Employee motivation
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This document provides a literature review on employee motivation. It discusses several ways that companies can motivate employees, such as through corporate social responsibility activities, making work challenging, providing recognition and support, job security, promotions, and corporate volunteering opportunities. Effective leadership can also motivate employees. Motivation is important for employees to develop skills and knowledge and for companies to benefit from increased work performance. Motivation can come from various factors and different employees may be motivated by different things.
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Employee motivation abstract
Employee motivation is necessary to increase employee performance and help organizations achieve their objectives. As personnel management's basic job is to effectively utilize human resources, managers must motivate employees by ensuring their needs and aspirations are satisfied through their work. Motivation involves harnessing employees' latent needs in a way that benefits the organization. It is crucial for managers to motivate subordinates and create a willingness to work, as nothing can be achieved if employees are unwilling despite their capabilities. Managers must appropriately use motivation techniques to enthuse employees to follow them.
7 Questions About Employee Motivation
7 Questions About Employee Motivation. Questions for discussion purposes about the impacts of different motivation techniques in the work place.
Employee, Employer, Motivation, Motivation Techniques, Employee Motivation, Impact, Employee, Employer, Questions, Challenges, Employee Types, Organisational Behaviour, Organizational Behavior, Effectiveness, Organizations, Management, Study, Education, Orientation to Work, OB.
How to build employee motivation
The document provides 4 tips for building employee motivation according to Solomon Vijayanand, a Chief Enabling Officer with over 30 years of experience in training and consulting. The tips are to praise employees openly for their efforts and results, invest time to understand individual strengths and passions through one-on-one sessions, empower employees by giving them freedom to make decisions and feel part of projects, and reward employees with both monetary and non-monetary rewards.
Motivating employees
This document discusses employee motivation. It defines motivation and discusses theories of motivation like Theory X and Theory Y. It also discusses intrinsic and extrinsic motivation factors. The document outlines different motivation theories like ERG theory and discusses how satisfying employee needs, offering growth opportunities, and recognizing achievements can improve motivation. It emphasizes the importance of motivation for achieving organizational goals and reducing attrition. It also discusses how managers can motivate employees by fostering bonding, leveraging incentives, and serving as role models of engaged behavior.
EMPLOYEE MOTIVATION
Motivation is important for both employees and organizations. There are intrinsic and extrinsic factors that motivate individuals, and different people are motivated by different things. As a manager, building trust and motivating employees is key to retaining talent. Companies like Google, HCL, TCS and Wipro implement various motivational techniques focused on trust, growth opportunities, rewards and a positive work culture to maximize employee performance and loyalty. These include empowering employees, listening to feedback, offering training and benefits. Motivation unleashes human potential and is vital for organizational success.
Employee retention and motivation
1) Employee retention is important for organizations to reduce turnover rates and costs. However, to reduce rates, organizations must understand the main reasons why employees leave, such as feeling undervalued, lack of career growth opportunities, and poor management.
2) There are several theories that aim to explain what motivates employees. Maslow's hierarchy of needs suggests that lower level needs must be met before higher level needs can motivate. Herzberg's two-factor theory separates motivators like achievement and recognition from hygiene factors like salary and job security.
3) Effective leaders can motivate employees by recognizing individual needs, encouraging growth, acting as a role model, and involving employees in decisions that affect their work. Regular feedback and
Employee motivation FOR MBA FROJECT
This document provides an introduction to a study on employee motivation. It includes definitions of motivation, the importance of motivation, what motivates employees, frameworks and types of motivation. Key points discussed include the need to align employee and organizational goals, understanding what motivates each individual employee, and that supporting motivation is an ongoing process not a single task. Intrinsic motivators like empowerment, growth and purpose are highlighted as particularly effective. The document lays out the background and context for a research study on employee motivation.
A Study of Employee Motivation in Organization
Employee Motivaton is the key factor to help up the
capacity of an association. In the globalization stage, each
organization needs to continue itself in a furiously focused
market. Representatives are the fundamental elements to show
the business objectives into the real world. Subsequently, in
the present world each association attempts to deal with its
human asset office to keep its representatives inspired. In that
specific circumstance, some of the administration speculations
have been rehearsing by them. Business work or their
presentation in the market can be assessed by surveying the
degree of inspiration of representatives. Inspiration can
assume a lead job to get the expert achievement in each
budgetary year in a less exertion way.
While trying to find what inspires representatives,
representative inspiration inquire about papers report that
what spurs laborers today is fundamentally connected to the
qualities and objectives of the person. Starting in the 1970's, it
appears that there was a sensational move in the qualities and
needs of the ordinary laborer. As individuals turned out to be
progressively taught and the economy saw a sharp decay of
the Protestant hard working attitudes, what representatives
needed from their managers changed also.
Recommended
Employee motivation abstract
Employee motivation is necessary to increase employee performance and help organizations achieve their objectives. As personnel management's basic job is to effectively utilize human resources, managers must motivate employees by ensuring their needs and aspirations are satisfied through their work. Motivation involves harnessing employees' latent needs in a way that benefits the organization. It is crucial for managers to motivate subordinates and create a willingness to work, as nothing can be achieved if employees are unwilling despite their capabilities. Managers must appropriately use motivation techniques to enthuse employees to follow them.
7 Questions About Employee Motivation
7 Questions About Employee Motivation. Questions for discussion purposes about the impacts of different motivation techniques in the work place.
Employee, Employer, Motivation, Motivation Techniques, Employee Motivation, Impact, Employee, Employer, Questions, Challenges, Employee Types, Organisational Behaviour, Organizational Behavior, Effectiveness, Organizations, Management, Study, Education, Orientation to Work, OB.
How to build employee motivation
The document provides 4 tips for building employee motivation according to Solomon Vijayanand, a Chief Enabling Officer with over 30 years of experience in training and consulting. The tips are to praise employees openly for their efforts and results, invest time to understand individual strengths and passions through one-on-one sessions, empower employees by giving them freedom to make decisions and feel part of projects, and reward employees with both monetary and non-monetary rewards.
Motivating employees
This document discusses employee motivation. It defines motivation and discusses theories of motivation like Theory X and Theory Y. It also discusses intrinsic and extrinsic motivation factors. The document outlines different motivation theories like ERG theory and discusses how satisfying employee needs, offering growth opportunities, and recognizing achievements can improve motivation. It emphasizes the importance of motivation for achieving organizational goals and reducing attrition. It also discusses how managers can motivate employees by fostering bonding, leveraging incentives, and serving as role models of engaged behavior.
EMPLOYEE MOTIVATION
Motivation is important for both employees and organizations. There are intrinsic and extrinsic factors that motivate individuals, and different people are motivated by different things. As a manager, building trust and motivating employees is key to retaining talent. Companies like Google, HCL, TCS and Wipro implement various motivational techniques focused on trust, growth opportunities, rewards and a positive work culture to maximize employee performance and loyalty. These include empowering employees, listening to feedback, offering training and benefits. Motivation unleashes human potential and is vital for organizational success.
Employee retention and motivation
1) Employee retention is important for organizations to reduce turnover rates and costs. However, to reduce rates, organizations must understand the main reasons why employees leave, such as feeling undervalued, lack of career growth opportunities, and poor management.
2) There are several theories that aim to explain what motivates employees. Maslow's hierarchy of needs suggests that lower level needs must be met before higher level needs can motivate. Herzberg's two-factor theory separates motivators like achievement and recognition from hygiene factors like salary and job security.
3) Effective leaders can motivate employees by recognizing individual needs, encouraging growth, acting as a role model, and involving employees in decisions that affect their work. Regular feedback and
Employee motivation FOR MBA FROJECT
This document provides an introduction to a study on employee motivation. It includes definitions of motivation, the importance of motivation, what motivates employees, frameworks and types of motivation. Key points discussed include the need to align employee and organizational goals, understanding what motivates each individual employee, and that supporting motivation is an ongoing process not a single task. Intrinsic motivators like empowerment, growth and purpose are highlighted as particularly effective. The document lays out the background and context for a research study on employee motivation.
A Study of Employee Motivation in Organization
Employee Motivaton is the key factor to help up the
capacity of an association. In the globalization stage, each
organization needs to continue itself in a furiously focused
market. Representatives are the fundamental elements to show
the business objectives into the real world. Subsequently, in
the present world each association attempts to deal with its
human asset office to keep its representatives inspired. In that
specific circumstance, some of the administration speculations
have been rehearsing by them. Business work or their
presentation in the market can be assessed by surveying the
degree of inspiration of representatives. Inspiration can
assume a lead job to get the expert achievement in each
budgetary year in a less exertion way.
While trying to find what inspires representatives,
representative inspiration inquire about papers report that
what spurs laborers today is fundamentally connected to the
qualities and objectives of the person. Starting in the 1970's, it
appears that there was a sensational move in the qualities and
needs of the ordinary laborer. As individuals turned out to be
progressively taught and the economy saw a sharp decay of
the Protestant hard working attitudes, what representatives
needed from their managers changed also.
The importance of motivation
The document discusses several topics related to motivation and organizational culture. It provides advice on launching ideas and strategies to benefit the organization, aligning employees to create a good work culture, fostering job security to promote retention, and laying the foundation for a successful organization to achieve better results. It also discusses the importance of reward structures, leadership styles, organizational climate, employee bonding, matching job roles to individual motivations, and not discouraging slow progress.
Employee Motivation
The document discusses an employee motivation model called the 4-Drive Model developed by Lawrence and Nohria. The model proposes that there are four core drives that motivate employees: acquire, bond, comprehend, and defend. The document suggests that employers can impact each of these four drives through strategies like reward systems, culture, job design, and protecting reputation in order to improve employee motivation, focus, effort, retention, creativity, and persistence.
10 Ways to Boost Employee Morale
This document outlines 10 ways to boost employee morale: 1) Have a cause for the company beyond just work, 2) Give employees respect, 3) Empower employees to take on responsibilities without being told, 4) Ensure employees know their clear duties, 5) Celebrate accomplishments, 6) Acknowledge goal achievements, 7) Offer perks and benefits, 8) Seek honest feedback from employees, 9) Foster a fun work culture, and 10) Apply these tactics consistently over time. The overall message is that communicating purpose and recognizing contributions helps boost morale.
15 interesting dissertation topics on employee motivation
This bachelor thesis is focused on the relationship between intrinsic and extrinsic motivation and
employee performance. The thesis is a literature research and thus a review by the work of others.
In earlier research on this topic conducted by Vroom (1964) was concluded that a positive
correlation between motivation and performance did not exist. However, later research proved
that it is indeed possible to motivate employees intrinsically and extrinsically to perform well. It
appears that when the organisation provides certain job characteristics, employees can be
motivated to perform well in the organisation. And it also appeared that intrinsic factors have
more effect on the relationship than extrinsic factors.
employee motivation
This document discusses the importance of employee motivation. It defines motivation as the drive that impels individuals to work and notes that motivated employees want to work and perform effectively. The document outlines several benefits of motivation including: putting human resources to action by building willingness to work; improving employee efficiency and productivity; leading to achievement of organizational goals; building friendly relationships between employees and management; and leading to stability in the workforce. Overall, the key point is that employee motivation is important for organizations to maximize performance and achieve their goals.
Honda mba project
This document provides an introduction to employee motivation. It begins with definitions of motivation and discusses key aspects of motivating employees, including aligning organizational and employee goals. The importance of motivation is then outlined, noting that it puts resources to work, improves efficiency, leads to achieving goals, builds relationships, and provides workforce stability. Understanding what motivates individual employees is emphasized as critical to supporting their motivation.
Employee morale
The document discusses the importance of promoting employee morale. Unhappy employees cost organizations money through lost productivity, lower sales, and increased turnover. While competing with companies like Google may be difficult, maintaining morale does not need to be expensive. Small investments like thanking employees, ensuring a respectful workplace, addressing concerns, allowing input and flexible scheduling, and supporting community involvement can encourage workers and benefit the organization. Checking how top companies support morale may reveal inexpensive ideas.
Motivation of employees
This document discusses employee motivation and techniques for motivating employees. It defines employee motivation as the internal drive that determines an employee's effort, direction, and persistence at work. Some motivation techniques discussed include job enlargement, job rotation, job enrichment, and job simplification. The document also discusses how employers can encourage motivation by providing a work environment that fulfills employee needs and expectations through communication, recognition, involvement, and attention to employee relations issues. Motivation is influenced by biological, intellectual, social and emotional factors and exists in every employee through their interests, people and goals.
Employee Motivation
The document discusses employee motivation and how companies can motivate their employees. It defines motivation as a need or desire that causes a person to act or be enterprising. From an employer's perspective, motivation increases productivity and loyalty. The document outlines personal motivators for employees like feeling they contribute, receiving praise, respect from colleagues, and meaningful work. It also states that good management is necessary for any organization to motivate employees. Specific motivational techniques discussed include celebrating milestones, providing support and recognition, cross-training opportunities, and involving employees in decisions. Nestle is highlighted as a company that motivates employees through competitive salaries and benefits, family celebrations, and providing more facilities than competitors.
Employees Assignment Help
The employees are the backbones of a company and thus it is essential that the company motivates them to work harder and succeed. Their success will indirectly be beneficial for the company. Therefore the HR of a company must be well acquainted with the pros and cones of motivation (Watt, 2010). Considering this case Mr. Simons had really worked hard and is also well qualified, however by some twist of faith he had been missed out on his promotion all the three times. Naturally this has left him in
Motivating employees
The document discusses motivating employees. It begins by defining motivation as the willingness to act or behave, and discusses how leaders try to leverage motivation to generate optimal behavior. It describes motivation as arousing and sustaining goal-directed behavior. Individuals differ in the intensity of their behaviors, which are influenced by situational characteristics that can be changed. The document provides an overview of various motivation theories including Maslow's hierarchy of needs, Herzberg's two-factor theory, and Vroom's expectancy theory. It discusses common motivating and demotivating factors in organizations as well as barriers to motivation. Finally, it provides some motivational management stories.
Employee Motivation
This document discusses employee motivation and its importance for effective organizations. It defines motivation as the forces that affect a person's direction, intensity and persistence of voluntary behavior. Lack of motivation can lead to declining productivity, absenteeism and defective products. Theories of motivation discussed include Maslow's hierarchy of needs and Vroom's expectancy theory. Motivators for employees include good working relationships, praise, security, encouragement and growth opportunities. Benefits of employee motivation are improved efficiency, willingness to work, relationship building, goal achievement and workforce stability. The conclusion is that motivated employees are valuable assets that can greatly benefit organizations.
Motivating Employees
This document discusses theories and strategies for motivating employees. It begins by defining motivation as the value of an outcome multiplied by the expectation of achieving it. It then discusses factors that motivate people both externally such as salary and internally such as achievement, responsibility and feedback. Common motivation theories are also summarized, including Maslow's hierarchy of needs, McGregor's XY theory and McClelland's achievement motivation theory. Finally, the document provides strategies for motivating employees such as positive reinforcement, satisfying needs, goal setting and engagement techniques like customized training and developing trust.
Employee motivation
This document discusses employee motivation. It begins by explaining that motivating employees is important for achieving organizational goals after hiring and training. A variety of factors can motivate employees, including success, money, empowerment, work satisfaction, and recognition. Companies conduct employee satisfaction surveys to understand sources of motivation and demotivation in order to improve satisfaction. High turnover rates and counterproductive behaviors can indicate low motivation, while low turnover signifies a suitable organizational environment. Managers should use techniques like job rotation, enrichment, and recognition programs to motivate employees.
Employee motivation
This document discusses employee motivation in 3 paragraphs:
1) It defines motivation and discusses theories of motivation including Maslow's hierarchy of needs, McGregor's XY theory, and McClelland's motivational needs theory focused on achievement, affiliation, and power.
2) It discusses factors that motivate employees both externally like salary and benefits, and internally like achievement and responsibility.
3) It covers reasons for demotivation and why employees leave jobs, such as lack of learning opportunities, feedback, and challenges or bad bosses. The document aims to understand what drives employee actions and how to motivate maximum performance.
proyecto de Business.pptx
This document discusses motivating employees in the workplace. It begins by defining motivation and explaining that motivated employees perform better. It then outlines several objectives for motivating employees, including getting them to achieve different results, develop new skills, and have opportunities to apply those skills. The document discusses various methods for motivating employees, such as flexibility, training, rewards, promotion opportunities, and recognizing their work. It concludes that motivation plays an important role in any company by encouraging employees to fulfill their tasks willingly rather than just as an obligation.
Team motivation
The document provides tips for effectively motivating teams. It recommends that a team's objectives should align with members' needs and requirements. A team will be motivated when members feel their skills are being enhanced and they are learning. Effective leaders develop an environment where teams can motivate themselves and each other. Leaders should provide challenges, feedback, recognition and opportunities for growth to keep motivation high. Empowering members and utilizing their skills fully also motivates teams.
Interesting topics for research proposal on motivation without wasting time o...
This bachelor thesis is focused on the relationship between intrinsic and extrinsic motivation and
employee performance. The thesis is a literature research and thus a review by the work of others.
In earlier research on this topic conducted by Vroom (1964) was concluded that a positive
correlation between motivation and performance did not exist. However, later research proved
that it is indeed possible to motivate employees intrinsically and extrinsically to perform well. It
appears that when the organisation provides certain job characteristics, employees can be
motivated to perform well in the organisation. And it also appeared that intrinsic factors have
more effect on the relationship than extrinsic factors.
Motivation importance in organization
Organizational behavior is how people behave individually and as part of an organization. The purpose of OB is to create efficient and effective output through high motivation, job satisfaction, and low absenteeism and turnover. Motivation is defined as the process that determines an individual's intensity, direction, and persistence of effort toward achieving a goal. Motivation is important both for individuals and organizations. For individuals, it helps achieve personal goals and leads to self-development and job satisfaction. For organizations, a motivated workforce increases efficiency, productivity and teamwork, leading to a more profitable and successful business.
Motivate Your Employees
Motivation is important for employee and organizational success. When employees are demotivated, business can decline through problems like decreased productivity and customer loss. To motivate employees, organizations should appreciate employees publicly, recognize top performers, prioritize individual goals and provide opportunities for growth. Both internal and external motivations are important. Internal motivations include experience sharing, positive attitude development through training. External motivations can include power-based motivation through creating pressure, and incentive-based motivation using bonuses and recognition tied to performance. While these can increase output, overreliance on external motivators may not sustain motivation long-term and could impact quality.
International Journal of Human Resource Studies ISSN 2162-.docx
International Journal of Human Resource Studies
ISSN 2162-3058
2014, Vol. 4, No. 3
www.macrothink.org/ijhrs 50
Determinants of Employee Motivation and its impact
on Knowledge Transfer and Job Satisfaction
Nida Zafar
Department of Management Sciences, The Islamia University of Bahawalpur, Pakistan
Email: [email protected]
Sana Ishaq
Department of Management Sciences, The Islamia University of Bahawalpur, Pakistan
Email: [email protected]
Shaista Shoukat
Department of Management Sciences, The Islamia University of Bahawalpur, Pakistan
Email: [email protected]
Muhammad Rizwan
Lecturer, Department of Management Sciences
The Islamia University of Bahawalpur, Pakistan
E-mail: [email protected]
Doi:10.5296/ ijhrs.v4i3.5874 URL: http://dx.doi.org/10.5296/ ijhrs.v4i3.5874
Abstract
This study specifically examines the impact of different variables like extrinsic reward (Pay),
intrinsic reward (Appreciation), training and expectancy on employee motivation and impact
of employee motivation on job satisfaction and knowledge transfer. The general purpose of
this study is to motivate employees. If employees are motivated, they will be satisfied by
their jobs and if they are satisfied by their job then they will work hard to attain
organizational goals and if goals are achieved then organization will get profit. The current
research is descriptive in its nature. We select the sample from different sectors in Pakistan.
We select the sample of 200 respondents from population for the collection of data and to
check the response of different employees. For this purpose, we structured a self-
administrated questionnaire and filled it from the right respondent for true results. We use
International Journal of Human Resource Studies
ISSN 2162-3058
2014, Vol. 4, No. 3
www.macrothink.org/ijhrs 51
Regression analysis in this study. This analysis is very important to check the confidence of
the study from different respondents. Due to this analysis, we found that Pay and
Appreciation are not directly effecting the employee motivation. Job satisfaction also has no
direct link with employee motivation but training of employee, expectancy and knowledge
transfer have direct relationship with employee motivation. These three variables help a lot to
motivate an employee.
Keywords: Pay, Appreciation, Expectancy, Training, Job Satisfaction and Knowledge
Transfer.
1. Introduction
Now a day, because of competition in businesses, organizations are facing many challenges.
From these challenges, keeping their human resource is of most importance. Today, humans
are considered to be the most important resources of an organization. Employee motivation is
compulsory for getting efficiency. Motivation is a group of different items which effects
employee‟s behavior for getting required goal. Motivation is important to boost up employees
to perform well in long run and helps an organ.
Impact of employee motivation on employee performance
The International Institute for Science, Technology and Education (IISTE). Science, Technology and Medicine Journals Call for Academic Manuscripts
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The importance of motivation
The document discusses several topics related to motivation and organizational culture. It provides advice on launching ideas and strategies to benefit the organization, aligning employees to create a good work culture, fostering job security to promote retention, and laying the foundation for a successful organization to achieve better results. It also discusses the importance of reward structures, leadership styles, organizational climate, employee bonding, matching job roles to individual motivations, and not discouraging slow progress.
Employee Motivation
The document discusses an employee motivation model called the 4-Drive Model developed by Lawrence and Nohria. The model proposes that there are four core drives that motivate employees: acquire, bond, comprehend, and defend. The document suggests that employers can impact each of these four drives through strategies like reward systems, culture, job design, and protecting reputation in order to improve employee motivation, focus, effort, retention, creativity, and persistence.
10 Ways to Boost Employee Morale
This document outlines 10 ways to boost employee morale: 1) Have a cause for the company beyond just work, 2) Give employees respect, 3) Empower employees to take on responsibilities without being told, 4) Ensure employees know their clear duties, 5) Celebrate accomplishments, 6) Acknowledge goal achievements, 7) Offer perks and benefits, 8) Seek honest feedback from employees, 9) Foster a fun work culture, and 10) Apply these tactics consistently over time. The overall message is that communicating purpose and recognizing contributions helps boost morale.
15 interesting dissertation topics on employee motivation
This bachelor thesis is focused on the relationship between intrinsic and extrinsic motivation and
employee performance. The thesis is a literature research and thus a review by the work of others.
In earlier research on this topic conducted by Vroom (1964) was concluded that a positive
correlation between motivation and performance did not exist. However, later research proved
that it is indeed possible to motivate employees intrinsically and extrinsically to perform well. It
appears that when the organisation provides certain job characteristics, employees can be
motivated to perform well in the organisation. And it also appeared that intrinsic factors have
more effect on the relationship than extrinsic factors.
employee motivation
This document discusses the importance of employee motivation. It defines motivation as the drive that impels individuals to work and notes that motivated employees want to work and perform effectively. The document outlines several benefits of motivation including: putting human resources to action by building willingness to work; improving employee efficiency and productivity; leading to achievement of organizational goals; building friendly relationships between employees and management; and leading to stability in the workforce. Overall, the key point is that employee motivation is important for organizations to maximize performance and achieve their goals.
Honda mba project
This document provides an introduction to employee motivation. It begins with definitions of motivation and discusses key aspects of motivating employees, including aligning organizational and employee goals. The importance of motivation is then outlined, noting that it puts resources to work, improves efficiency, leads to achieving goals, builds relationships, and provides workforce stability. Understanding what motivates individual employees is emphasized as critical to supporting their motivation.
Employee morale
The document discusses the importance of promoting employee morale. Unhappy employees cost organizations money through lost productivity, lower sales, and increased turnover. While competing with companies like Google may be difficult, maintaining morale does not need to be expensive. Small investments like thanking employees, ensuring a respectful workplace, addressing concerns, allowing input and flexible scheduling, and supporting community involvement can encourage workers and benefit the organization. Checking how top companies support morale may reveal inexpensive ideas.
Motivation of employees
This document discusses employee motivation and techniques for motivating employees. It defines employee motivation as the internal drive that determines an employee's effort, direction, and persistence at work. Some motivation techniques discussed include job enlargement, job rotation, job enrichment, and job simplification. The document also discusses how employers can encourage motivation by providing a work environment that fulfills employee needs and expectations through communication, recognition, involvement, and attention to employee relations issues. Motivation is influenced by biological, intellectual, social and emotional factors and exists in every employee through their interests, people and goals.
Employee Motivation
The document discusses employee motivation and how companies can motivate their employees. It defines motivation as a need or desire that causes a person to act or be enterprising. From an employer's perspective, motivation increases productivity and loyalty. The document outlines personal motivators for employees like feeling they contribute, receiving praise, respect from colleagues, and meaningful work. It also states that good management is necessary for any organization to motivate employees. Specific motivational techniques discussed include celebrating milestones, providing support and recognition, cross-training opportunities, and involving employees in decisions. Nestle is highlighted as a company that motivates employees through competitive salaries and benefits, family celebrations, and providing more facilities than competitors.
Employees Assignment Help
The employees are the backbones of a company and thus it is essential that the company motivates them to work harder and succeed. Their success will indirectly be beneficial for the company. Therefore the HR of a company must be well acquainted with the pros and cones of motivation (Watt, 2010). Considering this case Mr. Simons had really worked hard and is also well qualified, however by some twist of faith he had been missed out on his promotion all the three times. Naturally this has left him in
Motivating employees
The document discusses motivating employees. It begins by defining motivation as the willingness to act or behave, and discusses how leaders try to leverage motivation to generate optimal behavior. It describes motivation as arousing and sustaining goal-directed behavior. Individuals differ in the intensity of their behaviors, which are influenced by situational characteristics that can be changed. The document provides an overview of various motivation theories including Maslow's hierarchy of needs, Herzberg's two-factor theory, and Vroom's expectancy theory. It discusses common motivating and demotivating factors in organizations as well as barriers to motivation. Finally, it provides some motivational management stories.
Employee Motivation
This document discusses employee motivation and its importance for effective organizations. It defines motivation as the forces that affect a person's direction, intensity and persistence of voluntary behavior. Lack of motivation can lead to declining productivity, absenteeism and defective products. Theories of motivation discussed include Maslow's hierarchy of needs and Vroom's expectancy theory. Motivators for employees include good working relationships, praise, security, encouragement and growth opportunities. Benefits of employee motivation are improved efficiency, willingness to work, relationship building, goal achievement and workforce stability. The conclusion is that motivated employees are valuable assets that can greatly benefit organizations.
Motivating Employees
This document discusses theories and strategies for motivating employees. It begins by defining motivation as the value of an outcome multiplied by the expectation of achieving it. It then discusses factors that motivate people both externally such as salary and internally such as achievement, responsibility and feedback. Common motivation theories are also summarized, including Maslow's hierarchy of needs, McGregor's XY theory and McClelland's achievement motivation theory. Finally, the document provides strategies for motivating employees such as positive reinforcement, satisfying needs, goal setting and engagement techniques like customized training and developing trust.
Employee motivation
This document discusses employee motivation. It begins by explaining that motivating employees is important for achieving organizational goals after hiring and training. A variety of factors can motivate employees, including success, money, empowerment, work satisfaction, and recognition. Companies conduct employee satisfaction surveys to understand sources of motivation and demotivation in order to improve satisfaction. High turnover rates and counterproductive behaviors can indicate low motivation, while low turnover signifies a suitable organizational environment. Managers should use techniques like job rotation, enrichment, and recognition programs to motivate employees.
Employee motivation
This document discusses employee motivation in 3 paragraphs:
1) It defines motivation and discusses theories of motivation including Maslow's hierarchy of needs, McGregor's XY theory, and McClelland's motivational needs theory focused on achievement, affiliation, and power.
2) It discusses factors that motivate employees both externally like salary and benefits, and internally like achievement and responsibility.
3) It covers reasons for demotivation and why employees leave jobs, such as lack of learning opportunities, feedback, and challenges or bad bosses. The document aims to understand what drives employee actions and how to motivate maximum performance.
proyecto de Business.pptx
This document discusses motivating employees in the workplace. It begins by defining motivation and explaining that motivated employees perform better. It then outlines several objectives for motivating employees, including getting them to achieve different results, develop new skills, and have opportunities to apply those skills. The document discusses various methods for motivating employees, such as flexibility, training, rewards, promotion opportunities, and recognizing their work. It concludes that motivation plays an important role in any company by encouraging employees to fulfill their tasks willingly rather than just as an obligation.
Team motivation
The document provides tips for effectively motivating teams. It recommends that a team's objectives should align with members' needs and requirements. A team will be motivated when members feel their skills are being enhanced and they are learning. Effective leaders develop an environment where teams can motivate themselves and each other. Leaders should provide challenges, feedback, recognition and opportunities for growth to keep motivation high. Empowering members and utilizing their skills fully also motivates teams.
Interesting topics for research proposal on motivation without wasting time o...
This bachelor thesis is focused on the relationship between intrinsic and extrinsic motivation and
employee performance. The thesis is a literature research and thus a review by the work of others.
In earlier research on this topic conducted by Vroom (1964) was concluded that a positive
correlation between motivation and performance did not exist. However, later research proved
that it is indeed possible to motivate employees intrinsically and extrinsically to perform well. It
appears that when the organisation provides certain job characteristics, employees can be
motivated to perform well in the organisation. And it also appeared that intrinsic factors have
more effect on the relationship than extrinsic factors.
Motivation importance in organization
Organizational behavior is how people behave individually and as part of an organization. The purpose of OB is to create efficient and effective output through high motivation, job satisfaction, and low absenteeism and turnover. Motivation is defined as the process that determines an individual's intensity, direction, and persistence of effort toward achieving a goal. Motivation is important both for individuals and organizations. For individuals, it helps achieve personal goals and leads to self-development and job satisfaction. For organizations, a motivated workforce increases efficiency, productivity and teamwork, leading to a more profitable and successful business.
Motivate Your Employees
Motivation is important for employee and organizational success. When employees are demotivated, business can decline through problems like decreased productivity and customer loss. To motivate employees, organizations should appreciate employees publicly, recognize top performers, prioritize individual goals and provide opportunities for growth. Both internal and external motivations are important. Internal motivations include experience sharing, positive attitude development through training. External motivations can include power-based motivation through creating pressure, and incentive-based motivation using bonuses and recognition tied to performance. While these can increase output, overreliance on external motivators may not sustain motivation long-term and could impact quality.
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International Journal of Human Resource Studies ISSN 2162-.docx
International Journal of Human Resource Studies
ISSN 2162-3058
2014, Vol. 4, No. 3
www.macrothink.org/ijhrs 50
Determinants of Employee Motivation and its impact
on Knowledge Transfer and Job Satisfaction
Nida Zafar
Department of Management Sciences, The Islamia University of Bahawalpur, Pakistan
Email: [email protected]
Sana Ishaq
Department of Management Sciences, The Islamia University of Bahawalpur, Pakistan
Email: [email protected]
Shaista Shoukat
Department of Management Sciences, The Islamia University of Bahawalpur, Pakistan
Email: [email protected]
Muhammad Rizwan
Lecturer, Department of Management Sciences
The Islamia University of Bahawalpur, Pakistan
E-mail: [email protected]
Doi:10.5296/ ijhrs.v4i3.5874 URL: http://dx.doi.org/10.5296/ ijhrs.v4i3.5874
Abstract
This study specifically examines the impact of different variables like extrinsic reward (Pay),
intrinsic reward (Appreciation), training and expectancy on employee motivation and impact
of employee motivation on job satisfaction and knowledge transfer. The general purpose of
this study is to motivate employees. If employees are motivated, they will be satisfied by
their jobs and if they are satisfied by their job then they will work hard to attain
organizational goals and if goals are achieved then organization will get profit. The current
research is descriptive in its nature. We select the sample from different sectors in Pakistan.
We select the sample of 200 respondents from population for the collection of data and to
check the response of different employees. For this purpose, we structured a self-
administrated questionnaire and filled it from the right respondent for true results. We use
International Journal of Human Resource Studies
ISSN 2162-3058
2014, Vol. 4, No. 3
www.macrothink.org/ijhrs 51
Regression analysis in this study. This analysis is very important to check the confidence of
the study from different respondents. Due to this analysis, we found that Pay and
Appreciation are not directly effecting the employee motivation. Job satisfaction also has no
direct link with employee motivation but training of employee, expectancy and knowledge
transfer have direct relationship with employee motivation. These three variables help a lot to
motivate an employee.
Keywords: Pay, Appreciation, Expectancy, Training, Job Satisfaction and Knowledge
Transfer.
1. Introduction
Now a day, because of competition in businesses, organizations are facing many challenges.
From these challenges, keeping their human resource is of most importance. Today, humans
are considered to be the most important resources of an organization. Employee motivation is
compulsory for getting efficiency. Motivation is a group of different items which effects
employee‟s behavior for getting required goal. Motivation is important to boost up employees
to perform well in long run and helps an organ.
Impact of employee motivation on employee performance
The International Institute for Science, Technology and Education (IISTE). Science, Technology and Medicine Journals Call for Academic Manuscripts
Reaserch proposal
This research proposal aims to examine the relationship between financial rewards, non-financial rewards, and employee motivation. It hypothesizes that there is a significant difference between the two types of rewards on motivation levels. The study will survey 40 employees of Chef International Peshawar to understand the current rewards system and employees' satisfaction. The results could help managers design motivational strategies to improve productivity and organizational success.
proposalemployeemotiovation1-200731121856.pdf
This document proposes a study on employee motivation at an organization. It will examine how factors like rewards, promotions, and employee welfare programs impact motivation and performance. The study aims to identify the key motivators for employees and analyze how a performance evaluation system can create a sense of security. It also seeks to determine the best strategies for retaining employees and the relationship between motivation and performance. Data will be collected through surveys and interviews then analyzed to address the research questions around improving motivation and retention.
Proposal Employee Motivation
This document proposes a study on employee motivation at an organization. It will examine how factors like rewards, promotions, and employee welfare programs impact motivation and performance. The study aims to identify the key motivators for employees and analyze how a performance evaluation system can create a sense of security. It also seeks to determine the best strategies for retaining employees and the relationship between motivation and performance. Data will be collected through surveys and interviews then analyzed to address the research questions around improving motivation and retention.
Public Writing EssayUsing the topic you selected in Week Three’s B.docx
Public Writing Essay
Using the topic you selected in Week Three’s Business Writing Essay assignment, construct an essay that discusses a public issue or concern. For this assignment choose one of the following:
Write an opinion/editorials article for your local newspaper
Write a speech that could be delivered in a public forum
The essay should use standard writing practices such as subheads, bullets, charts and figures.
The essay
Must be five to seven double-spaced pages in length (not including title and references pages) and formatted according to
APA
style as outlined in the Ashford Writing Center.
Must include a separate title page with the following:
Title of essay
Student’s name
Course name and number
Instructor’s name
Date submitted
Must use at least three appropriate sources for the intended public audience, including at least one government source, and one industry-specific source. These sources may or may not be the same as the sources you used to create your Annotated Bibliography for the Week Two assignment.
Must begin with an introductory paragraph that has a succinct thesis statement that clearly states why the issue identified should be considered a public concern.
Must contain at least three fully-developed body paragraphs must clearly support the thesis statement with relevant supporting points and critical thought.
Must end with a conclusion that restates the essay’s main points and reaffirms your thesis.
Must document all sources in APA style, as outlined in the Ashford Writing Center.
Must include a separate reference page that is formatted according to APA style as outlined in the Ashford Writing Center.
Week Three’s Business Writing Essay assignment
Business Report: Poor Employee Performance
Employees form a very important part of the organization because they directly contribute towards the performance of the organization (Weightman, 2008). The employees of New World
Solution
s Ltd (NWSL) have been found to be performing poorly because they rarely meet the objectives that have set for them. For this reason, the company is facing problems in the market because its competitiveness is very low. It has been unable to meet its targets and this is having a negative impact on its general performance. Keeping in mind that the employees are the driving force of any organization, their poor performance implies that the organization cannot perform as expected. It is, therefore, necessary for corrective measures to be put in place to ensure that employees are able to perform as expected of them by the organization as well as other stakeholders.
The performance of employees is greatly affected by motivation and this implies that the organization should find out the different reasons as to why employees are not motivated and solve the
problem
. It is important for NWSL to take a look at the situation and reveal the different factors that are affecting the situation. This will reveal the problem and.
“A Study on various techniques of motivation of employees”
Motivating employees can be one of biggest challenges as an employer, but learning how to inspire each individual is the key to a successful organization.
Proposal employee Motivation
This document outlines a proposal to study employee motivation. It will examine how factors like rewards, promotions, and employee welfare programs impact motivation and performance. The study aims to identify the key motivators for employees and analyze how performance evaluation systems can create a sense of security. It also seeks to determine the best strategies for retaining employees and improving motivation. The research questions focus on the effects of rewards and promotions, retention strategies, the impact of motivation on performance, extrinsic motivation factors, and the importance of welfare practices.
Overview of the Effect of Employee Training on Organizational Perf.docx
Overview of the Effect of Employee Training on Organizational Performance .There has been a general resistance to investment in training in organizations until recently because of the presumption that employees hired under a merit system are qualified and trained for their jobs (Okotoni and Erero, 2005). It was further assumed that if that was not the case then it means that initial selection of personnel was faulty (Stahl, 1956). This assumption no longer holds as the need for training became evident in all sectors (Okotoni and Erero, 2005). Training offers a way of “developing skills, enhancing productivity and quality of work, and building worker loyalty to the firm” (http://www.bls.gov/oco/ocos021.htm).
Training has become the Holy Grail to some organizations, an evidence of how much the management truly cares about its workforce (Hamid, 2011). Hamid (2011) went further to say that the effectiveness with which organizations manage, develop, motivate, involve and engage the willing contribution of those who work in them is a key determinant of how well these organizations perform.
The importance of training has become more obvious given the growing complexity of the work environment, the rapid change in organizations and technological advancement which further necessitates the need for training and development of employees to meet the challenges. Training helps to ensure that organizational members possess the knowledge and skills they need to perform their jobs effectively, take on new responsibilities, and adapt to changing conditions (Jones, George and Hill, 2000). Similarly, training helps improve quality, customer satisfaction, productivity, morale, management succession, business development, profitability and organizational performance.
Usually, before training programmes are organized efforts are made through individuals and organization’s appraisals to identify the training needs (Olaniyan & Ojo, 2008:327). After the training programmes, an evaluation is carried out to ascertain the effectiveness of the programme in line with the need, which had been identified (Olaniyan & Ojo, 2008). The essence of evaluation is to know the extent to which the training has positively affected the employee’s productivity. Organization’s development follows the development of individual who form the organization. It therefore follows that no organization becomes effective and efficient until the employee has acquired and applied the required skills and knowledge.
Conceptual Framework
Training has been defined differently by different authors. It is “a systematic acquisition and development of the knowledge, skills, and attitudes required by employees to adequately perform a task or job or to improve performance in the job environment” (Tharenou, Saks and Moore, 2007:252). Another concept opines that training primarily focuses on teaching organizational members on how to perform their current jobs and helping them acquire the knowledge and skills .
An Empirical Study of Employees’ Motivation and its Influence Job Satisfaction
Human Resource Management is getting more important in the business nowadays, because people and their knowledge are the most important aspects affecting the productivity of the company. One of the main aspects of Human Resource Management is the measurement of employee satisfaction. Companies have to make sure that employee satisfaction is high among the workers, which is a precondition for increasing productivity, responsiveness, quality, and recognitionservice. The aim of this thesis is to analyze the level of employee satisfaction and work motivation. It also deals with the effect the culture has on employee satisfaction. The theoretical framework of this thesis includes such concepts as, job satisfaction, motivation, and rewards differences. One of the biggest strength of the organization is the relationship and communication between the employees and the managers.
A Literature Review On Motivation
This literature review examines research on motivation over the last two decades. The authors identify dimensions of motivation from the existing literature in order to develop a conceptual framework. These motivation dimensions include training, compensation, career development, and work environment. The framework suggests that various motivation techniques can have a positive impact on employee satisfaction and performance. However, more research is needed to validate the model with quantitative analysis.
motivation
This document discusses a study on the impact of reward and recognition on job satisfaction and motivation among employees in Pakistan. The study collected survey responses from 220 employees across different sectors. The results showed that different aspects of work motivation and satisfaction are significantly correlated with reward and recognition. Reward and recognition have a strong positive impact on employee motivation. The implications are that organizations should focus on effective reward and recognition programs to improve motivation and performance.
Impact of Motivation on Performance
This document summarizes a research study on the impact of employee motivation on performance in private firms in Multan, Pakistan. The study found that employee motivation is important for both employee and firm performance. A questionnaire was administered to employees across different levels and departments. The results showed that most employees were satisfied with their work, and that supervisors play an important role in motivating employees through listening, communicating expectations, and supporting development. Overall, the study concluded that motivated employees are more productive and that firms should focus on motivating employees to improve performance.
The role organizational rewards on employees motivation
The document discusses organizational rewards and their impact on employee motivation. It provides background on motivation theories and defines intrinsic and extrinsic motivation. The research aims to evaluate the role of organizational rewards, like monetary and non-monetary benefits, on employee motivation levels. An exploratory study will examine banking sector employees using questionnaires, interviews and observations to understand how rewards influence motivation. The findings could help organizations improve employee motivation and identify ways to enhance services.
Employee Enagagement : An Inevitable Factor To Organizational Success in The ...
Employee Enagagement : An Inevitable Factor To Organizational Success in The ...JIANGUANGLUNG DANGMEI
Abstract
In the changing business environment due to competition and managing changes, organizations face difficulties
to maintain organizational success. However, the employee engagement is a concept which if
implemented properly can make a lot of difference in the organization. Employee engagement is defined as the positive
attitude of an employee towards the organization and its value which exert to greater discretionary effort to ensure
organizational success and sustainability. It is a simple fact that the engagement of employees towards their work and
organization can make a huge difference for the growth and survival of the organization. Almost all of the companies
now explore the possibilities for adopting employee engagement as a strategy for organizational growth and success
as employee engagement is highly associated with organizational performances. It is essential to understand employee
engagement as engaged employees who are fully involved and committed to their works are willing to go the extra
mile for their organization to ensure its success. This paper attempts to throw light on the nature of employee engagement
to ensure organizational success in the contemporary business.Assignment 1 determining employee motivation
Management can determine employee motivation levels through various strategies including surveys, analyzing key drivers of motivation, and ensuring goals are aligned between the organization and employees. Expectancy theory proposes that motivation depends on expectancy, instrumentality, and valence. Expectancy is the belief that effort will lead to good performance. Instrumentality is the belief that good performance will result in a reward. Valence refers to the value an employee places on the reward. The theory helps predict motivation if expectations are clearly defined, performance is tied to rewards, and employees value the rewards. However, it focuses only on extrinsic motivation and may not apply if employees lack ability or resources. It also assumes goals and needs remain stable over time.
An Empirical Study On The Factors That Affect Employee Motivation And Their R...
This document summarizes an empirical study on the factors that affect employee motivation and their relationship with job performance. The study was conducted on employees studying at a private university in Karachi, Pakistan. The main findings revealed that positive work environment, opportunities for career growth, alignment of skills with job responsibilities, and competitive benefit packages positively impact employee motivation and job performance. The study used a survey to collect data on motivation factors from employees. Descriptive statistics from the survey responses showed that intrinsic and extrinsic rewards both influence motivation levels. Maintaining high motivation is important for organizations to achieve their goals.
Ijmet 10 01_075
Motivation is the corner stone of productivity in any organisation. Motivation helps
the employees to put in better efforts in achieving the tasks assigned to them. Motivation
may also alter the behavior of employees in the organisation affecting the productivity
drastically. Motivated employees may work in the efficient and effective manner thereby
increasing the productivity and quality of work in the automotive companies. The
commitment shown by the employees depends on how organizations consider the factors
of motivation offered to the employees. The poorly motivated employees may even end-up
in creating loss to the organizations. The reward that the employees get in the process of
achieving the goal or task matters very much to the productivity of work in the
organizations. There are a number of factors which are responsible for the productivity
of mechanical engineers in the automotive parts manufacturing companies. The common
motivating factors of employees would be salary, working environment, safety, job
security and reward. There are much more motivating factors which the employees
consider as vital to increase the productivity in the organizations. Even though it is really
difficult and also practically impossible to identify what really motivates employees but
to some extent the motivating factors can be figured-out for the benefit of the employees
and also for the organizations. The study attempts to identify the factors which are really
responsible in motivating the mechanical engineers in the production plant of the
automotive parts manufacturing companies located in and around Chennai
4 anna -36-44
This document summarizes a study examining the impact of employee motivation on organizational effectiveness. It first reviews literature on the key concepts of motivation, employee motivation, and organizational effectiveness. It then discusses factors that can influence employee motivation, such as recognition, empowerment, rewards, leadership, and training. The study aims to determine how recognition and empowerment specifically impact employee motivation. It develops a model and hypotheses that employee recognition and empowerment positively affect motivation, and higher motivation is positively related to organizational effectiveness. The literature review provides support for these hypotheses.
A Study on Employee Motivation at Tanfac Industries Limited Cuddalore
Employee Motivation is an integral part of Human Resource Management and it plays a crucial role in the long term growth of an organization. Motivation can be defined as the inherent enthusiasm and driving force to accomplish a task. It can be used in directing employees' behaviour and actions for a constructive vision or goal. Employee motivation is defined as the commitment, the energy levels, and the creativity that the employees bring to their job. A study on employee motivation is intended to evaluate the motivation of employees in the organization and to find the significant relationship between age and employee motivation at TANFAC Industries Limited. The total population for the study is 100 and the sample size is 50. The type of sample design used for the study is simple random sampling. Primary and secondary data was used for the study primary data was collected by using questionnaire and secondary data was collected from books, journals and company records. The gathered information is critically analysed by using various statistical tools to arrive at a meaningful conclusion. From the study by using Karl Pearson Coefficient of Correlation. It was found that there is a relationship between age and employee motivation. Pavithra. J | Keerthana. R | Ilanchezion. V "A Study on Employee Motivation at Tanfac Industries Limited Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29188.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29188/a-study-on-employee-motivation-at-tanfac-industries-limited-cuddalore/pavithra-j
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Employee motivation
- 1. Name Zainab Khurshied Class BBA 5th Roll No 161268 Assignment HRM Assigned by Maam Sadia Ishaq
- 2. Literature review Introduction According to some experts motivation is the inner self of an individual that forces that individual to achieve something as its helps that person to release boredom and direct that person in right way so that he will achieve his goal (Mitchell, 1982) (Snowden, 2008) Employee Motivation It is stated in the article that most of the companies used CSR activities to motivate their employees. They use CSR activities as standard through which they motivate themselves. Author said that it is not clear what type of motivation is increased in employees (Meyer, Becker, & Vandenberghe, 2004) According to author there are may ways to motivate employees like make work challenging to them in order to enhance them to do their best he said internally motivated people do their work with more enthusiasm these type of people make they company profitable for the long term that is why internal motivation really matters for employees (Ryan & Deci, 2000) According to one company that build up employee motivation program in which they used to motivate their employees through setting desktop wallpaper of the company new project by posting articles and journals on their social media sites through which their employees started to enhance and do their work with more energy and hard work they give prizes to employees in order to motivate them they used to take feedback from employees in order to get knowledge to target those areas which need further work (Sharp, 2006)
- 3. According to author corporate volunteering enables employees to do work for organization other than normal routine it will help them polishing their skills and enhance their confidence and skills (Pajo & Lee, 2011) According to one study some leader’s characteristics really matter within the organization that can motivate the employees as well through these characteristics help the employees to get the knowledge and experience that their leader have they want to become like him (Carpenter, Geletkanycz, & Sanders, 2004) According to this article employees can be motivated by several way newly recruited employee can be hired with basic pay then others employees are motivated by providing them support and recognition as it may be demand of some employees some employees need security in order to motivate them companies provide them job security and house security senior employees need position so in order to motivate them they promote them so employee motivation can not be measured by only one factor it has several factors and conditions (S. Flynn, 2011; S. M. Flynn, 2010) Motivation is basic thing which is necessary for humans because each individual need some motivation to do particular work if a company don’t motivate its employees then they are lacking the skills and knowledge and an employee in order to get that experience and knowledge then they must develop such type of strategy through which they can motivate their employees and in return organization get benefit from employees in the form of work (Osteraker, 1999)
- 4. References Carpenter,M. A.,Geletkanycz,M.A.,& Sanders,W.G. (2004). Upper echelonsresearchrevisited: Antecedents,elements,andconsequencesof topmanagementteamcomposition. Journalof management,30(6),749-778. Flynn,S.(2011). Canyou directlymotivate employees?Explodingthe myth. Developmentand Learning in Organizations:An InternationalJournal,25(1),11-15. Flynn,S.M. (2010). Linking Human ResourceStrategy and Practice:An Integrated Framework: TroubadorPublishingLtd. Meyer,J. P.,Becker,T. E.,& Vandenberghe,C.(2004).Employee commitmentandmotivation:a conceptual analysisandintegrative model. Journalof applied psychology,89(6),991. Mitchell,T.R. (1982). Motivation:Newdirections fortheory,research,andpractice. Academy of managementreview,7(1),80-88. Osteraker,M.C. (1999). Measuringmotivationinalearningorganization. Journalof WorkplaceLearning, 11(2), 73-77. Pajo,K.,& Lee,L. (2011). Corporate-sponsoredvolunteering:A workdesignperspective. Journalof BusinessEthics, 99(3), 467-482. Ryan,R. M., & Deci,E. L. (2000). Self-determinationtheoryandthe facilitationof intrinsicmotivation, social development,andwell-being. American psychologist,55(1),68. Sharp,J. (2006). Promoting“EXCITE”ingbrand valuesatGeneral Motors UK. StrategicHR Review,5(6), 8-9. Snowden,K.(2008). International Journalof Commerce andManagementchangespublisher. InternationalJournalof Commerceand Management,17(1/2).