| Abstract [eng] |
The importance of motivation integrates into the common environment of organizational culture and its practical importance is evidence when we are talking about work efficiency, consequently about profitability. Most of the boss’s believe that they could motivate everybody but every one understand that there are not one method or strategy or formula to motivate everybody alike. Therefore the effectiveness of organizational management is definable by expedient motivation method’s and properly use the chosen motivation system. Object of this paper – private organization employee’s action motives and motivators. Object of the research – to answer the question: what is the optimal set of the actions while motivating employees in “Apranga” organization? For the current object, an empirical research was made and 100 respondents from one practice organization “Apranga” were questioned. During the research some clear tendencies were recognized and they are related to work action motivation in “Apranga” organization. Practical research also confirmed hypothesis: H1: employees motivation in the common mechanism of management holds a lower than moderate place; H2: motivators helps employees to feel satisfaction and the chosen of motivators depends not only from employee’s needs but from social status too; H3: employee’s motivation lack is handle as the expression of decreasing work effectiveness which determine the often changes of employee’s, the work drift and lack of organization loyalty. An offered practical self-actualization motivation model was created by appealing to practical research tendencies. A scope of the work – 90 pages, it has 14 tables and 19 pictures. |
