EMPLOYEE MOTIVATION IN THE COMPANY. STUDY CASE

EMPLOYEE MOTIVATION IN THE COMPANY. STUDY CASE - The Annals...

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The Annals of The "Ştefan cel Mare" University of Suceava. Fascicle of The Faculty of Economics and Public Administration Vol. 10, Special Number, 2010 129 EMPLOYEE MOTIVATION IN THE COMPANY. STUDY CASE Professor PhD. Cristian Valentin HAPENCIUC “Ştefan cel Mare” University of Suceava, Romania [email protected] Master student Andrei-Alexandru MOROŞAN “Ştefan cel Mare” University of Suceava, Romania [email protected] Abstract: A firm’s performance is in a direct link with the resources it involves, namely material, financial and human resources. If in the case of the material and financial resources the diagnosis and improvement processes are relatively simple, the human resources imply more complex issues. The first condition for a firm to obtain performance (in terms of human resources) is recruiting staff with appropriate qualifications. But conforming to this criterion does not lead automatically to the elimination of human resources issues. Currently, the vast majority of firms employ qualified personnel with experience in the field, yet many of them record an inadequate performance in human resources. This is due to staff motivation. In addition to employing qualified personnel with experience it is necessary that it be motivated adequately. But motivation can be achieved through a variety of forms, salary bonuses and benefits such as cell phones, cars, products at promotional prices, program flexibility and more, all having a different impact. This article explores the effectiveness of various manifestations of motivation, trying to determine its optimum structure. For this purpose an analysis was made of a firm that obtained a significant improvement in performance, while maintaining material and financial resources constant. The company applies many ways to motivate staff, so it was possible to analyze the impact of each one. Following this analysis an indicative hierarchy of motivational methods was created. The results of this study can be used and adapted in any companies that want to improve the quality of their human resources. Keywords: human resources, motivational methods, personnel, motivation, motivation structure JEL Classification: J30, J31, J32, J33 INTRODUCTION Motivation is defined as the action of orienting ones behavior to a specific goal. There are a lot of theories that try to explain, how and why motivation function as is does. The simplest explication of how motivation functions is “the need to minimize physical pain and maximize pleasure”, of chorus there are a lot of needs that may act as a motivator (e.g. eating, resting, or a desired object, hobby, goal, state of being, ideal). Other theories attribute motivation to less- apparent reasons such as altruism, selfishness, morality, or avoiding mortality. [1](Seligman M, 1995) INCENTIVE THEORY This theory is one of the oldest, and it states that presenting a reward (tangible or intangible) after the occurrence of a certain action will cause the behavior to occur again. The theory is based on the fact that the subjects mind will associate a positive meaning to the behavior. [2](Maslow A.,
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  • Spring '14
  • ChristopherK.Green
  • University of Suceava, Ştefan cel Mare

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