work is done using quantitative approach. There is one dependent variable that is employee performance and independent variables are job satisfaction, job commitment, motivation, on the job training ,off the job training, workplace environment and I am determining the impact of off the job training, on the job training, workplace environment on employee performance considering the Mediating variable as employee satisfaction and employee motivation and job commitment it will also help the developed employees
Background of the Study Motivation is the drive within the people that causes the person to behave a certain way and to have certain behaviour. For example, he or she improves his or her job performance because they want to get promoted to higher position. This means they have the motivation to excel in their job. In the incentive theories, motivation can be differentiate into two different theories which are the intrinsic motivation and extrinsic motivation. The intrinsic motivation is the person self-desire
end-result variable model likert and Browers of the institute for social research, university of Michigan, USA developed a model of measure the human resource value as a group to an organisation. The model assumes that the organisational productivity can be explained in terms of human organisation. Rensis Likert, a behavioural scientist, has advocated model based on group processes or interactive process among people, Likert’s model is based on measured relationships among three groups of variable known
specifically an employee, to succeed in the workplace. I will examine
things. When talking in term of employee motivation it can be simply defined as “Employee motivation is a reflection of the level of energy, commitment, and creativity that a company's workers bring to their jobs.” Employee performance is significant for the success of any organization. Thus it is essential that the management of the organization should consider improving employee performance by encouraging
controlled organization within Pakistan, the Water and Power Development Authority (WAPDA). The conclusion made from this study shows that autocratic leadership style is found to be the style that dominates, but also has a negative effect on employee morale and motivation (Fiaz, 2017, p. 143). Surprisingly, democratic leadership, which is proposed to be the best style by these Arthurs, in this study showed to be insignificant in this particular environment. Even though this study
One of the independent variable that will affect the dependent variable in this journal is organizational structure change. When there is a changes in an organization it will eventually cause a difficulties to the employees . If the organizational changes alter the power bases in the organizations, this can cause an emotions of unfairness and injustice among the affected employees(Dahl 2010) eventually it will increase their stress level . It will affect the employees feels on how they will fit
relationship style on the level of knowledge sharing. The results of this study showed that employee efficiency and performance as well as dedication to organizational goals are enabled by knowledge sharing. Thus, Knowledge sharing within organizations is greatly enhanced by improved relationships among organizational members, including relationships among coworkers, employee-supervisor relationships and employee-organization relationships. Furthermore, Conway and Sligar (2002) suggested that, knowledge
OF WORK CULTURE ON MOTIVATION: AN OVERVIEW IN INDIAN PERSPECTIVE Prof. (Dr.) Rajesh K. Yadav1, Dr. Shriti Singh2 1Professor & Director, School of Management, Jagran Lakecity University, Bhopal (M.P.) 2Associate Professor, Maharana Pratap College of Management, Bhopal (M.P.) Email -: drrajeshkyadav@jlu.edu.in, shritisingh880@gmail.com Abstract: Employee attributes relate to the capacity to perform, employee inclination to put in work effort relates to willingness or motivation to perform, and organizational
employees having OCB are rewarded indirectly for example by increasing their responsibilities and making them team leader. It has been observed that the employees who practice OCB are much committed to their job than others and they have high level of motivation, and job involvement. Active job involvement, social company activities, and general acceptance of the rules and culture of the organization are some common observed characteristics of OCB. OCB is a tool used to motivate employees and to reduce