Redefining recruitment systems and evaluating civil servants to take into account a number of general macroeconomic issues. Professionalization of the public function in order to identify future practical solutions to recruitment and evaluation processes is necessary to make a decision on several fundamental aspects of the public service system. Analysis of the relationship between the available human resources and the probable evolution of the quantitative and qualitative analysis of the existing resources as well as the design of future resources.
Competitiveness is the ability of the company to compete with commodities that meet the needs of customers in terms of price, quality and diversity. It is possible to the extent that the firm has a competitive advantage and whose affirmation has its source in the internal conditions of the firm and which the economic environment, first of all the competitive one, can favor. In the field of management, the strategy is the art of conducting a set of devices in order to achieve a goal. M. Porter argues that the strategy is "the art of building competitive advantages that can be defended over a long period of time."
If the general concept of change is only "a new state of affairs different from the old state of things", it is more difficult to define organizational change. The name of organizational change makes it obvious that it is a change in organizational activities, but this statement does not say too much about the type of activities that are subject to change. Making a comparison between operational and organizational change, we will see that the first refers exclusively to individuals, with their roles and values, while the second covers a much broader field, namely all operational processesthose of service delivery, customer service, production and logistics. Besides these, organizational change also covers changes that occur in work processes (which can be understood as "a set of work tasks to achieve a clear goal" [1]) and their subsystems. Organizational change can be also defined as "a transitional state between the present state and a future state to which the organization tends" [2]. Another relevant factor in defining change is represented by the causes that determine the apparition of change, which mainly characterizes the radical and paradigmatic change named "second order change" by Levy [17].
There is no universally valid motivation model. Although there have been many studies to find a motivation model that can be used in as many cases as possible for as many employees as possible, it seems that this goal can not be achieved so far because people are different, have different aspirations , different experiences, and their motivation is different. Individuals are unique, have unique potentials and qualities, and if managers have the ability to identify them, they can guide them to benefit the organization's goals. Research Methods: Observation and analysis of documents and quantitative analysis based on questionnaires. Research Question: Can staff motivation be a strong point in achieving organizational performance? Research hypothesis: Employee motivation is directly in line with organizational performance. The purpose of the research: Staff motivation positively influences organizational performance.
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