管理论文哪里有？本研究结果表明,激励员工对公司成功至关重要。因此,公司应该以多种方式激励员工,包括改进公司和团队文化,提供明确的目标和即时的奖励,并理解员工作为个人并采取相应的行动。因为激励员工带来了员工的满意,使他们更积极投入工作,最终员工的激励会对公司业绩产生积极的影响。
Chapter 1:INTRODUCTION
1.3 Research objectives and significance
1.3.1 The objectives of the study
The objectives of this study are to highlight the impact of motivation on companyperformance,then to put light on the importance employee motivation on employeesatisfaction and company performance.To examine the importance of motivation onemployee engagement and satisfaction,recommend to improve employee motivation bydeveloping work conditions and finally demonstrate that motivated employee is satisfied,engaged and more efficient and productive taking Moroccan companies as a case.
And so,the purpose of this research is to identify the relationship between employeemotivation,his satisfaction,engagement and company performance.It will be based on atheoretical part where the notion of motivation will be presented as well as that ofperformance.
Chapter 3:Research hypotheses and frameworks:
3.1 Hypothesis Development
3.1.1 Effect of employee motivation and satisfaction on companyperformance
It is important to understand that the problem is that employers want to keep their employeesmotivated in their work but do not know exactly what really motivates them.What is moreimportant to understand is that each individual has different needsi.e.what inspires and drives one person to act is different from another person.And so,it'sdifficult to understand what motivates people without assessing what they need and wantfrom their work.So,employers must know their employees well while using differenttechniques to motivate each of them according to their personal needs.A person becomes motivated to achieve personal goals as well as organizational goals.Themore motivated an employee is,the more this will influence his performance and thereforethe performance of the company.If he is motivated,he becomes more creative,flexible,thoughtful,visionary,efficient and organized andtherefore efficient.It is important to clearly understand what employee motivation is,it canbe defined as psychological forces that determine the direction of a person's activity.Research has shown that satisfaction is positively related to job performance.Thus,motivation and performance have a positive correlation,the first plays an important role inthe dynamics of the second but is also a consequence of motivation and therefore each is thecause and effect of the other.Consequently,the motivation-performance relationship dependson the complexity of the tasks accomplished by employees.
CHAPTER 5:DATA ANALYSES AND RESULTS
5.1 Descriptive Statistics and Description of Demographic data
5.1.1 Descriptive Statistics
The data was collected from 350 respondents.The demographic data was analyzed withpercentages and frequencies as well mean and standard deviation.The demographic dataincluded respondents’characteristics which are the age,the gender,the monthly income andthe time they worked in the current company.To study the above characteristics,the age ofrespondents was asked,and the choices were“18-24”,“25-36”,“37-47”,“48-56”respectively.The gender was asked and the choices were“Male”,“Female”respectively.Themonthly income was asked and the choices were“2k-3k”,“3k-5k”,“5k-10k”,“+10k”indollar respectively.The time spent within the current company was asked and the choiceswere“Less than one year”,“1-2 years”,“3-6 years”,“7-10 years”,“+10 years”respectively.
5.1.2 Description of demographic data
The demographic data include the age,the gender,the level of education,the monthly incomeand the time they worked in the current company.
5.2 Model construction
A trajectory model was built for this investigation,and trials were conceded with thestatistical instrument i.e.SMART-PLS 4.0.We employed partial least squares-PLS,a kind ofstructural equation modelling(SEM),in communication-related disciplines and behavioralstudy for casual connections.PLS-SEM was used to estimate the casual model.Wetzel’s et al.(2009)state that PLS-SEM provides versatile,extensive,and adaptive casual modellingcapabilities.Part of SEM and PLS-Path modelling enable for the estimation of thehierarchical model to achieve additional computing ingenuousness and reduced modelintricacy(Hair et al.,2014).350 samples were provided in this analysis.As indicated inFigure 4.5,the exterior or measurement model expressed the link among structures andassociated items,whereas the structural model detailed the interactions amid structural parts.
Chapter 6:Conclusion and recommendations
6.1 Conclusion
When competition spreads across the world between companies,motivation of personnelbecomes one of the most dominant issues in human resources management.Companies areinterested in this topic to create an environment favorable to work and stimulate employees tobe more satisfied,engaged,efficient and more productive,something will be in the benefitsof the company.
The purpose of our study is to identify the sources of employee motivation and its impact onthe performance of the company and his engagement toward his work.After having treatedboth theoretical and practical parts,we have found that motivating employees is not an easytask but it is clearly obvious that when they are motivated they automatically are satisfied,they start to perform their jobs in a more efficient way and become engaged and committed.And so,this has advantages for the organization and for employees who will have confidencein their leaders.But the problem that arises is that individuals are not motivated in the sameway since they do not have the same perspectives,hence motivating them in the same way isnot a solution,and therefore we were able to identify the different tools and strategies used byorganizations to achieve to their goal.As we have noticed that the authors of theories ofmotivation offer different approaches.But we have identified the most effective tools thatwill push employees to work better and stay with the company for a long-time duration.Financial rewards are necessary but they must be linked to other rewards because financialelements have a temporary effect.Employees are more motivated when their needs are met.So,the company must listen to its employees to understand their expectations and needswhile supporting their development.
reference(omitted)
