FL promotion systems in terms of process, design
And its impact on employee’s motivation
Islam Farghaly (Islam.Farghaly@pepsico.com),
ESLSCA Intake 44H, December 2015

Abstract
This study identifies and explores organizational impact of many important promotion systems commonly practiced in multinational companies. The effectiveness of any promotion system depends on a range of factors including the nature of the tasks, the design of the organizational structure, the frequency of evaluating and testing, the criteria of performance, and the transfer of knowledge. In addition its relation with employee’s motivation that is major targeted outcome for any promotion system designed.
Herzberg developed “Two Factors theory” to focus on working conditions necessary for employees to be motivated. The below article reviews recent studies on motivation factors for front line workers and suggests some hypothesis for further researches.
Keywords: Front line, Employee, Herzberg’s Two Factors theory, Motivation, promotion systems. 1

Introduction
Promotion systems affect almost all aspects of organizational lives. This is particular evidence from studies of human resource management. Given the importance of promotion systems in organizations, it is not surprising that many studies tried to examine the role of various environmental, organizational and job factors on the effectiveness of promotion systems.
The use of internal promotion is positively correlated with variables indicative of the efforts made by technical managers to measure employees' skills, and to a lesser extent, with the level of specificity of investments in human capital made by front line workers.
Extremely competitive and worldwide business environment today demands a strategic approach to direct and push the organization in a right path. Human resources improvement is one of the