INCENTIVES AND MOTIVATION MEASURES AMONG THE EMPLOYEES IN PERAMPALUR SUGAR MILLS-A STUDY

Thus motivation is a human psychological characteristic that contributes to person’s degree of commitments. It includes those factors that cause and sustain human behaviours in a particularly is the management process of influencing people. Behaviours based on his knowledge of “what makes people like”. Motivation is a complex issue and it implies that wants or motives of a person will condition his behaviors. Thus motivate Jon reversers to the drives, desires, needs, wishes, and similar forces to do something and is conditional by these actions and willingness or desire ability in achieving personal or organizational goals. KEY WORD: Incentives,Motivation,Organisational culture,perceptio

Knowledge Creation and Sharing in Organisational Contexts: A Motivation-Based Perspective

This paper develops a motivation-based perspective to explore how organisations resolve the social dilemma of knowledge sharing, and the ways in which different motivational mechanisms interact to foster knowledge sharing and creation in different organisational contexts. The core assumption is that the willingness of organisational members to engage in knowledge sharing can be viewed on a continuum from purely opportunistic behaviour regulated by extrinsic incentives to an apparently altruistic stance fostered by social norms and group identity. The analysis builds on a three-category taxonomy of motivation: adding ‘hedonic’ motivation to the traditional dichotomy of extrinsic and intrinsic motivation. Based on an analysis of empirical case studies in the literature, we argue that the interaction and mix of the three different motivators play a key role in regulating and translating potential into actual behaviour, and they underline the complex dynamics of knowledge sharing and creation in different organisational contexts

Motivation among construction workers in Turkey

The role of management is to apply organisational resources to achieve organisational objectives. The nature of commercial enterprise necessitates the desire for increased productivity and efficiency, and workforce motivation is acknowledged to be an influencing factor in these areas. Theory suggests that motivational factors follow a hierarchical format where higher level needs become dominant when lower level needs have been fulfilled, and improvements in motivation are facilitated more effectively through the higher level needs. This study looks at factors affecting the motivation of workers on Turkish construction sites. 370 construction workers were asked in a questionnaire to give examples of positive and negative factors which affect their motivation at work. It was found that money earned is the foremost motivating and de-motivating factor in the eyes of the construction workers. As a result it is suggested that workers on Turkish construction sites are managed in a way which limits their opportunities to fulfil higher level needs, and in order to increase worker motivation, and therefore productivity, the management of such workers should move away from control through external means and towards control through internal and cultural forces

E-learning in a competitive firm setting

This paper explores the use of e‐learning technologies for organisational learning within a commercial environment. A model has been developed to represent those factors that determine organisational learning. This model has been embedded within a case study based on the use of an e‐learning program that was developed in order to enhance employees’ knowledge and endorse corporate values within a Norwegian company. The results of the study reflect the high performance of the e‐learning program. They also highlight critical issues concerning the successful implementation of e‐learning technologies to achieve the knowledge sharing that is required for organisational learning

Knowledge Creation and Sharing in Organisational Contexts: A Motivation-Based Perspective

This paper develops a motivation-based perspective to explore how organisations resolve the social dilemma of knowledge sharing, and the ways in which different motivational mechanisms interact to foster knowledge sharing and creation in different organisational contexts. The core assumption is that the willingness of organisational members to engage in knowledge sharing can be viewed on a continuum from purely opportunistic behaviour regulated by extrinsic incentives to an apparently altruistic stance fostered by social norms and group identity. The analysis builds on a three-category taxonomy of motivation: adding ‘hedonic’ motivation to the traditional dichotomy of extrinsic and intrinsic motivation. Based on an analysis of empirical case studies in the literature, we argue that the interaction and mix of the three different motivators play a key role in regulating and translating potential into actual behaviour, and they underline the complex dynamics of knowledge sharing and creation in different organisational contexts.Knowledge sharing; tacit knowledge; motivation; incentives; organizational learning; human resource practices

Motivation, money and respect: a mixed-method study of Tanzanian non-physician clinicians.

Poor quality of care is a major concern in low-income countries, and is in part attributed to low motivation of healthcare workers. Non-physician clinicians (mid-level cadre healthworkers) are central to healthcare delivery in half of the countries in Africa, but while much is expected from these clinicians, little is known about their expectations and motivation to perform well. Understanding what motivates these healthworkers in their work is essential to provide an empirical base for policy decisions to improve quality of healthcare. In 2006-2007, we conducted a mixed-method study to evaluate factors affecting motivation, including reasons for varying levels of motivation, amongst these clinicians in Tanzania. Using a conceptual framework of 'internal' and 'environmental' domains known to influence healthworker motivation in low-income countries, developed from existing literature, we observed over 2000 hospital consultations, interviewed clinicians to evaluate job satisfaction and morale, then designed and implemented a survey instrument to measure work motivation in clinical settings. Thematic analysis (34 interviews, one focus group) identified social status expectations as fundamental to dissatisfaction with financial remuneration, working environments and relationships between different clinical cadres. The survey included all clinicians working in routine patient care at 13 hospitals in the area; 150 returned sufficiently complete data for psychometric analysis. In regression, higher salary was associated with 'internal' motivation; amongst higher earners, motivation was also associated with higher qualification and salary enhancements. Salary was thus a clear prerequisite for motivation. Our results are consistent with the hypothesis that non-salary motivators will only have an effect where salary requirements are satisfied. As well as improvements to organisational management, we put forward the case for the professionalization of non-physician clinicians

The healthcare quality measurement industry: time to slow the juggernaut?

It is time to pause and reflect on the degree to which performance measurement is acting optimally and in the interests of society and health

Health initiatives to target obesity in surface transport industries: review and implications for action

Lifestyle-related chronic diseases pose a considerable burden to the individual and the wider society, with correspondingly negative effects on industry. Obesity is a particular problem for the Australasian road and rail industries where it is associated with specific cardiac and fatigue-related safety risks, and levels are higher than those found in the general population. Despite this recognition, and the introduction of National Standards, very little consensus exists regarding approaches to preventative health for surface transport workers. A review of evidence regarding effective health promotion initiatives is urgently needed to inform best practice in this cohort. This review draws together research informing the scope and effectiveness of health promotion programs, initiatives and interventions targeting overweight and obesity in safety critical surface transport domains including the truck, bus and rail industries. A number of health interventions demonstrated measurable successes, including incentivising, peer mentoring, verbal counselling, development of personalised health profiles, and offer of healthier on-site food choices – some of which also resulted in sizeable return on investment over the long term. &nbsp