Job motivation

Job rotation and transfers As a way of developing employee skills within organization involves movements of employees from one official responsibility to another for example taking on higher rank position within the organization, and one branch of the organization to another. For transfers for example, it could involve movement of employees from one country to another. These rotations and transfers facilitate employees acquire knowledge of the different operations within the organization together with the differences existing in different countries where the organization operates. The knowledge acquired by the selected employees for this method is beneficial to the organization as it may increase the competitive advantage of the organization. Coaching and/or mentoring; This involves having the more experienced employees coach the less experienced employees. It is argued that mentoring offers a wide range of advantages for development of the responsibility and relationship building (Torrington et al. 2005). The practice is often applied to newly recruited graduates in the organization by being attached to mentor who might be their immediate managers or another senior manager. This however does not imply that older employees are excluded from this training and development method but it is mainly emphasized for the newly employed persons within the organization to improve on their performance. Orientation This is yet another training and development method. This involves getting new employees familiarized and trained on the new job within an organization, Muchel'le Tom (2007). During this process, they are exposed to different undertakings for example the nature of their new work, how to take on their identified tasks and responsibilities and what is generally expected of the employees by the organization. They are further given a general overview of the organizational working environment including for example working systems, technology, and office layout, briefed about the existing organizational culture, health and safety issues, working conditions, processes and procedures. Oriented employees always efficiently and effectively use organisations' raw materials and they improve on quality of service rendered and products produced.

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The purpose of this paper is to investigate the views of employees and in particular of the administrative staff of the Technological Educational Institute of Western Greece regarding the impact of motivation on their professional satisfaction. The tool used for the survey is the questionnaire, while the analysis of the results of the survey was carried out with the SPSS statistical package. The results of the survey showed that promotion, privileges, benefits and colleagues strongly influence the overall satisfaction of employees, potential rewards and communication have a very strong impact on the overall satisfaction of workers, while the overall satisfaction of those employed by their work appeared to be in neutral contexts.

The manufacturing industry is still a significant economic sector and organizations try to make it attractive enough for their workforce, e.g. by motivating organizational culture. The aim of the paper is to present the results of a survey of organizational culture and its motivational potential in manufacturing organizations supporting sustainable manufacturing. Empirical exploration is based on Cartwright’s Nine Factors Methodology. The findings show that, generally, the subculture of the production workers has lower motivational potential than the subculture of non-production workers. At the same time production workers’ motivational potential decreases even more with the increasing length of service in the organization.

Bir işletme teknolojik anlamda ne kadar gelişmiş olursa olsun işletmede verimi etkileyen en önemli unsur insandır. Bunun bilincinde olan işletmeler, yatırım yapılacak en önemli unsurun insan kaynağı olduğunu düşünmekte ve bu anlamda yararlı olacak uygulamalara yönelmektedir. Performans yönetimi bu uygulamaların başında gelmektedir. Bir organizasyon örgütsel amaçlarını gerçekleştirebilmek için örgüt üyelerinin yani işgörenlerin bireysel hedeflerini dikkate almak zorundadır. Bu durum, işgörenin kendini örgütün bir parçası olarak görebilmesi ve verimli bir şekilde çalışabilmesi için oldukça önemlidir. Organizasyonun işgörenlerin performanslarına yönelik artıları ve eksileri belirlemesi, işgörenleri motive eden veya olumsuz etkileyen durumların neler olduğunu görebilmesi başarılı bir performans yönetimi ile mümkün olabilmektedir.

Performans yönetimi ve motivasyon çalışma hayatında önemli yere sahip ve birbiriyle bağlantılı olan iki kavramdır. Performans yönetiminden elde edilen çıktılar doğrultusunda alınacak örgütsel kararların işgörenin motivasyonuna sağladığı etki örgüt motivasyonuna da yansıyacaktır. Bu çalışmanın amacı, performans yönetimini tüm süreçleri ile ele aldıktan sonra, etkili bir performans yönetiminin örgüt motivasyonu üzerindeki etkileri incelemektir. Bu amaç doğrultusunda gerekli literatür taramaları yapılmış ve ilgili bağlamda bir çalışma sunulmuştur.

Anahtar Kelimeler: Performans Yönetimi, Performans Değerlendirme, Motivasyon, Örgütsel Motivasyon

There is a great impact of employee's motivation on their job performance. It is because when employees feel great motivation toward their job then they perform more effectively and efficiently. Education sector plays very vital role in any economy and believe that development of economy is also depend upon its performance so it's very important thing that employees of education sector must be satisfied and highly motivated toward their job in order to enhance the efficiency of this sector for the development of country. This research is conduct to know the worth of current reward intrinsic and extrinsic on motivation of employees among teaching staff of khairpur.The purpose of this study is to know how well the current reward system of Government College helps to generate the employee's motivation toward their jobs The qualitative research design was used in this work. The data was collected through interview and survey which was analyzed with help of Nvivo 10.In this, nodes were formed and data was coded. After that matrix coding query is run for getting result. Matrix coding query gives the results .After analysis the conclusion is that the teaching staff of government college of khairpur is highly motivated toward their job because of current reward practice of the organization .

This study focused on job satisfaction of Teacher Educators as well as to compare the various level of job satisfaction of teacher educators who are working in different Govt.-aided, Autonomous and Self-Financed B.Ed. Colleges in West Bengal. Teacher is the backbone of any nation. If education is viewed because the backbone and energizing force for the national progress then the exalted and pivotal position of the teacher can't be ignored as she/he has been assigned the responsibility of educating the future generation. The progress and development of a nation largely depends on its teachers' community due to their noble and large contributions in nation building. They have remarkable contributions in making and shaping each and every person of the society. The investigators choose various factors to measure the Level of Job Satisfaction of Teacher Training Colleges on the basis of multi dimensions that are Working Conditions,

The purpose of this study is to explore the strongest areas of all prime theories of job satisfaction and motivation to create a new multidimensional model. This model relies on all explored areas from the logical comparison of content and process theories to understand the phenomenon of job satisfaction and motivation of employees. The model consists of the whole picture of the professional life of employees and the requirements of organisations to fulfil employees' basic and fundamental needs and lead them towards the highly successful ratio to achieve personal, professional and organisational goals. The resulting model would be strong and easy to use by all stakeholders (i.e. employees, heads of departments and the organisation) to gain first-hand knowledge of the employees' level of satisfaction, motivation, performance and product. Because the measurement of every employee action and organisational policy would be calculated through different values, the evaluation gene...

This thesis examines how organisations can use passion to produce excellence. In order to put forth valid recommendations the thesis first suggests organisational theories and contemporary theories on passion to acknowledge a broader and more encompassing idea of what passion in the workplace is. In the thesis it is suggested to leave behind the instrumental discourse on employee passion, and leave behind the idea that passion is solely comprised by positive emotions of benefit to the organisations. Instead, a discourse of passion as an energy encapsulating both negative and positive emotions is suggested. It is also suggested that the passion of an employee has no immediate connection to the workplace, but is rather hinged upon a love for a specific craft – a love understood in the philosophical term of being the feeling of unity with the loved object.
With this discourse the thesis precedes to suggest three major themes that enable organisations to include organisational outputs into the passions of the employees. Firstly, it is suggested that organisations induce a profound sense of love between the employees and the organisational outputs. Secondly, it is suggested that organisations help employees develop in order to create a feeling of getting closer to complete mastery, and hence unity, with their craft. Thirdly, the thesis suggests organisations to nurse a culture, which has large notions of trust and acceptance of nerdery (as defined later) and emotional engagement, as this would make the organisation be the place where immersion into the craft is culturally acceptable and not abnormal. With these ideas, the employees are expected to engage into persistent deliberate practise, which in turn would create organisational excellence.

The current research uses the principles of reinforcement theory of motivation and self-determination theory and investigates how motivation and rewards impact on job performance of employees. Motivation and rewards are examined from intrinsic and extrinsic perspectives while job performance is measured from the task and contextual performance aspects. Along with that, the mediating effect of job satisfaction has also been investigated between motivation, rewards, and job performance. Using five points Likert scale, the researchers collected data from the managerial and non-managerial staff working in manufacturing and services firms. Non- probability convenience sampling technique is followed to collect 422 empirical responses. Using the structural equation modeling technique, the collected data were subjected to structural analysis. The results indicated that reward and motivation affect employee job performance positively significantly. However, the dimensional analysis indicated an insignificant impact of intrinsic and extrinsic motivation on contextual performance. Besides, the findings substantiate that the relationship between rewards, motivation, and employees’ job performance relationship is also dependent on job satisfaction. The current research provides valuable insights to senior management of manufacturing and services firms on how they can enhance the job satisfaction and performance of their employees by following different motivational and reward approaches in different size firms.

Turnover is a phenomenon, which every organization deals with. When less productive employees voluntarily quit their job, it can be functional for an organization. Conversely, when highly desirable employees decide to leave, it can have a significant negative impact on the organization. Recruitment costs, training costs, low productivity, loss of critical knowledge and operational disruptions can decrease organizational effectiveness

MBA student, chichester University Addressing the individual's relationship to change and motivation can allow us to significantly reduce the impact of structural organisation-wide change on the individual worker, through this their associated teams, departments and the organisation as a whole. Applying this to real workforce situations within Nokia, where poignant situations have arisen resulting in increased change resistance due to not addressing awareness and desire creation, change fatigue and failure to address the people side of change.

"This study examined how female practitioners’ discourses shape perceptions of public relations as an emerging field in Russia. Interviews with 25 practitioners from Moscow public relations agencies showed that a prism of a real job and a
woman’s job can help explain how socio-economic, professional, and genderdefined contexts influence practitioners’ perceptions of public relations and provided evidence for understanding public relations as a socially constructed
gendered profession. The study found that Russian women construct their professional identities in gendered ways that may limit their career opportunities."

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Teaching is a complex work that demands highly specialized skills and knowledge to impact students’ learning.  The well-being of society depends upon students who will carry the responsibility for the future growth. In achieving this goal, UAE vision 2021 prioritizes education and the development of human capital, in the form of teachers, particularly as they are the key agents in the country's efforts to establish the knowledge-based economy. During educational reform, the quality, the contribution, and the satisfaction of the academic staff become determinant factors for the reform sustainability.

As a complex phenomenon, job satisfaction (JS) factors itself prominently in the development of any educational organizations as it can lead to both positive and negative results (Spector 1997). Work productivity and performance, students’ attainment, organizational commitment and the overall productivity of the organization are influenced by JS.   

While there is a plethora of Western research to validate the impact of external and internal factors on teacher’s job satisfaction and organizational commitment, studies exploring job satisfaction from teachers’ perspectives and with employing phenomenological research are still emerging in UAE.

Motivational speech is an incredibly powerful method to help you get motivated to achieve success in your life. It will raise your spirits and make you feel that you can do anything that you put in your mind. Most of the people are going through tough times right now. They feel that they are not able to do anything with their lives.
Motivation is a sole art made into words which can be a compelling resource that goes beyond merely good speaking ability. The objective of it is to promote reflection or influence opinions by appealing to our sentiments. As in Martin Luther King’s Motivational Speech, “I have a dream” are excellent evidence that words can change the history of the world.

This qualitative study investigated the lived experiences of highly sensitive persons (HSPs) to better understand the way they experience careers.  Sensory processing sensitivity (SPS) is the underlying personality trait and is present in approximately 20 percent of the population, equally distributed across gender and racial lines.  SPS is considered a non-normative personality trait in some Western societies and subcultures.  Thus, many HSPs experience difficulty finding an appropriate match between innate temperament and career.   
This qualitative research perspective employed semi-structured interviews with 35 participants recruited through social media web sites and snowball sampling.  Participants in the study were primarily from the U.S., but also from five foreign countries.  Participants were chosen based on answers to a recruitment questionnaire and Elaine Aron’s HSP Self-Test.  Major findings reveal a complex, interwoven dynamic interplay between nine major themes: (1) empathy, (2) childhood’s influence, (3) self-care, (4) a rich inner life, (5) creativity, (6) high sensation-seeking, (7) the sociological perspective, (8) the experience of work, and (9) the integral being.  The significance of this study is that it is the first of its kind to investigate this topic in a systematic, scientific manner.

Organizations today need to create a setup at the workplace that makes the employees motivated, loyal, satisfied, and committed to strategic competence. Effective organizational intervention leads to greater satisfaction of the employees if they are provided rewards and extrinsic compensation like pay increments, bonuses, allowances, and grants along with job security and promotion opportunities. The employees feel satisfied and psychologically affiliated with their organizations if they found that their organizations value and reward their efforts which in turn serve as the competitive advantage in the long run.  The present study is an effort to investigate the impact of extrinsic rewards on job satisfaction in the telecom sector.

The most valuable, yet complex, resource for any organisation is its workforce and that
organisation must adopt certain strategies to maximize the strengths and minimize the
weakness of its workforce. The aim of this research is to focus on the impact of job
satisfaction and motivation at workplace.
This research infers that workforce motivation and job satisfaction affect negatively or
positively at workplace and the organisation must judge the relevance of the different theories
and apply multiple techniques to motivate and enhance the satisfaction level of the employees
in order to achieve productive use of resources, increased efficiency & output, achievement of
objectives, development of friendly relationship and stability at workforce.
The paper has three parts. The first part is about job satisfaction; its definition, factors
affecting the level of employee satisfaction and impact of job satisfaction at workplace.
The second part of the research is about employees’ motivation at workplace, its importance,
and examples of motivational theories that provided different techniques to motivate
employees.
The third part is about job satisfaction and motivation in practice at a government
organisation leading the ICT sector in one of GCC countries.

Mucho se ha escrito, hablado y debatido acerca de la importancia de la mediación y la resolución de conflictos dentro del mundo docente, pero dicho debate siempre se ha centrado en la mejora de la conflictología que pudiera existir en la convivencia entre alumnos, alumnos-profesores o alumnos y sus familiares o entornos cercanos; siempre teniendo como eje principal al alumnado y aspirando a una mejora del clima escolar y de influir positivamente en esas personas de temprana edad y en su construcción como mujeres y hombres adultos del mañana.
La responsabilidad del profesor se erige básica para dicha empresa, él marcará pautas y posibles caminos ante cualquier percepción o notoriedad de conflicto o problema entre sus estudiantes. Su actitud debe ser de orientador  y mediador para sus alumnos, es un ejemplo de adulto responsable y coherente y por ello debe disponer de las herramientas y las habilidades necesarias para llevar a cabo tan encomiable tarea. El equipo docente, liderados por la dirección,  debe estar cohesionado y saber trabajar conjuntamente por un bien común, la formación de sus alumnos y la correcta gestión de sus recursos para trabajar desde la responsabilidad como educadores.
Pero, ¿qué ocurre cuando dentro del mismo equipo docente no existe sintonía  y el conflicto aflora? Del mismo modo que en cualquier organización  o empresa en el mundo de la docencia el conflicto entre sus trabajadores puede surgir y enraizarse si no se ponen los medios necesarios, la diferencia reside en la peculiaridad de la tarea del docente, al profesor se le presuponen ciertas características que deben predisponerlo para su labor de “maestro”, de guía en el camino para sus alumnos, debe gozar de una madurez capaz de sobrellevar la carga que supone la formación de sus alumnos, que en muchos casos, en la actualidad, no solo se basa en conocimiento y saber académico sino en dar unas pautas para la vida y herramientas útiles para que sus alumnos puedan afrontar situaciones vitales presentes y futuras.
Tras muchos años dedicándome a la docencia en centros de educación secundaria, centros de formación a adultos y universidades tanto de España como del extranjero, he podido observar como en muchas ocasiones las propias disputas entre los profesores bloqueaban muchos intentos por gestionar problemas o cuestiones relativas a los centros educativos, o simplemente cualquier iniciativa quedaba solapada por las rencillas existentes y no afrontadas.  La dirección o los responsables de los centros educativos ya sean colegios, institutos, universidades, centros formativos…, en calidad de responsables de recursos humanos, deben poner atención a posibles conflictos entre sus docentes, pues resulta de suma importancia que los formadores sepan convivir y trabajar en equipo de un modo sensato y reflexivo con sus compañeros, colegas y superiores para poder también ayudar a los que son y serán sus estudiantes. El presente estudio se basa en enseñar a los que enseñan a convivir, respetarse y tolerarse desde la premisa de la madurez y la compresión, para ello se darán herramientas, medios y aplicaciones prácticas para poder gestionar posibles conflictos entre docentes, teniendo en cuenta la peculiaridad de sus tareas y de su quehacer como profesionales de la formación.
Se marcarán pautas de actuación e instrucciones prácticas para llevar a cabo mediaciones y negociaciones en los posibles casos de conflicto pues se deben poner todos los medios necesarios para intentar solucionar los problemas que existan entre los formadores para evitar males mayores, pues el eje de cualquier centro educativo radica en sus docentes, que son quienes con su saber educan y enseñan, por ello es básico que exista cohesión y una buena comunicación entre el equipo docente, que son educadores e instructores de personas que representan el futuro.

Employee motivation is a significant factor driving organizational success. It is imperative for leadership practitioners to understand how the culture and structure of the organization have an impact on the level of motivation experienced by all organizational members. The job of managers is not only to ensure they have the right organizational members in place; but also to keep these employees motivated so they can accomplish organizational goals. This essay examines some of the motivational factors leaders must understand in order to accomplish organizational goals. Particularly, the writer will briefly review the equity theory, the expectancy theory, the goal setting theory, and the self-efficacy theory; as well as their application to management practice.

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To improve performance, organizational leaders employ a host of methods; merit pay and incentive pay are two such methods.  However, both terms are often used interchangeably, causing confusion. The purpose of this short paper is to compare and contrast each reward system in order to provide greater clarity.

Studier i Sverige har visat att skådespelare rapporterar högre nivåer av upplevd stress, ångest och fysisk smärta än generell population, men lägre nivåer av psykisk ohälsa och depression. Studiens syften var att undersöka upplevd stress, coping och personlighetsdrag hos teaterarbetare och jämföra med generell population, samt utreda betydelsen av anställningsförhållanden och yrkesutövning för upplevd stress och coping. Brief COPE, Perceived Stress Scale och Swedish universities Scales of Personality användes. De 304 respondenterna självskattade högre nivåer av upplevd stress och neuroticism än generell population, men lägre nivåer av aggression. Yrkesutövning, anställningsförhållanden och coping hade ingen effekt på upplevd stress. Signifikanta skillnader avseende copingstrategier upptäcktes, där frilansande scenartister i högre utsträckning använde sig av både dysfunktionella och funktionella copingstrategier. Vidare forskning behövs för att klargöra vilka faktorer som fungerar som skydd mot stress hos olika individer, och omvärdera vilka kombinationer av copingstrategier som skapar effektiv stresshantering bland teaterarbetare.

Motivasi merupakan satu penggerak dari dalam hati seseorang untuk melakukan atau mencapai suatu tujuan. Motivasi juga bisa dikatakan sebagai rencana atau keinginan untuk menuju kesuksesan dan menghindari kegagalan. Dengan kata lain motivasi adalah sebuah proses untuk tercapainya suatu tujuan. Seseorang yang mempunyai motivasi berarti ia telah mempunyai kekuatan untuk memperoleh kesuksesan dalam hidup.

The paper discusses the issues attitudes towards work of the young generation-students from Visegrad (V4) countries. The young generation of V4 countries is the first generation whose reality is based on the laws of capitalism, with all the opportunities and threats presented by this system, also in the employment domain. The paper first presents the concept of attitudes, specially attitudes towards work. An analysis was carried out on the basis of empirical research, with the use of auditorium survey, within the framework of the Visegrad Standard Grant 1. In our paper will be analized three components attitudes toward work: cognitive, affective and behavioural. During the analysis following questions will be answered: What is the students' knowledge about getting a job? What is the value of work in their lives? What is their work experience? The differences and similarities between young generation in certain countries will be pointed out.

Skills development is imperative to sustaining traditional growth and development in a country like India which is experiencing a demographic dividend. It is a huge challenge not only for the government, but also for the private sector and educational institutions to rise up and specialize to make the country's youth employable and ensure that there is no mismatch between demand and the offer. This study examines the role of Deen Dayal Upadhyay Grameen Kaushalya Vikas Yojana (DDU-GKY) in the development of rural youth in the Haryana State. Secondary data (2015-2021) were used for the study. The results show that the interest of the population towards DDU-GKY and the interns recruited has greatly diminished, which is a matter of concern.

The purpose of the present study is to look at the relationship between Job Satisfaction (JS) and Organization Citizenship Behaviour (OCB) among Junior executive employees who works in Public banks.
The job satisfaction is the key ingredient that leads to recognition, income, and promotion, the achievement of other goals that lead to a feeling of fulfilment and organizational citizenship Behaviour. Organizations could not prosper without their members behaving as good citizens by engaging in all sorts of positive Behaviour. 110 employees from banking sector have selected as sample for the study.
The main objective of the study was to find out impact of Job Satisfaction on Organization Citizenship Behaviour among the employees of pubic banks in Jaffna district. There were two main hypotheses stated which H1: Job Satisfaction positively relates with Organization Citizenship Behaviour (OCB); H2: Job Satisfaction (JS) has an impact on Organization Citizenship Behaviour (OCB). The SPSS 16.0 version was used to analyzing. HI observed that there is a positive relationship between Job Satisfaction and Organization Citizenship Behaviour. The correlation value is .313**and which is significant at the levels of 0.01%. According to the output hypothesis is accepted. Thus, in this research, OCB is defined as being composed of 5 main dimensions, namely, 1) Altruism; 2) Civic Virtue; 3) Sportsmanship; 4) Conscientiousness and 5) Courtesy. Based on the multiple regression analysis, it is found that Job Satisfaction has 9.8% impact on Organizational Citizenship Behaviour. It shows the low impact of independent variable on dependent variable.
Keywords: Job Satisfaction, Organizational Citizenship Behaviour