The Key Factors or Indicators in the Motivation of Employees

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The key factors or indicators in the motivation of employees of CARE International in Zimbabwe.

By Hughes Wonder Semu.

September 2008.

Table of contents

1. Introduction…………………………………………………………………………....4 General background…………………………………………………………..............4 Objectives…………………………………………………………………………….4 Organizational background…………………………………………………………...4 Organizational structure………………………………………………………………5 2. Literature review and information gathering…………………………………………..6 Maslow’s Hierarchy of needs………………………………………………………..6 Herzberg’s Two factor theory………………………………………………………..6 Information gathering………………………………………………………………..6 Questionnaires………………………………………………………………………7 Discussions…………………………………………………………………………8 Observations………………………………………………………………………..9 Internal documentation……………………………………………………………..9 Newspaper articles………………………………………………………………….9 Other sources……………………………………………………………………….9 3. Results, analysis and conclusion………………………………………………………10 Questionnaire results and analysis………………………………………………….10 Q1-5………………………………………………………………………………10 Q6-8………………………………………………………………………………11 Q9-12……………………………………………………………………………..12 Q13………………………………………………………………………………..12 Q14………………………………………………………………………………..13 Q15………………………………………………………………………………..13 Q16………………………………………………………………………………..14 Q17………………………………………………………………………………..14 Q18………………………………………………………………………………..15 Q19, 22 and 23……………………………………………………………………15 Q20, 21 and 24……………………………………………………………………16 Q25………………………………………………………………………………..16 Conclusion………………………………………………………………………….16 Motivators…………………………………………………………………………..16 Work itself………………………………………………………………………..16 Work environment………………………………………………………………..16 Advancement and growth………………………………………………………...17 Recognition and praise……………………………………………………………17 Security…………………………………………………………………………...18 Dissatisfiers………………………………………………………………………….19 Perks………………………………………………………………………………19 Short term contracts………………………………………………………………19 Salaries below competition……………………………………………………….19 Link with motivational theories……………………………………………………..19 4. Appendices

Appendix 1………………………………………………………………………….. Appendix 2…………………………………………………………………………..20 Appendix 3…………………………………………………………………………..21 Appendix 4…………………………………………………………………………..24

Introduction

1 General Background

Motivation can be defined as the internal driving force that compels people to achieve. At the workplace, motivation plays a key role and it invariably affects individual as well as organizational productivity. It is therefore of importance that factors which motivate individuals are understood so that organizations can address those factors and thereby create an effective, efficient and productive workforce.

An understanding of motivational factors, including ways of satisfying, meeting and addressing those factors enables people to become better managers and is basic for anyone who aspires to management (Dr John Ball. 2003). In order to elicit the best performance from employees it is important to understand what motivates them. A workforce is only as good and as effective as the manager is. A plan of action is only good as the people who execute it. Good business plans can succumb to the ugly effects of a demotivated workforce whereas proper execution of any plan can be effectively done by a motivated workforce. It is an accepted fact that managers’ responsibility for staff performance covers motivating and coaching (FTC Foulks Lynch, 2004). I thus chose this topic because of my desire to be a better manager, one who can easily motivate his subordinates and enable them to willingly contribute to the...
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