The document discusses conducting a survey of construction workers' motives. It begins by defining intrinsic and extrinsic motivation. It then outlines Maslow's hierarchy of needs theory and Herzberg's two-factor theory as approaches to understanding motivation. The document goes on to describe developing and administering a questionnaire to survey construction workers' motivations, analyzing the results using SPSS, and determining the survey had high reliability. Key findings were that timely salary payments, innovation, and promotions were the top motivators. The conclusions call for future studies with improved questionnaire design and larger samples.
Frederick Herzberg’s two factor theory - to what extent is money a motivator? Zil Shah
The two-factor theory is also known as Herzberg's motivation-hygiene theory and dual-factor theory. The two factor theory states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction. It was developed by psychologist Frederick Herzberg, who theorized that job satisfaction and job dissatisfaction act independently of each other.
Frederick Herzberg conducted a study. He interviewed 200 accountants and engineer. He asked them to think of a time when they felt good at their jobs and a time when they felt bad about their jobs and then to describe conditions which leads to such feelings. Researchers concluded that factor responsible for job satisfaction is different form factor that leads to dissatisfaction. Job satisfaction and job dissatisfaction are different from each other’s. Absence of job satisfaction does not mean in job dissatisfaction but it is no job satisfaction.
The factors are classified as follows:
Motivational Factors
Hygiene\ Maintenance Factors
1.Motivational Factors:
These factors are related to nature of work, job content and are intrinsic to job itself. These factors have a positive influence on morale, satisfaction, efficiency and higher productivity. Some of these factors are achievement, recognition, responsibility, advancement, work itself and possibility of growth.
2.Hygiene Factors:
These factors are related to job context and are extrinsic to job. Hygiene factors do not motivate people. They simply prevent dissatisfaction and maintain status quo. They produce no growth but prevent loss. The absence of company policy, administration, status, job security, salary, relations with subordinates and supervisors, work condition, peer relations and personal life.
A company is facing high attrition rate. The major concerns being motivation and attitude of the employees.
There might be no clear links between attitude and attrition, in this study we will try to assume some attitudes of employees that could lead to attrition in an organisation. And also discuss some motivational measures that could be used to reduce the attrition rate in the company.
Gallup reviewed data from 263 research studies across 192 organizations to determine the organizational outcomes of employee engagement. The results showed that having engaged employees consistently results in strong business benefit in all 9 indicators studied: customer loyalty/engagement, profitability, productivity, turnover, safety incidents, shrinkage, absenteeism, patient safety incidents, and quality (defects).
Prezentare Doru Dima 2 - The Leader’s Guide to Motivating Employees Without M...Computaris
Prezentare Doru Dima 2 - The Leader’s Guide to Motivating Employees Without Money
Conferinta Internationala "Great People Choose Best Practices", editia a VIII-a, 5-7 octombrie 2011, Brasov
Sursa: Profiles International
Frederick Herzberg’s two factor theory - to what extent is money a motivator? Zil Shah
The two-factor theory is also known as Herzberg's motivation-hygiene theory and dual-factor theory. The two factor theory states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction. It was developed by psychologist Frederick Herzberg, who theorized that job satisfaction and job dissatisfaction act independently of each other.
Frederick Herzberg conducted a study. He interviewed 200 accountants and engineer. He asked them to think of a time when they felt good at their jobs and a time when they felt bad about their jobs and then to describe conditions which leads to such feelings. Researchers concluded that factor responsible for job satisfaction is different form factor that leads to dissatisfaction. Job satisfaction and job dissatisfaction are different from each other’s. Absence of job satisfaction does not mean in job dissatisfaction but it is no job satisfaction.
The factors are classified as follows:
Motivational Factors
Hygiene\ Maintenance Factors
1.Motivational Factors:
These factors are related to nature of work, job content and are intrinsic to job itself. These factors have a positive influence on morale, satisfaction, efficiency and higher productivity. Some of these factors are achievement, recognition, responsibility, advancement, work itself and possibility of growth.
2.Hygiene Factors:
These factors are related to job context and are extrinsic to job. Hygiene factors do not motivate people. They simply prevent dissatisfaction and maintain status quo. They produce no growth but prevent loss. The absence of company policy, administration, status, job security, salary, relations with subordinates and supervisors, work condition, peer relations and personal life.
A company is facing high attrition rate. The major concerns being motivation and attitude of the employees.
There might be no clear links between attitude and attrition, in this study we will try to assume some attitudes of employees that could lead to attrition in an organisation. And also discuss some motivational measures that could be used to reduce the attrition rate in the company.
Gallup reviewed data from 263 research studies across 192 organizations to determine the organizational outcomes of employee engagement. The results showed that having engaged employees consistently results in strong business benefit in all 9 indicators studied: customer loyalty/engagement, profitability, productivity, turnover, safety incidents, shrinkage, absenteeism, patient safety incidents, and quality (defects).
Prezentare Doru Dima 2 - The Leader’s Guide to Motivating Employees Without M...Computaris
Prezentare Doru Dima 2 - The Leader’s Guide to Motivating Employees Without Money
Conferinta Internationala "Great People Choose Best Practices", editia a VIII-a, 5-7 octombrie 2011, Brasov
Sursa: Profiles International
How can satisfaction in the workplace be fixed and/or improved? Both employees and employers can take action to increase their job satisfaction. Commitment from both sides leads to understanding and improvement in the workplace. O.C. Tanner provides 5 tips for each to help increase employee satisfaction and retain top talent.
We have made a presentation on 'Job Dissatisfaction'. We made a 'Pareto chart' that shows the statistics of the various reason of job dissatisfaction. One of us has a family business. So we spoke to the people working in his firm about whether they are dissatisfied with their jobs or no. And if they are not satisfied with their job then we asked them the reason about their dissatisfaction. We took a count of these people and using this statistics we made the pareto chart.
Team Members:
Sairaj Hemachandran
Nishka Vikas Gulati
Employee Engagement Best Practices: Survey Process Tips to Improve Trust, Acc...Qualtrics
To view the on-demand webinar for this presentation see the below link: https://success.qualtrics.com/survey-process-tips-watch.html?utm_source=slideshare
Measuring employee engagement can drive positive organizational change and increase revenue, retention, and overall productivity. However, mismanaging your employee engagement program can actually decrease trust, accountability, and empowerment amongst employees.
Join Qualtrics and Sarah Marrs, Employee Engagement Specialist, as we discuss common pitfalls that undermine engagement programs along with some practical tips to ensure a successful experience.
JOB SATISFACTION, THEORIES, CONSEQUENCES, STRATEGIES, AND THEIR ATTRIBUTES IN...IAEME Publication
Job satisfaction is a complex phenomenon that can be variably interpreted. It is the absence of pain, oppressiveness and intolerance and also indeed enjoyment of work. It is one of the most enduring elusive constructs used in the study of industrial relations. Job satisfaction studies are based on emotional response of employees which is related with some socio cultural, organizational and personal factors variables like pay promotion, supervision, benefits, contingent rewards, operating procedures, co-workers, nature of work, working condition, social status etc., This paper is mainly highlights for Personal Characteristics, Theories, Two Levels, Five Step Method, Three Dimensions, Components, Consequences, Causes, Employee Satisfaction Determinants, tips, Facets, Intrinsic Vs. Extrinsic Work Values, Application, Strategies, Attributes and so on.
The founder of this hierarchy of human need theory is Psychologist Mr. Abraham Harold Maslow in 1943. His theory is one of the most popular and widely use theory of motivation. Maslow's theory is based on the Hierarchy of Human Needs. Maslow subsequently extended the idea to include his observations of humans' constitutional inquisitiveness.
How can satisfaction in the workplace be fixed and/or improved? Both employees and employers can take action to increase their job satisfaction. Commitment from both sides leads to understanding and improvement in the workplace. O.C. Tanner provides 5 tips for each to help increase employee satisfaction and retain top talent.
We have made a presentation on 'Job Dissatisfaction'. We made a 'Pareto chart' that shows the statistics of the various reason of job dissatisfaction. One of us has a family business. So we spoke to the people working in his firm about whether they are dissatisfied with their jobs or no. And if they are not satisfied with their job then we asked them the reason about their dissatisfaction. We took a count of these people and using this statistics we made the pareto chart.
Team Members:
Sairaj Hemachandran
Nishka Vikas Gulati
Employee Engagement Best Practices: Survey Process Tips to Improve Trust, Acc...Qualtrics
To view the on-demand webinar for this presentation see the below link: https://success.qualtrics.com/survey-process-tips-watch.html?utm_source=slideshare
Measuring employee engagement can drive positive organizational change and increase revenue, retention, and overall productivity. However, mismanaging your employee engagement program can actually decrease trust, accountability, and empowerment amongst employees.
Join Qualtrics and Sarah Marrs, Employee Engagement Specialist, as we discuss common pitfalls that undermine engagement programs along with some practical tips to ensure a successful experience.
JOB SATISFACTION, THEORIES, CONSEQUENCES, STRATEGIES, AND THEIR ATTRIBUTES IN...IAEME Publication
Job satisfaction is a complex phenomenon that can be variably interpreted. It is the absence of pain, oppressiveness and intolerance and also indeed enjoyment of work. It is one of the most enduring elusive constructs used in the study of industrial relations. Job satisfaction studies are based on emotional response of employees which is related with some socio cultural, organizational and personal factors variables like pay promotion, supervision, benefits, contingent rewards, operating procedures, co-workers, nature of work, working condition, social status etc., This paper is mainly highlights for Personal Characteristics, Theories, Two Levels, Five Step Method, Three Dimensions, Components, Consequences, Causes, Employee Satisfaction Determinants, tips, Facets, Intrinsic Vs. Extrinsic Work Values, Application, Strategies, Attributes and so on.
The founder of this hierarchy of human need theory is Psychologist Mr. Abraham Harold Maslow in 1943. His theory is one of the most popular and widely use theory of motivation. Maslow's theory is based on the Hierarchy of Human Needs. Maslow subsequently extended the idea to include his observations of humans' constitutional inquisitiveness.
Employee Motivation 101: 5 HR Tips for ManagementKashish Trivedi
Employee motivation is a complex thing and something most HR professionals have struggled with at some point.
If you’re wondering how to increase employee satisfaction, productivity, and, in turn, business outcomes, you’re not alone.
Psychologists have long debated this topic, and their findings provide a gateway to effective employee management.
In this blog post, we’ll explore the psychology behind employee motivation and dive into the solutions that will make your employees thrive.
Running Head METHODS1METHODS2Walden S.docxcowinhelen
Running Head: METHODS 1
METHODS 2
Walden Sports: Methods Section Comment by dpeck: It is a bit confusing but use the final paper temaple title page going forward for the assignments.
Michael A. Leonard
Walden University
IPSY 8579
Job Attitudes, Measurement, & Change
Professor Deborah Peck
March 27, 2017
Walden Sports: Methods Section
Introduction
The success or failure of an organization is evaluated by measurement of job satisfaction, organizational commitment and the job involvement of the employees in the various activities and processes that the organization undertakes. If the relationship between the employees and the organization is healthy to the extent that their attitude towards job involvement and organization commitment is positive, then it is possible to conclude that the organization will be successful. A company can be successful with regards to its expansion, the creation of new ventures, the establishment of new branches and realization of profits, but if its employees lose the focus. Then, the productivity will go down, and the tempo of workflow is deemed to go down, and thus they begin to look for new ventures or even if they stay, they will be less motivated to work. Thus, an organization has to ensure that it carries out a job diagnostic survey to establish whether the employees are happy and motivated. Comment by dpeck: I am not sure I agree with this statement but that is okay for now. Comment by dpeck: I don't think you meant to end the sentence here? If not, you will end up with a run-on sentence so you need to break it up anyway. Comment by dpeck: I am struggling with a definitive discussion liek this when there are no citations or literature to lean on - so how are you making these statements as fact? Comment by dpeck: Maybe soften it and 'advise' rather than 'has to ensure'
Walden Sports is a company that has been in existence for a while and has undergone tremendous transformations and changes in its operations something that is associated with its success. The company's success, on the other hand, brought up an unexpected change that became a concern to the Chief Executive Officer. The success brought about a sharp decrease in the productivity and a rise in absenteeism of the employees from their workstations and performance of roles. The CEO even stated that the employees looked more orf less energized as opposed to the previous situations when they used to have the vigor for their duties. They didn’t look motivated to work as they used to be initially and the ones who would stay back to aid the others who had a workload in completing their tasks stopped. The employees even stopped attending the activities that were aimed at boosting their morale at the company. Thus, the task of this discussion is to identify the source of this change and how it can be combated by evaluating the factors in a procedural manner in which a job diagnostic survey instrument is to be used to gather information ...
A good company gives an opportunity for employees to develop their creativity through new ideas of employees. Any opinions, thoughts or ideas are the results of ideas. There is a process of reflection on an opinion or an idea that emerged at the head of the employee. But not all employees who have a brilliant idea. There are some among them who are not motivated to have a good performance. Three factors influence the employee reputation. Performance, motivation, and job training are the essential things to do by the company to raise the reputation. Each employee level can be calculated by Profile Matching method. It produces the value of each employee or ranks them in ascending or descending order. The benefit to the company is they can promote the best employees in particular period.
Measurement is the first step that leads to control and eventually to improvement. If you cannot measure something, you cannot understand it. If you cannot understand it, you cannot control it. If you cannot control it, you cannot improve it.” ― H. James Harrington
Workplace surveys are one of the most common tools used to sense employee pulse and learn what is important to employees. They are generally used to measure satisfaction levels, concerns, and confidence at work. Surveys provide hidden insights on specific as well as broad issues that go unnoticed by the management.
However, conducting a survey is only the first step towards greater engagement. The biggest failure of a survey happens when a survey is conducted before any action is taken for the last survey conducted. Creating a plan to act on the results and implement changes that are visible to others is equally important.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
2. CONDUCT A SURVEY OF CONSTRUCTION
OPERATIVES’ MOTIVES
Project Advisor: Engr Shahzad Rasool
3. Group Members
Zohaib Hassan B-15077
M. Zohair B-15086
Adnan Ahmad B-15201
Owais Rauf B-15571
Nazir Zada B-16110
4. Motivation
Motivation is the word derived from the word
“motive” which means needs, desires, wants or
drives within the individuals. It is the process of
stimulating people to actions to accomplish the
goals. In the work goal context the psychological
factors stimulating the people’s behavior can be
desire for money, success, recognition, job-
satisfaction, team work, etc.
Motivation - Intrinsic and Extrinsic
A person is motivated to do what they do because of
extrinsic and intrinsic factors. This means that a
person could be motivated by factors within a
person or a person could be influenced by external
forces.
5. Intrinsic Motivation
Intrinsic motivation involves engaging in a
behavior because it is personally rewarding;
essentially, performing an activity for its own
sake rather than the desire for some external
reward.
Examples:
Participating in a sport because you find the
activity enjoyable
Solving a word puzzle because you find the
challenge fun and interesting
Playing a game because you find it exciting
6. Extrinsic Motivation
Extrinsic motivation occurs when we are motivated
to perform a behavior or engage in an activity in
order to earn a reward or avoid a punishment. This
type of motivation is everywhere and frequently
used within society throughout your lifetime. When
you are motivated to behave, achieve, learn or do
based on a highly regarded outcome, rather than for
the fun, development or learning provided within an
experience, you are being extrinsically motivated.
Examples:
Studying because you want to get a good grade
Participating in a sport in order to win awards
7. Importance of Motivation
Motivation is important because it is the
psychological catalyst, employees and owners
require reaching the goal.
Motivation is important in construction because
it impacts mental and physical human reactions.
Highly-motivated individuals and staff have a
willingness to get the job done efficiently and
effectively, resulting in higher productivity,
increased revenue, cost savings and satisfied
employees and owners.
8. Employee Motivation
Employee motivation in construction industry has been in the
interest of many scholars and researchers for many years. The
performance of workers in construction organizations can be
judged by the hard work, alertness, their attitude of working
and the way they conduct and do their jobs.
The success of companies in construction industry depends
on how well managers and leaders in this type of organization
manage workers who actually carry out task on their behalf.
This means that the most important asset of companies in
construction industry is its employees. This is because for the
company to get a high level of organizational outcome, they
must provide good leadership skills for managers who will be
responsible for not only management jobs, but also to
increase capabilities and productivity of their employees.
10. Maslow’s Hierarchy Of Needs Theory
Maslow Argues that each levels in needs
hierarchy must be substantially satisfied before
the next need becomes dominant.
An individual moves up the needs hierarchy from
one level to the next.
He considered psychological and safety
needs(lower order needs)
He considered social, esteem, self actualization
needs (higher order needs)
Lower order needs are predominantly satisfied
externally
Higher order needs are satisfied internally
12. Maslow’s Hierarchy Of Needs in
Construction Firms
Maslow's hierarchy of needs can help
managers of construction firms to know how
they can apply the idea of the model into the
existing motivation strategies and techniques
in order to influence their workers to give
their greatest contribution towards the
assigned tasks and to make them feel like
staying with the company for a long-term
span. For example, workers who have
children may want a good package pay with
annual holiday to spend time with their
families.
13. Herzberg’s Two-Factor Theory
Also Called motivation hygiene theory.
Two Factor Theory states that there are certain
factors in the workplace that cause job
satisfaction, while a separate set of factors cause
dissatisfaction.
Satisfaction:
which is mostly affected by the "motivator factors".
Motivation factors help increase the satisfaction but
aren't that affective on dissatisfaction.
14. Herzberg’s Two-Factor Theory
Dissatisfaction:
Is the results of the "hygiene factors". These
factors, if absent or inadequate, cause
dissatisfaction, but their presence has little effect
on long-term satisfaction.
15. Herzberg’s Two-Factor Theory
Motivators:
which give positive satisfaction, arising from intrinsic conditions of
the job itself, such as recognition, achievement, or personal growth.
Hygiene factors:
which do not give positive satisfaction, although dissatisfaction
results from their absence.
16. Development of Questionnaire
Questionnaire development has three, sometimes
conflicting, objectives.
1. A questionnaire must facilitate the collection of the
data needed to answer the research questions, which
requires the data to be valid, reliable and relevant.
2. The survey must be as user-friendly and convenient
as possible for the respondent and interviewer.
3. It must be possible to develop process and modify
questionnaires efficiently. It may be important to be
able to respond rapidly to events and changing
circumstances, not only for new themes, but also
where revision is needed because of changes in
legislation
17. Development of Questionnaire used in this Project
We have developed the questionnaire by
following steps
Fist of all we selected the motivating factors
from literature.
We developed questions according to each
motivating factor.
Questions are such that these can target the
employees in organization.
All the basic and important motivating factors
are covered in the questionnaire.
Scale used in this questionnaire is Likert Scale.
18. How to fill the Questionnaire
1.Please answer all questions.
2. Please complete the questionnaires honestly and by
yourself.
3. Please fill in the following questionnaire on the basis of
the facts of your organization.
4. Please (√) box for selection of options.
5. It will take about 10 minutes or less to fill.
6. If you have questions or if anything is unclear, please
don’t hesitate to ask.
7. 1 = Strongly Disagree 10 = Strongly Agree
19. Questionnaire
Do on time salary credits greatly influence your
performance?
Does innovation, influence your performance?
Does promotion affect your performance?
Do the salary increments given to you motivate
you?
Does involvement in decision making enhance
your performance?
20. Questionnaire
Does the work itself motivate you?
Does the company prestige affect your
performance?
Does the visibility with top management
is important to you?
Does good supervision enhance the
efficiency of your work?
Are you satisfied with working
environment in your organization?
21. SPSS
It is a software used for data analysis in
business research. Can be used for:
◦ Processing Questionnaires
◦ Reporting in Tables and Graphs
◦ Analyzing
SPSS comes into picture after data has been
collected by lets say: questionnaires
Translate the Questionnaire into codes and
enter data in SPSS
22. Reliability
The ability of a system or component to perform
its required functions under stated conditions for a
specified period of time. Reliability is
theoretically defined as the probability of success
(Reliability=1-Probability of Failure)
Objectives of reliability:
i. To apply engineering knowledge and specialist
techniques to prevent or to reduce the likelihood
or frequency of failures.
ii. To identify and correct the causes of failures
that do occur despite the efforts to prevent them.
23. Reliability
To determine ways of coping with failures that do
occur, if their causes have not been corrected.
To apply methods for estimating the likely
reliability of new designs, and for analyzing
reliability data.
Cronbach's Alpha (α):
Cronbach's alpha is the most common measure
of internal consistency ("reliability"). It is most
commonly used when you have multiple Likert
questions in a survey/questionnaire that form a
scale and you wish to determine if the scale is
reliable.
24. Reliability
The value of Cronbach’s Alpha obtained by
reliability analyses using SPSS is 0.923. which
shows data is very reliable.
27. Conclusions
In our survey the motivator “on time salary” gets
the highest percentage by the participants as a top
motivator while surprisingly “innovation” ranked
second by the participants among the top
motivators which a good sign is showing that
peoples mind is accepting the new challenges of
modern era. The third one among the top
motivators is promotion which is not much
surprising as everyone wants to get promoted in
his professional life. While number four on the list
is “salary increments” as participants see salary
increments as a highly rank motivator.
28. Conclusions
Number five motivator is ”involvement in
decision making”, involvement in decision
making shows that management respects
employees’ opinion which in return increase
employees’ efficiency. Next motivator is “work
itself” which refers towards the type of work as
the famous saying, “choose the job you love and
you will never have to work for a single day in
your life”, and describes it beautifully. Next
motivator is “company’s prestige” which shows
employees takes company’s prestige seriously.
Next top ranked motivators are “visibility with
management”, “good supervision”, “and working
environment” and so on.
29. Future Recommendations
Questions can be arranged into various groups
those can be analyzed by SPSS and will give more
accurate results.
Number of participants can be increased in order
to get more responses
Lower ordinate can be included in the survey.
Comparison can be carried out between the
responses from higher management and lower
ordinate
General rules of preparing questionnaire should
be followed while preparing the questionnaire.