Organizations wish to perform successfully in the market and if possible to have a sustainable economic growth. However, in the current circumstances of globalization and strong competition, technology is advancing at a rapid pace, hence making the market an unsafe environment. The business organizations (BOs) would have to make full use of all resources available. It is already a well-known fact that human resources or organization personnel constitute a key asset for achieving success. Yet, what makes the employees of a BO satisfied or motivated to achieve the planned objectives? In this research, we analyze some of the factors influencing the motivation of employees to enhance their performance. Through empirical and theoretical analysis, the study will identify the relationship between the motivation of employees and organizational effectiveness and finally the increase of BO revenues. The purpose of this study is to analyze the impact produced by the motivation of employees on organizational effectiveness. Personnel motivation will involve criteria such as employees' bonus, good communication within the working premises, and satisfaction at their job place.

Through an empirical and theoretical analysis, the study will demonstrate the relationship existing between the leadership style and organizational effectiveness, taking into account that the leadership model explored in this study will be the model provided by Bass and Avolio (1994), represented by the transactional, transformational and laissez-faire style. Impact and behavior of each style on the employees' motivation, increase of the business organization revenues and finally on the enhancement of organizational effectiveness. The research methodology selected for this study is the quantitative one, where a number of about 450 employees in the secondary banking system in Albania are planned to be interviewed. The measuring instrument will be divided in 4 sections and after data collection, the variable analysis will be realized via SPSS program, which enables the implementation of ANOVA test, Chi-square (χ2), means, standard deviations, frequencies and correlations between the key variables to prove the study hypothesis. Finally, this scientific study will be closed with the relevant conclusions and recommendations.

Continuous organizational changes are required as well as successful implementation approaches of modern managerial methods.  However, organizational changes in Business Organizations may often occur at inconvenient time, subject to the psychological preparation of employees or the whole staff in general. In these circumstances, the employees displayed strong resistance to accept changes although they may be decisive for the survival of Business Organizations.  Further, what makes the Business Organization employees accept or refuse organizational changes?  Which is the impact of their resistance on change implementation? Is it closely connected with their personal interests or is it merely a contradiction for the purpose of convenience? These questions and many others will be answered during this investigation through an empirical and theoretical analysis. The study will show the connection between organizational changes in terms of organizational effectiveness. Additionally, it will present a clear overview of the reality of Albanian Business Organizations regarding the organizational change and their mode of operation

The purpose of this study is to examine the perceptions and attitudes of human resource managers at some hospitality organisations regarding the employment of disadvantaged individuals as part of affirmative action program in the province of Eskişehir-Turkey. This study is a qualitative study focusing on real cases to inspire other organisations. The data were collected through active interviews, and the collected data was analysed through the use of manual qualitative data analysis methods. The findings of the study reveal that perceptions of human resource managers regarding disadvantaged individuals at hospitality organisations are closely related to disabled individuals. They do not have positive attitudes towards the employment of disadvantaged individuals in tourism as part of affirmative action programs. They are also against positive discrimination of disadvantaged individuals in the employment in tourism for some reasons. All these findings suggest that participants are confused about some terms regarding affirmative action.

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