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"Employee motivation."
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Employee morale : driving performance in challenging times
\"Performance is the key outcome of high morale, and the reason why it should be taken so seriously: with research gathered from some of the world's largest employee opinion databases and best academic centres, the authors lay out the morale-performance connection. Now raised from just 'touchy-feely' to 'mission critical', employee morale is finally getting the attention which it deserves. As it does, organizations are changing everything from their structure to their processes to take account of this fact, and starting to manage themselves around the need to measure and improve morale on an ongoing basis. Starting with the hiring process, to every single promotion, and via ongoing methods which the authors examine in detail, morale is increasingly the focus, high morale the goal. Check out Cary Cooper's Blog: http://carycooperblog.com/\"--Provided by publisher.
Book
Effects of Organizational Justice on Employee Satisfaction: Integrating the Exchange and the Value-Based Perspectives
Organizational justice is known to help promote organizational sustainability. The literature has explained the impact of organizational justice relying heavily on the social exchange perspective, the idea that employees are motivated to show favorable attitudes in return for the fair rewards that organization has provided. To the contrary, little attention has been given to the proposition that it affects employee’s attitudes by increasing their intrinsic motivation. The latter has a greater implication of sustainable management since intrinsic motivation of its employees is the key to the sustained success of an organization. This approach can be called a value-based perspective. To fill that gap, this study examined the mediating effects of both the intrinsic and extrinsic motivation links between organizational justice and employee satisfaction. The analysis revealed that the indirect mediating effects of intrinsic motivation were greater than those of extrinsic motivation for procedural and interactional justice, while the mediating effect of extrinsic motivation was greater when it comes to distributive justice. In addition, the sum of the indirect effects of intrinsic motivation was comparable to that of extrinsic motivation. This result implies that the mediating effects of intrinsic motivation are as important as those of extrinsic motivation, confirming our prediction that organizational justice contributes to organizational sustainability via the path that has not been verified so far.
Journal Article
Employee engagement for dummies
Learn to implement the necessary plans to create and sustain an engaging culture for your employees. This guide shows you how to attract and retain the best people while boosting their productivity, morale, and creativity.
Book
What Work Means
What Work Means goes beyond
the stereotypes and captures the diverse ways Americans view work
as a part of a good life. Dispelling the notion of
Americans as mere workaholics, Claudia Strauss presents a more
nuanced perspective. While some live to work, others prefer a
diligent 9-to-5 work ethic that is conscientious but preserves time
for other interests. Her participants often enjoyed their jobs
without making work the focus of their life. These findings
challenge laborist views of waged work as central to a good life as
well as post-work theories that treat work solely as exploitative
and soul-crushing.
Drawing upon the evocative stories of unemployed Americans from
a wide range of occupations, from day laborers to corporate
managers, both immigrant and native-born, Strauss explores how
diverse Americans think about the place of work in a good life,
gendered meanings of breadwinning, accepting financial support from
family, friends, and the state, and what the ever-elusive American
dream means to them. By considering how post-Fordist unemployment
experiences diverge from joblessness earlier, What Work
Means paves the way for a historically and culturally informed
discussion of work meanings in a future of teleworking, greater
automation, and increasing nonstandard employment.
eBook
Employee motivation and work performance: a comparative study of mining companies in Ghana
Purpose: The paper empirically compares employee motivation and its impact on performance
in Ghanaian Mining Companies, where in measuring performance, the job satisfaction model is
used.
Design/methodology/approach: The study employed exploratory research design in
gathering data from four large-scale Gold mining companies in Ghana with regards to their
policies and structures in the effectiveness of motivational tools and strategies used by these
companies.
Findings: The study observed that, due to the risk factors associated with the mining industry,
management has to ensure that employees are well motivated to curb the rate at which
employees embark on industrial unrest which affect performance, and employees are to comply
with health and safety rules because the industry contribute hugely to the Gross Domestic
Product (GDP) of the country.
Research limitations/implications: Limitation to the present study include the researcher’s
inability to contact other mining companies. However, the study suggests possibilities for future
research including contacting other mining companies, expanding the sample size, managers
ensuring that the safety and health needs of staff are addressed particularly those exposed to
toxic and harmful chemicals. Originality/value: A lot of studies have been done on mining companies in the past. This
paper fills a gap perceived that employees in this sector are highly motivated in spite of the
challenges being faced by them, and knowing more about what keeps employees moving is still
of national interest.
Journal Article
Play to submission : gaming capitalism in a tech firm
Games are often a fun perk of a tech company job, and employees can \"play to win\" in the competition to succeed.But in studying \"Behemoth\" (a pseudonym for a top American tech company), Tongyu Wu discovered that gaming work culture was far more insidious.Play to Submission shows how Behemoth's games undermined and manipulated workers.
eBook