Exploring the Motivation of Employees in a Firm: A Case-Study

Klopotan, Igor; Mjeda, Trina; Kurečić, Petar

doi:10.2478/bsrj-2018-0012

Cited by 15 publications

(14 citation statements)

References 13 publications

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“…The employee’s motivation is affected by several factors, mainly concerning remuneration for work and the possibilities of self-development, interpersonal relationships and effective communication (Stachowska and Czaplicka-KozŁowska, 2017). The motivated employee influences the work environment, directly impacting employee satisfaction (Klopotan et al , 2018).…”

Section: Motivation and Engagement At Workmentioning

confidence: 99%

“…The management of human resources has the challenge of encouraging the achievement of a goal to motivate a professional with a specific behavior (Perryer et al , 2016), as well as engagement in work, which is characterized by the vigor, dedication and absorption of the group (Schaufeli, 2018). These psychological factors need tools that can help human resource management (Strauss et al , 2017; Klopotan et al , 2018), including gamification (Landers et al , 2017; Hamari, 2017).…”

Section: Introductionmentioning

confidence: 99%

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Gamification, motivation, and engagement at work: a qualitative multiple case study

Miri

Macke

2021

EBR

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Purpose The purpose of this paper is to analyze how the application of gamification promotes employee motivation and engagement in the workplace. This study sought to identify gamification characteristics, examine motivation and engage at work to relate them to different game designs. Design/methodology/approach A qualitative exploratory study of multiple cases involving four companies located in Brazil’s southern region. These companies use gamification with their employees or companies whose business offers gamification solutions focused on people management. Findings This multiple case study presented aspects and different approaches to gamification and serious games. Of the four case studies, the Bravi Quiz application was the most satisfactory case because of its attractive design. Research limitations/implications The research instruments prioritized the topic of gamification with its tools and applicability. The themes of motivation and engagement at work have been addressed but need further research. Practical implications The planning and application of gamification with the appropriate score, feedback and rewards are necessary to promote motivation and engagement in the workplace. Gamification must be linked to its systems and processes on its excellent progress because it is taken in isolation; it does not increase engagement and motivation. Originality/value This is one of the few studies dealing with gamification in human resource management by involving developers/instructors, managers and employees/users and different companies’ tools. This study served as a comparison between the tools of gamification and serious games.

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Section: Motivation and Engagement At Workmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Gamification, motivation, and engagement at work: a qualitative multiple case study

Miri

Macke

2021

EBR

View full text Add to dashboard Cite

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“…Motivational techniques and human resources management are essential assets to improve organizational profitability. Reward programs, such as job security, job satisfaction, and manager's ability and attitude towards employees, play a significant role in employee motivation (Klopotan, Mjeda, & Kurečić, 2018). Zareen, Razzaq, and Mujtaba (2015) added that employee motivation is essential for accomplishing organizational goals.…”

Section: Employee Motivationmentioning

confidence: 99%

Retaining Sales Associates in the Small Business Industry

Chukwu¹

2021

OJBM

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The purpose of this multiple case study was to explore the managerial strategies that small businesses owners used to motivate and retain sales associates to increase profits. The study population included 4 small business owners in Texas who successfully implemented employee motivation and retention strategies. Data were collected from semistructured interviews, artifacts that included company websites and social media pages. The transformational leadership theory guided the study. Data were analyzed using Yin's 5 steps of data analysis, including compiling data, disassembling data, reassembling data, interpreting data, and drawing conclusions. Three themes emerged from the data analysis: provide financial incentives, increase job satisfaction, and enhance job training. The findings showed that small business owners use the strategies to motivate and retain sales associates to increase business profits. This study's results could contribute to positive social change by helping other small business owners implement motivation and retention strategies, which might enhance business sustainability. Business sustainability supports both local and state economies and fosters an optimum distribution of resources in the community.

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“…In this case, when these basic needs are met, employees will be further motivated to improve their performance further (Evelyne, 2018;Bose, 2018). Klopotan et al (2018) indicated that wages would affect the high motivation of employees, which ultimately affects their performance as well. Thus, it is hypothesised that:…”

Section: Mediating Role Of Employee Work Motivation In the Relationship Between Wages And Employee Productivitymentioning

confidence: 99%

The Effects of Wages and Welfare Facilities on Employee Productivity: Mediating Role of Employee Work Motivation

Alam¹,

Hassan²,

Bowyer³

et al. 2020

AABFJ

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Purpose- Garment employee productivity in Bangladesh is the lowest compared to its competitors such as China, India, Pakistan and Sri Lanka. The Bangladeshi Ready-Made Garment (RMG) industry will find it a challenge to survive in the global market unless they improve employee productivity. Therefore, the primary purpose of this study was to observe the relationship among wages and benefits, welfare facilities, employee work motivation and employee productivity. Design/Methodology/Approach- The study was conducted under the positivism philosophy for which Maslow’s Hierarchy of Needs Theory was used for framing the hypotheses. A deductive approach, explanatory research design and a quantitative methodology was followed in order to conduct the study. Through a questionnaire survey, twenty-five items were taken from existing literature to measure the variables. By a systematic probability sampling technique, 500 samples were collected from the target population. Thereafter, SPSS and SEM using Smart-PLS were utilised for analysing and developing the model. Findings- The outcome of the analysis revealed that all seven hypotheses were supported. Practical Implications- These findings will assist the policymakers, the government of Bangladesh, factory owners, managers and other stakeholders to formulate new policies and practices. Originality/Value- This study explores the relationship among wages and benefits, welfare facilities, employee work motivation and employee productivity which has not been explored theoretically and tested empirically in a Bangladeshi context. In the future, comparative research can be carried out by collecting samples from the EPZ (Export Processing Zone) and non-EPZ factories.

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Exploring the Motivation of Employees in a Firm: A Case-Study

Cited by 15 publications

References 13 publications

Gamification, motivation, and engagement at work: a qualitative multiple case study

Gamification, motivation, and engagement at work: a qualitative multiple case study

Retaining Sales Associates in the Small Business Industry

The Effects of Wages and Welfare Facilities on Employee Productivity: Mediating Role of Employee Work Motivation

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