Dissertation on employee motivation

Some of them are listed below:Physiological needs: provision of sufficient breaks for lunch and recovery and payment of salary for fulfilling the basic essentials of needs: provision of job security, conductive safety environment and threats needs: generating a feeling of acceptance, belonging and community by reinforcing team needs: recognition of achievement, assignment of projects and providing status to make employees feel valued and actualisation: offering challenge and meaningful work assignment that enable innovation, creativity and progress. Herzberg states that the opposite of job satisfaction is not job dissatisfaction and therefore, job dissatisfaction is not the opposite of job rg(2003) suggests nine factors that motivate employees and they are reducing time spent at work, fringe benefit, sensitivity training, spiralling wages, two-way communication, job participation, human relation training, communication and employee counselling. Influence of employee motivation on the quality of s whether proper motivation may increase not only the quantity of produced goods,But also their oint 2016: course - linkedin heavin the thinkable course - linkedin ication in the 21st century course - linkedin learning.

Employee motivation dissertation

Hence, the objectives of this research can be listed as:To investigate factors of motivation and their impact on the performance of critically analyse the factors of motivation and its effect on staff satisfaction in develop motivation strategy for better management and performance for the staff in research work would be significant to students, other researchers and the bank itself which can be taken as a source of reference. This result of this study made many managers and researchers focus on employees' needs and ing robbins (2005), the development of the concepts of motivation was mostly seen in 1950s. Hence, motivation is given more attention in the organization to know employees and their behavior.

But there will be lack of motivation because employees know that they will not be rewarded by the organisation just for the last one is the relationship between reward received and reward expected. 8 outline of the r 1: introduction: the first chapter deals with the research topic, an overview of the company selected for research work followed by statement of problem, purpose of the study and r 2: literature review: this chapter contains reviews of various theories of motivation and job satisfaction. Mills and forshaw (2006) supported this statement as though there are an abundance of motivational theories; the organisations are unable to apply the best theory of motivation due to human beings complexity and various factors influencing their behaviours.

Hence, it should be considered and given priority in an organisation growths and research found out that the organization has a good communication system and all employees are well informed about the status of the researcher found that some employees do not receive salary as their efforts. For pilot study, the questionnaire was handed out to some employees of nepal finance company which is in same area as bok is. Interesting dissertation topics on employee best way to motivate you on writing an excellent dissertation is to choose a topic related to motivation.

Sutherland and canwell (2004) says it is the primary responsibility of managers to maintain motivation by creating such a work environment where employees will show positive attitude and become committed and loyal and where they believe that they are valued and the organisation gives crucial interest in them. Understanding the factors that motivate employees and maximize productivity has become a crucial job to be performed by managers. In earlier research on this topic conducted by vroom (1964) was concluded that a positive correlation between motivation and performance did not exist.

Herzberg's two factor rg put forward the view that productivity of an employee is based not only the job satisfaction but also on work motivation pattanayak(200). According to daft and lane (2007), managers use reinforcement to shape or modify employee behaviour in four ways:Positive reinforcement: employees are encouraged to continue their behaviour by offering consequences for desirable performance. This is not always correct as in some cases, employees do not believe that their effort will result in recognition and they are less motivated to second relationship is about the employees' performance and organisational reward.

After processing and analysing the feedback, some changes were done in the layout along with replacing some of the tion and researcher had chosen two branches of bank of kathmandu namely, kathmandu(ktm) branch and pokhara (pkr) branch to identify factors that motivate the employees of bok who were the sample population for the research. In this context, the questions related to the research are:What are the critical factors that motivate and satisfy employees in bok? If a staff is appreciated for his/her hard work, he/she is more likely to be motivated to high rg et al 1999 explained that employees show different attitudes depending on the nature of jobs assigned to them at workplace.

However, there majority of female employees working when combining both branches of ing to the table, the age of 52 percent of respondents from ktm branch are in between under 25 and 35 while only 32 percent of pkr respondents is in this category. An organisation can increase productivity and improve performance only when it invests in employees (gitman and mcdaniel, 2008). However, later research proved that it is indeed possible to motivate employees intrinsically and extrinsically to perform well.

Simons and enz (2006) says now the employees perform the task not only to fulfill the basic needs but also to increase their values, become successful and satisfied from their tion has been one of those areas which gained lots of interests from organizational psychologists and many scholars since 1930s. The study concluded working condition had no effect on the employee productivity and it was employees who were concerned with their work (hindle, 2008). To support this statement, robins (2005) says that individuals have various level of motivation varying times and situations.

Influence of the organization’s growth on employee igate whether an employee gets more motivated when the company where he or she. An individual fulfils his/her needs to get satisfaction and motivation is an effort to satisfy a need (aldag and kuzuhara, 2002). Employees become dissatisfied and less motivated when managers fail to make employees know their driving ing to robins (2003), there are three relationships where employees are less motivated when their needs and expectations are not fulfilled.