motives of work, and their significance was determined; the level of motivation for training and the characteristics of the motivational sphere of the ship personnel were revealed; according to the degree of importance of motives and their severity, the interviewed employees formed motivational profiles, obtained data on the subjective assessment of their qualification level; they studied the factors contributing to the desire for professional development increase. In order to optimize the processes of employee motivation management, it is proposed to use individual approaches to motivate training, and improve training methods. The conclusion is made about the positive influence of changes on the training effectiveness and the activities of employees in general in the motivation system

Impact of Work from Home on Employee Performance in Context of Bangladesh

This study investigates the effects of work-from-home on job performance and its mediating factors. This is certainly relevant in the aftermath of the coronavirus outbreak. While acknowledging the need of investigating employees' perspectives in order to create a productive work-from-home environment, this study focuses on the elements that influence job performance. It suggests job satisfaction and motivation as mediating variables to explain how working from home influences employee performance. The study's questionnaire-based data, which has been tailored to the changes caused by current pandemic, was acquired through multiple in-person and online survey of Bangladeshi employees. A total of 260 people actively participated in the assessment. In its further processing, the study utilized structural equation-based framework to address the research questions. In the study, employees reported more job satisfaction and motivation as a result of working from home, resulting in improved job performance. While the relevance of this study is constrained to how these advantages are manifested in Bangladesh, it may have external validity in other pandemic-affected nations. Keywords: Information Technology, Job Motivation, Performance Appraisal, Strategic Human Resource Management, Work Environment. DOI: 10.7176/EJBM/14-22-02 Publication date: November 30th 202