EMPLOYEES’ MOTIVATION AS A STRATEGIC OPTION FOR INCREASING PERFORMANCE IN FEDERAL POLYTECHNIC, MUBI-ADAMAWA STATE By Stephen Pembi E-mail: vandisha@yahoo.com Phone No: +2348035884660 Assistant Lecturer Department of Business Administration Faculty of Arts, Social and Management Sciences Adamawa State University, Mubi-Nigeria EMPLOYEES’ MOTIVATION AS A STRATEGIC OPTION FOR INCREASING PERFORMANCE IN FEDERAL POLYTECHNIC, MUBI-ADAMAWA STATE ABSTRACT This study focused on the motivational factors
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what motivates you, flexibility and self-discipline. Knowing who you are will keep you focused as you set priorities and accomplish challenges in your personal and professional lives. When you engage in self-reflection, it is helpful to avoid defining yourself in terms of external trappings, others' expectations or stereotypes. Establishing your values will help you to set goals in priority. Without values, all goals will be important, making it difficult for you to decide which should take
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A STUDY ON EFFECT OF EMPLOYEE MOTIVATION ON EMPLOYEES PERFORMANCE OF HYDERABAD INDUSTRIES LIMITED, THRISSUR Birla Institute of Technology, Mesra Noida Campus SUBMITTED BY: TWINKLE MALHOTRA(BBA/4510/10) AKSHITA CHAUHAN(BBA/4528/10) TABLE OF CONTENT CHAPTERS PAGE NO. CHAPTER 1 INTRODUCTION
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PART TWO Q1. Maslow's theory of Motivation A profession one chooses should fulfill various aspects of one’s life. For instance, one should choose a job that completes one’s own needs, values, and wants. A job can only hope to fulfill these aspects for each person. However, it is up to an individual to seek a job that compliments and executes these desires. Abraham Maslow’s hierarchy of needs is a theory that has been around for at least fifty years and within the business world, it pertains
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Table of Contents MBTI model: 3 Problem-solving model 4 Motivation: Performance-model 5 Value of reward 5 Perceived Effort- Reward Probability 5 Skills ability and traits 6 (1) Drive 6 (2) Leadership motivation 7 (3) Honesty and integrity 7 (4) Self-confidence 8 (5) Cognitive abilities 8 (6) Knowledge of business 9 Role Perceptions 9 More traits to be considered: 10 Any other relevant motivation models 11 Expectancy Theory 11 Equity Theory 12 Herzberg-Theory
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Study Guide All definitions Chapter 1 A. Defining Organizational Behaviour Page 4 • A field of study that investigate the impact of individuals, groups, and structure on behaviour within organizations; its purpose is to apply such knowledge toward improving an organization’s effectiveness. B. Challenges in the Canadian Workplace Page 6 Challenges at the Individual Level 1. Individual Differences 2. Job Satisfaction 3. Motivation 4. Empowerment 5. Behaving Ethically
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analysts, media planners, market research, innovation, sponsorship, public relations, events coordination, etc * In this research-based paper, I will be focusing on the company’s reward system for employees and the relationship this has with motivation. Currently, the company’s award system for the marketing department is based on each brand’s trimester performance, and the awards are given to the brand managers. The awards consist of recognition and a cash prize. * According to the Organizational
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2.3 Training…..................................................................................................................6 2.4 Performance Based Compensation ...........................................................................7 2.5 Motivation .................................................................................................................8 3.0 Conceptual framework……………………………………………………………………..9 3.1 Research Questions
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Shanto-Mariam University of Creative Technology Department of Business Administration Principles of Management Short Questions 01-Question: Distinction between delegation and decentralization. Answer: Delegation: Delegation is the assignment of authority and responsibility to another person (normally from a manager to a subordinate) to carry out specific activities. Decentralization: Decentralization means dispersal of authority throughout the organization. It refers to the systematic
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RECRUITMENT 4 Defining the role 4 Job analysis 4 Job Description 4 Job Specification 4 Attracting applications 5 Managing selection process 6 Application format 6 Dealing with applications 6 Selecting candidates 6 Making an appointment 6 Employment offer 7 TRAINING 8 Importance of training 8 Training options 9 Training content 10 RENUMERATION 11 Importance of remuneration 11 Remuneration package for sales staff 12 Remuneration package for technical staff 12 MOTIVATION 13 Motivation theories
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