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Motivation and satisfaction of employees in organization
Novotná, Jana ; Franková, Emilie (advisor) ; Čuba, Martin (referee)
The master thesis theme is motivation and satisfaction of employees in organization. Theoretical part focuses especially on motivation in relation to work motivation and performance. Its task is to define the theories and tools of motivation and factors that influence it. In the practical part there is summary and analysis of survey that has been done on the premises of specific company in Prague. This parts task is to find out whether employees are satisfied with the selected motivational factors and how are these factors important to them.
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Employee Satisfaction and Work Motivation
Shaldyrvan, Darya ; Palíšková, Marcela (advisor) ; Stříteský, Marek (referee)
The bachelor thesis is divided into two parts. First part focuses on summarizing the basic theoretical knowledge in the field of motivation and job satisfaction. In second analyses of motivation and satisfaction in the selected company is made. The aim is to determine the level of employee motivation and satisfaction. It identifies factors of dissatisfaction and suggests possible solutions to problem areas on the basis of the data. Survey methodology to research this area was by way of questionnaire survey. The respondents answered questions about routine matters, labor conditions and wage, working conditions and environment, management and relationships in the workplace. The survey was focused on satisfaction with specific motivational factors.
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Analysis of employee's Motivation in the selected Company
Kromková, Sláva ; Quigley, Martin John David (advisor) ; Mareš, Jan (referee)
This bachelor thesis is focusing on motivation of employees and motivational system in company Bageterie Boulevard. Theoretical part discusses general information which are concerning the motivation and stimulation, explains the different types of motivation and sources of motivation. In the practical part using the questionnaire examines the motivation of employees in the workplace. The aim of this thesis is to examine the motivational system in the company and to evaluate strengths and weaknesses, and use these findings to propose measures to improve the system of motivation and to help company achieve all goals.
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Working Motivation of Nurses
FLORIÁNOVÁ, Michaela
Current status: The word motivation means to move. A motive is a factor that forces us to move ahead and meet our goals. The American Professor Frederick Herzberg dealt with motivation and compiled the motivation-hygiene theory of motivation. In this theory he focused on the satisfaction and dissatisfaction of respondents with work and the circumstances that led to those feelings. (2, 3). Subject: The aim of the research was to explore the extent to which hygiene (maintenance, external) and motivation (internal) factors affect job satisfaction of nurses. Methods: To obtain the necessary data for processing the thesis, quantitative research was used and it was conducted using a non-standardized questionnaire. Nurses and ward nurses in hospital wards in České Budějovice were involved. The theme of the questionnaire concerned the motivation and external factors according to Herzberg. The questionnaires were processed by SPSS, a non-parametric correlation test, and for evaluating the response rate a descriptive statistical function was applied. For statistical confirmation of the hypotheses was chosen 5% level of significance. Participants: In the study were included shift nurses and ward nurses in hospital wards in České Budějovice. A total of 250 questionnaires (100%) were distributed and 143 questionnaires were returned (57.2%). Nurses were contacted at the Department of Dermatology, ENT, ophthalmology, internal, surgical, rehabilitation, aftercare, ARO, children and urology wards. Results: The evaluation of the external factors of work motivation were observed in the following areas: policy and administration, relations with superiors, relationships with workers of the same level, salary, job security, personal life, working conditions and status. The results show that nurses are not satisfied with the wages (74.2%) and in their opinion, wages do not correspond with the work done (78.4%). Respondents pointed out that there are frequent conflicts within the team (52.5%) and lack of involvement in decision-making (57.4%). On the contrary, most nurses (92.3%) feel good among colleagues and say there is also a good atmosphere in the workplace (89.5%). Interpersonal relationships at work are also evaluated positively (88.8%) and the majority of nurses (93%) get along well with colleagues. The following areas were monitored within the evaluation of the motivational factors: recognition, promotion, work itself, the opportunity for personal growth and responsibility. Evaluation of the motivating factors revealed five negative areas. One of them is the stipulation of benefits given by the employer for work done above the norm; nurses responded that they do not receive these advantages (83.9%). According to the respondents, nurses do not have the opportunity for professional growth (51.1%) and promotion (74.2%). At the same time, in their opinion the occupation of a nurse is not considered prestigious (76.3%).They do not get recognition from superiors for successful or quality work (56.7%). On the contrary, a positive finding is that nurses have the option of continuing education (88.1%) and find self-fulfilment in their work (76.9%). Nurses get recognition from patients (62.2%). Conclusions and recommendations for practice: The results of the survey show that most nurses surprisingly answered both the motivation and external factors positively. The greater presence of external and motivation factors increased job satisfaction of the nurses. Their biggest problem was considered wages, which in the opinion of nurses does not correspond to the workload. The motivating factors fared best were training opportunities, good acceptation to the team and that the nurses enjoy the performed work and it suits them.
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Motivation teachers DDM of motivation techniques
DUTKOVÁ, Pavlína
The thesis deals with the motivation of teaching and external DDM personnel from the perspective of motivational theories. The theoretical part contains the definition of motivation and concepts related to it. It mainly deals with theories of motivation with an emphasis on Maslow's hierarchy of needs. The practical part deals with the motivation of workers and DDM search needs that motivate workers to work DDM. Motivation in terms of motivating teachers rated the theory of free time and outside workers. DDM Prachatice, DDM Vimperk, DDM Netolice and DDM Volary. Needs have been identified (in terms of Maslow's hierarchy of needs) that motivate employees to work free time teacher in the DDM. Among the major needs motivating to work in DDM include the need for certainty, the need for personal growth, the need for positive relations with DDM. For educators consider essential in responding to their needs fulfillment, ie, self-fulfillment, self-improvement, confidence and respect.
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Occupational motivation of nurses in relation to exercise of their profession
ŠÍROVÁ, Miluše
We are now in the 21st century and each organisation is forced to be on the move and be dynamic, and this depends on the motivation of those working in the organisation in question. In any profession, and nursing is no exception, motivation at work is immediately reflected in everyone´s performance at work. The aim of this thesis was to chart the work motivation factors which support the decision to follow a nursing career and to map the use of motivational programmes by hospital management. Five hypotheses were established on the basis of these aims. Hypothesis 1: General nurses are motivated to pursue their career; this hypothesis was confirmed, as more than half of all nurses are satisfied with thein current positions and do not plan to leave their jobs within the next six years. Hypothesis 2: The main motivational factor to pursue a nursing career is salary assessment. This hypothesis was confirmed. This factor ranked sekond out of a total of sixteen. Hypothesis 3: For general nurses the prestige of the jo bis a motivational factor. This hypothesis was refuted; this factor ranked as the thirteenth most important. Hypothesis 4: General nurses see the possibility of further education as a motivational factor. This hypothesis was confirmed. 89 % of those questioned see this as a very important factor. Hypothesis 5: Hospitals have elaborated motivational programmes. This hypothesis was refuted. A qualitative examination of each of the interviews showed that the hospitals in question do not have motivational programmes. For the top management of hospitals these results can serve as impetus to implement new motivational programmes or procedures for assessing work performance and the effectiveness of educational activities in places where they are not yet in place.
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Specific aspects of the work and motivational factors that influence the workers in tourism industry
Lechnýřová, Zuzana ; Indrová, Jarmila (advisor) ; Zadražilová, Dana (referee) ; Kiráľová, Alžbeta (referee) ; Hlinka, Pavel (referee)
The thesis is dedicated to the topic of employment and motivation of workers in tourism segment. The goal is to get a structure of motivational factors that are important for workers in travel agencies, hotels and information centres and find out, how the factors are present in the scope of employment. On this research the research among students of tourism schools takes up. The results are compared to the similar researches made on the Czech employees as a whole. For better understanding of the importance of workers for tourism business the thesis contains basic overview of the business that serve the tourist participants and detailed overview of the sources of statistical data regarding employment in the tourism segment.
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Identification and comparison of motivational factors in senior nurses and nurses working in shifts.
FIALOVÁ, Lenka
Motivation to work is understood as an individual´s approach to work, his/her willingness to work. People are motivated when they expect to achieve goals or get rewards satisfying their needs. Currently health care facilities are facing the shortage and turnover of nursing staff. Therefore, hospitals are commissioned to create such an environment in which nurses become motivated, because only motivated nurses can provide a quality nursing care, which is expressed in patients´ satisfaction and rewarding feelings in nurses. The aim of the thesis was to identify and compare motivational factors of senior nurses and nurses working in shifts. The aim was fulfilled. Three hypotheses were set. First hypothesis: The most important motivating factor in nurses in senior positions is professional development was not confirmed. Second hypothesis: The most important motivating factor in nurses working in shifts is a financial reward was not confirmed. Third hypothesis: Motivational factors in nurses vary depending on the job assignment was confirmed. Results of the survey will be provided to medical officers to give them an overview of the most important motivational factors in nurses and the outcomes could also be a source of information for the hospital management how to effectively motivate the personnel. Senior nurses may focus on non-financial forms of rewards such as acknowledgements, thanks, appreciations, and good interpersonal relationships in the workplace.
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Human resource management in automobile industry
BAMBASOVÁ, Jitka
This thesis is focused on the analysis of employee motivation, as a necessary component of human resource management in a manufacturing company Dura Automotive CZ, k. s. located in Blatná. The thesis focus was so closely specified after agreement with the company management. The goal of this thesis is the analysis of current level of employee motivation in the company and the proposition of appropriate measures for increasing the firm's competitiveness and strengthening its position as a good-class employer on the labor market. The theoretical part summarizes the findings in human resource management and employee motivation. It also includes the company profile. The analytical part is based on questionnaire survey in the company, it describes the sample selection and the research findings. Employees are most dissatisfied in obtaining necessary information at the right time and communication, productive praise and constructive criticism from the supervisor. The employee-motivation is reduced by working under stress and performing of routine operations. The synthetic section summarizes the findings of the survey and propose recommendations. But it depends on the company's management, whether they accept and apply these proposals. The company, despite the impact of economic crisis in 2008, has maintained its incentive program. It place emphasis on highly qualified staff, their motivation and satisfaction, safe working environment and good relations in the workplace. The company also applies modern management techniques and work process organization.
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Motivation and stimulation of workers
ŠPERLOVÁ, Romana
In the theoretical part of my diploma work I determined the terms motivation, stimulation, reward of workers and work satisfaction. I occupied by theory of motivation too. Each of these terms is an important element of motivation. In the practical part of my diploma work I explore motivational factors and work satisfaction in Czech Post by the questionnaires.
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