an attempt to find out the major factors that motivate employees through implementing a suitable Reward Management System and it tells what is the relationship among reward and performance while working within an organization and maintaining a work-life balance and long term commitment. The data will be collected from employees of various types of organizations to gain broad representation of Industries. Introduction
relationship between employee turnover and job satisfaction, organisational commitment and the motivation of the job will be carried out. Recently, many aviation mechanics among the world and of course in Hong Kong leave this industry. So aircraft maintenance field suffers from mechanic shortage although the government strongly promotes this industry because of the construction of the third runway. The purpose of this research is to investigate the main causes leading employee turnover, thus finding
ETHICAL CLIMATE Every organization can be identified by its unique culture. According to Needle (2004) organizational culture is the values, beliefs and principles of organizational members as a the result of the environmental factors the organization operates in. These factors include the history, the nature of markets they work in and the impact on the management according to the targets they have to achieve, working conditions of the employees and how that is reflected on their behaviors, the strategy
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
Employee attrition was found pertaining to the IT sector specifically in the context of a developing country like India, Africa, China etc., It isn’t always unusual nowadays to study in the newspapers or see on television that employees here or elsewhere are enticing on business action or are threatening to leave their jobs. (Chinonona, Chinomona & Joubert, 2013). Though, evidence shows that it is more expensive for companies to hire new employees than it’s miles to retain currently serving employees
environment for enhancing work relationship among the employees. This encourages the employee
organization and their imperativeness toward the organizations activities. When achieving organization’s goals employees’ contribution is essential. Employee contribution toward a stable organization, could not be achieved overnight. Hence the employees should be mold according to the culture of the organization. Gradual development of the employee
Griffiths & Leka (2003), the changes in employee career development will take place due to their stress level when an organization facing a changes. By means that , as a result of the changes , the employees responsibility is happen to change , and occasionally individual employees incapable to take control of the changes situation . Control is fundamental to the job context related stress. Moreover , Zheng (2010) concluded that there is a negative effect on employee performance in a short run when the
leadership quality also shows the discipline and motivated the subordinates that will affect complete organization. This research will also discuss leadership style and their main types, relationship between impact of leadership on employee performance and factors affecting the choice of leadership styles. DEFINITION: Leadership is an important function in business. Leadership and management represent two completely different business concepts. Leadership is commonly defined as establishing a clear
Hygiene or maintenance factors as highlighted by Mullins (2008) are connected with parts of the job which are expected to be present. For example: Working conditions, salary, interpersonal relations. These factors are seen as extrinsic according to Robbins & Judge (2009) and serve to prevent dissatisfaction. Mullins (2008) highlights that the absence of these hygiene factors result in dissatisfaction. The second factor as part of the theory; motivators or growth factors, are concerned with: recognition