Journal articles: 'Motivating workers'

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Barg, Jason E., Rajeev Ruparathna, Daylath Mendis, and Kasun N. Hewage. "Motivating Workers in Construction." Journal of Construction Engineering 2014 (July 9, 2014): 1–11. http://dx.doi.org/10.1155/2014/703084.

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The study of the motivation of construction workers is limited to a relatively small body of knowledge. Although there is considerable research available regarding motivation and productivity, few researchers have provided a comprehensive analysis on the motivation of construction workers. The research stated that productivity in construction has not improved compared to other industry sectors such as manufacturing. This trend has been echoed in publications throughout the past five decades, and suggested that motivation is one of the key factors impacting productivity. This paper offers a comprehensive review of the published work that directly links the key words—construction and motivation. The findings have been presented in five themes, that is, motivation models, environment and culture, incentives and empowerment, and worker management. This paper concludes with two methods suggested by previous researchers to improve motivation of construction workers: (1) relevant worker incentives (intrinsic or extrinsic) and (2) improved management practices, specifically regarding communication with workers.

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Dunkin, Ruth. "Motivating Knowledge Workers." Higher Education Management and Policy 15, no. 3 (December 17, 2003): 41–49. http://dx.doi.org/10.1787/hemp-v15-art22-en.

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Glazer, Amihai. "Motivating devoted workers." International Journal of Industrial Organization 22, no. 3 (March 2004): 427–40. http://dx.doi.org/10.1016/j.ijindorg.2003.10.004.

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Clark, Charlene K. "Motivating and Rewarding Student Workers." Journal of Library Administration 21, no. 3-4 (November 30, 1995): 87–93. http://dx.doi.org/10.1300/j111v21n03_07.

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Trumble, John T. "Motivating State Workers with Entomology." American Entomologist 50, no. 1 (2004): 10–11. http://dx.doi.org/10.1093/ae/50.1.10.

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Markopoulos, Panos, Xiaoyu Shen, Qi Wang, and Annick Timmermans. "Neckio: Motivating Neck Exercises in Computer Workers." Sensors 20, no. 17 (August 31, 2020): 4928. http://dx.doi.org/10.3390/s20174928.

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Neck pain is common among computer workers who may spend too much time in a static posture facing their display. Regular breaks and variety in one’s posture can help to prevent discomfort and pain. In order to understand how to support computer workers to do so regularly, we surveyed a convenience sample of computer workers (N = 130) regarding their work habits and their attitudes towards neck exercises at the workplace. The survey showed that they are highly motivated, but not able to comply with a neck exercise program. To address this challenge, we designed Neckio, a system that is aimed at encouraging posture variation and facilitating neck exercises at work. Neckio consists in an interactive application and a wireless angulation sensing appliance that can be mounted on the headset that office workers often use for reasons of privacy. Next to providing an interactive exercise program suitable for the workplace, its design places emphasis on an engaging user experience. We report a short-term user experience valuation of Neckio in an actual office environment (N = 10). Participants rated the overall user experience positively and reported to be intrinsically motivated to do the neck exercises. These results indicate the potential of the Neckio as a behavior change support technology to reduce the risk of developing neck pain in computer workers.

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Forstenlechner, Ingo, and Fiona Lettice. "Cultural differences in motivating global knowledge workers." Equal Opportunities International 26, no. 8 (November 13, 2007): 823–33. http://dx.doi.org/10.1108/02610150710836154.

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Latting, Jean Kantambu. "Eight Myths on Motivating Social Services Workers:." Administration in Social Work 15, no. 3 (August 8, 1991): 49–66. http://dx.doi.org/10.1300/j147v15n03_04.

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Amar, A. D. "Motivating knowledge workers to innovate: a model integrating motivation dynamics and antecedents." European Journal of Innovation Management 7, no. 2 (June 2004): 89–101. http://dx.doi.org/10.1108/14601060410534366.

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Kabalina, Veronica I., Anna V. Makarova, and Kira V. Reshetnikova. "Motivating employees to acquire digital skills." Russian Management Journal 18, no. 3 (2020): 411–32. http://dx.doi.org/10.21638/spbu18.2020.306.

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Motivating the working population to master digital skills is an important condition for the digital transformation of the Russian economy and companies. The article examines the relationship between the general level of motivation for learning digital skills and a number of factors, assesses the average level of motivation for four groups of skills, and compares the level of motivation between groups of workers and their motives. Empirical data were obtained by conducting an online survey of the working population in March 2020, the target sample was 116 respondents. It was revealed that the general level of motivation of workers to learn decreases with the increasing complexity of digital skills. The hypotheses about the relationship between the level of motivation and the perceived difficulty of using information and communication technologies and previous learning experience were confirmed. Differences between the groups of workers in the level of motivation and the degree of mastering specialized digital skills, related to the nature of the work were revealed. A higher interest in mastering this group of skills, as well as the degree of mastering them, was demonstrated by the group of managers. The strongest motive for acquiring digital skills is the need to use them at work.

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Czaplicka-Kozłowska, Iwona Zofia, and Sylwia Stachowska. "FACTORS SHAPING ENGAGEMENT OF EMPLOYEES ON THE EXAMPLE OF UNIVERSITY WORKERS." Management Theory and Studies for Rural Business and Infrastructure Development 40, no. 4 (December 21, 2018): 455–66. http://dx.doi.org/10.15544/mts.2018.42.

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Motivating leads to implementation of particular organizational objectives, to shaping engagement and loyalty of its members and, consequently, to raising effectiveness of their actions. Properly constructed solutions in the area of employee motivating process may result in several benefits for an organization, which is also appropriate for public institutions, including the academic ones. The main goal of the research presented in this study was to assess factors shaping engagement of employees of the University of Warmia and Mazury in Olsztyn. The research aimed at achieving the goal was carried out using questionnaire method among the group of workers who were not the academic teachers. The conducted research confirmed that motivation and commitment of employees are influenced by a variety of factors in such areas as: attitude to work and organization, learning and development, relations with superiors, communication and cooperation, work organization and also rewarding and motivating. In the surveyed organization, the last of the indicated areas was rated the most critically, which indicates the need to improve solutions in the scope of the incentive system, with particular emphasis on the employee remuneration system.

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Horwitz, Frank M., Chan Teng Heng, and Hesan Ahmed Quazi. "Finders, keepers? Attracting, motivating and retaining knowledge workers." Human Resource Management Journal 13, no. 4 (November 2003): 23–44. http://dx.doi.org/10.1111/j.1748-8583.2003.tb00103.x.

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Tampoe, Mahen. "Motivating knowledge workers—The challenge for the 1990s." Long Range Planning 26, no. 3 (June 1993): 49–55. http://dx.doi.org/10.1016/0024-6301(93)90006-2.

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Daramola, Adedeji Adebola. "Employee Compensation a Panacea for Increasing Workers Productivity: A Case Study of Benin Owena River Basin Development Authority." International Journal of Business and Management Future 3, no. 2 (October 24, 2019): 26–37. http://dx.doi.org/10.46281/ijbmf.v3i2.415.

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Employees are a company's livelihood. How they feel about the work they are doing and the results received from that work directly impact an organization's performance and, ultimately, its stability. An unstable organization ultimately underperforms. The study had the following objectives: to establish the relationship between motivation and higher productivity among workers, to find out any relationship between motivational factors and work of staff and to determine how incentives influence workers approach to work and their performance. To achieve these goals, a questionnaire was designed based on the objectives. The completed questionnaires were processed and analyzed using the Simple Percentage. The findings of this study revealed that alongside monetary incentives, another key factor in motivating employees is to involve them in the process aimed at attaining organizational effectiveness because without their co-operation and support a great deal of managerial energy may be wasted. The study concluded that efforts should be aimed at motivating staff of all levels in order to increase productivity for higher returns. This study revealed that the higher motivation of workers leads to increasing productivity in BORBDA.

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Kaoje, Aminu U., Bello A. Magaji, Mansur O. Raji, Remi A. Oladigbolu, Mansur B. K. Mohammed, Mohammed Sani, and Zakeeyu B. Yahya. "Predictors of job motivation among doctors and nurses in a tertiary hospital in Sokoto, Nigeria." International Journal Of Community Medicine And Public Health 6, no. 4 (March 27, 2019): 1385. http://dx.doi.org/10.18203/2394-6040.ijcmph20191364.

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Background: Doctors and nurses are the largest and very important human resources for health within health service organizations; therefore their performance will impact the overall organizational performance. The study was aimed to assess the predictors of job motivation among Doctors and nurses of a tertiary hospital.Methods: A descriptive cross sectional study was conducted among 334 doctors and nurses. Multi-stage sampling method was used to select study respondents and self-administered questionnaires developed based on Maslow and Herzberg theories of motivation. Linear regression analysis was performed to determine the predictors of job motivation. The level of statistical significance was set at p<0.05.Results: The motivators were ranked in order of importance from achievement factors, remuneration, job attributes and co-workers. Linear regression revealed only respondents’ designation significantly predicted job attributes as a motivating factor. Doctors were less likely to be motivated by their job attributes compared with nurses (p=0.03). Sex (p=0.01) and holding managerial position (p=0.001) predicted remuneration as a motivating factor for doctors and nurses. Disaggregation by profession showed, only holding managerial position (p=0.02) predicted remuneration as a motivating factor for doctors while for nurses, predictors were sex (p=0.001) and holding managerial position (p=0.02). Co-workers as a motivating factor for all groups were predicted by holding managerial position (p=0.01) and designation (p=0.03).Conclusions: Motivation was influenced by both financial (remuneration) and non-financial incentives (achievements). Healthcare professionals tend to be motivated more by non-financial factors, implying that this should be a cogent strategy for effective employee management.

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Rahimic, Zijada, and Amra /. Kozo. "Identifying Motivators for the Employees in Companies in Bosnia and Herzegovina." JOURNAL OF SOCIAL SCIENCE RESEARCH 2, no. 2 (November 30, 2013): 117–29. http://dx.doi.org/10.24297/jssr.v2i2.3093.

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Competence ability, and even company survival in today's dynamic and relatively unpredictable global business environment, are both becoming increasingly dependent on knowledge, skills and employee competence, as well as their work motivation. Thus, in these times of harsh competition, companies seek ways through which to increase employee readiness to fulfill company goals. Individuals are pushed for action by different motivators, awards and stimulations, all of which mirror their wishes. The task of every manager is to use motivators in order to stimulate employee performance, or drive them to complete their duties. The aim of this paper is to identify those factors that have a motivating effect on the employees working in companies across Bosnia and Herzegovina. The research included workers from different organizations in order to establish a relationship between organizational characteristics and the motivating effects of various factors. The methodological framework of this work has its basis in Herzberg's Two Factor Theory of Motivation. A special challenge for the empirical research, conducted through surveys distributed across companies in Bosnia and Herzegovina, was the identification of motivators which stimulate employee action. The results of this research could help managers in finding answers to different strategies of employee motivation, as well as in increasing their own capability in motivating workers and employing inventive motivators.

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Linz, Susan J. "Motivating Russian workers: analysis of age and gender differences." Journal of Socio-Economics 33, no. 3 (July 2004): 261–89. http://dx.doi.org/10.1016/j.socec.2003.12.022.

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Sarikaya, Yunus, and Ozgur Ercetin. "Motivating Workers in Federated Learning: A Stackelberg Game Perspective." IEEE Networking Letters 2, no. 1 (March 2020): 23–27. http://dx.doi.org/10.1109/lnet.2019.2947144.

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Bégel, Valentin, Antoine Seilles, and Simone Dalla Bella. "Rhythm Workers." Music & Science 1 (January 1, 2018): 205920431879436. http://dx.doi.org/10.1177/2059204318794369.

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Rhythm perception and production can be disrupted by neurological or neurodevelopmental disorders (e.g., Parkinson’s disease, dyslexia). Rhythm deficits are associated with poor performance in language, attention, and working memory tasks. Re-training rhythmic skills may thus provide a promising avenue for improving these associated cognitive functions. To this end, here we present a new protocol for selective training of rhythmic skills implemented in a tablet serious game called Rhythm Workers. Experiment 1 served to select 54 musical excerpts based on the tapping performance of 18 non-musicians who moved to the beat of music. The excerpts were sorted in terms of the difficulty of tracking their beat, and assigned to different difficulty levels in the game. In Experiment 2, the training protocol was devised and tested in a proof-of-concept study, including two versions of the game. One version (tapping version) required a synchronized motor response (via tapping), while the other (perception version) asked for a perceptual judgment. Ten participants were trained with one version and 10 with the other version of Rhythm Workers, for 2 weeks. A control group ( n = 10) did not receive any training. Participants in the experimental groups showed high compliance and motivation in playing the game. The effect of the training on rhythm skills yielded encouraging results with both versions of the game. Rhythm Workers thus appears to be a motivating and potentially efficient way to train rhythmic abilities in healthy young adults, with possible applications for (re)training these skills in individuals with rhythm disorders.

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Pârjoleanu, Raluca. "Work Motivation Efficiency in the Workplace." Postmodern Openings 11, no. 4 (2020): 293–309. http://dx.doi.org/10.18662/po/11.4/236.

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Employee motivation is very important for a successful organization, so any company should focus on motivating human resources if they want to stay competitive on the market and to avoid issues, such as employee retention problems that will adversely affect the business. Thus, effective motivational techniques should be implemented in any company that wants to be successful. Following the implementation of motivation methods adapted to the organization's environment and its type of employees, the satisfaction of workers will increase, and they will feel more motivated to perform at the highest standards. Studies have shown that motivating factors, such as success at work, recognition, diversification of responsibilities and career advancement, play an important role in motivating employees at work. It is important to strike a fragile balance between the level of challenges that the job brings and the resources made available to the employee. Packages that combine financial and non-monetary motivation, with coaching and mentoring activities, investing in employee development, as well as the flexibility of the work schedule, are major components of stimulating work motivation.

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Tshering, Dolley, Phudit Tejativaddhana, Taweesak Siripornpibul, Mary Cruickshank, and David Briggs. "Motivational Factors Influencing Retention of Village Health Workers in Rural Communities of Bhutan." Asia Pacific Journal of Public Health 31, no. 5 (June 14, 2019): 433–42. http://dx.doi.org/10.1177/1010539519853445.

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Village health workers (VHWs) are the first contact extending vital health services to unreached and underserved communities in Bhutan. VHWs truly embody the principles of primary health care and are effective catalysts in promoting community health. This study identifies and confirms factors motivating VHWs to remain in the health care system. This is a quantitative study with a cross-sectional survey design. Two-stage cluster sampling was used with VHWs from 12 districts representing 3 regions of Bhutan. Data were collected using pretested semistructured questionnaires. Confirmatory factor analysis was used for data analysis. Findings reveal a 4-factor model of motivations among VHWs that includes social, personal, job related, and organizational factors. Among these, the social factor most significantly motivates VHWs to remain in the health care system. VHW motivation can be further fostered by providing a holistic combination of financial and nonfinancial incentives that recognize intrinsic needs and empower innate altruism.

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Rahayu, Titik. "PERTAUBATAN WANITA PEKERJA SEKS KOMERSIAL (PSK) DI MAJELIS ASY-SYIFA (STUDI BIMBINGAN SOSIO-SPIRITUAL)." al-Balagh : Jurnal Dakwah dan Komunikasi 3, no. 1 (June 30, 2018): 27. http://dx.doi.org/10.22515/balagh.v3i1.1091.

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Commercial sex workers often get rejection, discrimination and negative stigmatization from the community. Even so, there are still many women in Indonesia who work as commercial sex workers. Among them are some commercial sex workers who want to repent and get out of prostitution. This article focuses on describing the efforts of commercial sex workers so that they have the awareness and determination to repent. The use of descriptive qualitative methods on the subject of research originating from former commercial sex workers and guidance counselors suggests that the guidance model implemented in the Asy-Syifa Assembly by combining social and spiritual aspects is capable of motivating commercial sex workers to repent. Implementation of socio-spiritual guidance is manifested through the provision of knowledge, attitude and social interaction, as well as support in the form of advice and motivation.

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Alqudsi-ghabra, Taghreed, and Huda H. Mansouri. "Staff Motivation at Kuwait University Libraries." Journal of Information & Knowledge Management 09, no. 04 (December 2010): 355–63. http://dx.doi.org/10.1142/s0219649210002735.

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Motivation is a force that leads people to act or perform. Motivating staff is a key element in making workers productive. It has the potential to increase incentive, put staff members at ease, and derive some satisfaction from their jobs. Factors that motivate staff vary across the professional, para-professional, and non-professional levels. The research here is a study of motivation techniques used by managers of Kuwait University libraries to improve employees' job satisfaction levels. In the process, it examines techniques and issues that motivate library staff and how these differ among professionals and non-professionals. It appears that high productivity depends on the level of library workers.

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Li, Huiwen, Beibei Yuan, Dan Wang, and Qingyue Meng. "Motivating factors on performance of primary care workers in China: a systematic review and meta-analysis." BMJ Open 9, no. 11 (November 2019): e028619. http://dx.doi.org/10.1136/bmjopen-2018-028619.

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ObjectiveAlthough China has made remarkable progress in strengthening its primary healthcare system, lack of well-performed primary health workforce is still the bottleneck of deepening the reform. The objective of this review is to understand the current profile of Chinese primary care workers (PCWs) and their motivating factors of performance and propose targeted policy suggestions on improving their work performance.DesignSystematic review.MethodsA systematic search of PubMed and MEDLINE was conducted to identify articles published from January 1, 2000, to June 2, 2018. Quality assessment and data extraction for the studies closely relevant to performance of PCWs in China were conducted by two reviewers independently. A preliminary framework containing different levels of factors influencing PCWs’ motivation based on existence, growth and relatedness (ERG) theory guided the synthesis analysis. In addition, we used a random-eﬀects model to pool individual studies on job satisfaction and estimate the overall job satisfaction of PCWs.ResultsA total of 36 articles were included; 16 (23 882 participants) in the meta-analysis. Regarding the individual level of motivation, 3 overarching themes and 12 subthemes were developed. The subthemes of financial incentives, career advancement and work itself were frequently mentioned and have more influences on PCWs’ performance. Moreover, the healthcare system reform policies have inevitable and complex impacts on different levels of human needs, and then influences on the motivation and performance of PCWs. Meta-analysis showed that the overall job satisfaction score among PCWs was 3.30, just reaching a satisfied rating and varied in different regions.ConclusionsThis study suggests low work satisfaction among PCWs in China, with financial incentives and career advancement being two most important motivating factors. Eﬀorts to improve the work performance in PCWs should give priority to these motivating factors and systematically take into account the health policy’s impacts on performance of PCWs.

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Mamay, Alla, Iuliia Myroshnychenko, and Henryk Dzwigol. "Motivation management model and practical realization within the health care institutions." Health Economics and Management Review 2, no. 2 (2021): 23–30. http://dx.doi.org/10.21272/hem.2021.2-03.

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The motivation of medical workers is essential to society since the quality of their work affects the individual and public health. The authors highlighted the special role of state and municipal authorities in motivating medical professionals. The study aims to identify the main directions and elaborate the recommendations to build motivational management models in health care facilities. The study reveals the essence and objectives of personnel policy management in health care facilities. The main methods of motivating health workers were analyzed. The authors evaluated the impact of health reforms on health workers’ motivation. The study proposed several ways to improve the motivational management models. The authors conducted an in-depth analysis of economic and non-economic motivation in health care facilities. The methodological basis of the study is comparative analysis, the method of scientific abstraction, induction and deduction analysis, and synthesis. The practical implementation involved the online services Google Ngram Viewer and SciVal. The findings proved the need to develop the health care quality performances and their approval at the local level. The authors concluded that it is necessary to elaborate on a local program of employees’ motivation of utility non-profit enterprises to implement qualitative indicators. This program may include the mayor’s award, awards free internship programs, invitations to cultural events, symbolic gifts, etc. The obtained results showed that the health reform didn’t cover all activity areas of the health care institutions while the funding for medical care per one patient was insufficient. Therefore, the study emphasized the urgency to solve the above strategic problem in state and municipal management in Ukraine. The findings could be useful for the state and the municipal government of Ukraine in elaborating on motivation programs for health workers and their maintenance.

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Mayfield, Milton, and Jacqueline Mayfield. "Leader Talk and the Creative Spark." International Journal of Business Communication 54, no. 2 (February 8, 2017): 210–25. http://dx.doi.org/10.1177/2329488416687057.

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Garden variety creativity has a vital but often overlooked role in business. Garden variety creativity happens whenever someone develops a new way of dealing with a workplace issue. It contrasts with institutional creativity—actions meant to develop radical new business methods and products at an organizational level. Institutional creativity advances a business’ place in an industry. Garden variety creativity makes daily routines more efficient and fulfills employees’ need for expression in the workplace. This article examines how leader communication—as captured by the motivating language framework—influences employee’s perceptions of the creative environment. Structural equation model analysis found a strong, significant, and positive relationship between leader motivating language use and worker perceptions of their creative environment. Motivating language use explained 55% of the variance in creative environment perceptions in a sample of over 140 workers drawn from diverse organizations. Findings also showed a 7% increase in creative environment perceptions for every 10% increase in motivating language use.

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Hazhar Omer Mohammed. "The effect of motivation on employee productivity (A case study private bank in Kurdistan regional government)." Restaurant Business 118, no. 11 (November 15, 2019): 119–36. http://dx.doi.org/10.26643/rb.v118i11.9940.

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This study was purposely conducted to analyze the outcome that motivation has on the performance of workers where private banks in Kurdistan regional government were used. Motivation comes in handy for a firm that wishes to attain its goals and prospects. When the workers are motivated, they improve their commitment to the firm’s objectives and so it is the duty of every firm to incorporate the various motivating factors in their system. This study was based on the analysis of the impact of goals, monetary incentives and recognition and rewards on the worker’s performance. A descriptive research style was used where a sample of 130 employees from the various private banks made up the sample. Questionnaires were used to collect data which was then analyzed and presented on graphs, tables and charts. The study found out that goals were widely used as motivators in the banks. It also found out that the employees were dissatisfied with the salaries they were getting. The recognition and reward systems were also unequitable. The study concluded that the employees in the private banks were not well motivated and recommendations to increase the motivation were given.

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Han, Seung H., Sang H. Park, Eui J. Jin, Hyoungkwan Kim, and Yeon K. Seong. "Critical Issues and Possible Solutions for Motivating Foreign Construction Workers." Journal of Management in Engineering 24, no. 4 (October 2008): 217–26. http://dx.doi.org/10.1061/(asce)0742-597x(2008)24:4(217).

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RUCK, NICOLA F., and OLFAT A. DARWISH. "Motivating health workers through nutrition training: an example from Egypt." Health Policy and Planning 6, no. 2 (1991): 130–40. http://dx.doi.org/10.1093/heapol/6.2.130.

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d'Iribarne, Philippe. "Motivating workers in emerging countries: universal tools and local adaptations." Journal of Organizational Behavior 23, no. 3 (2002): 243–56. http://dx.doi.org/10.1002/job.142.

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Weller, Sally A. "Discrimination, labour markets and the labour market prospects of older workers: what can a legal case teach us?" Work, Employment and Society 21, no. 3 (September 2007): 417–37. http://dx.doi.org/10.1177/0950017007080006.

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As governments become increasingly concerned about the fiscal implications of the ageing population, labour market policies have sought to encourage mature workers to remain in the labour force. The `human capital' discourses motivating these policies rest on the assumption that older workers armed with motivation and vocational skills will be able to return to fulfilling work. This article uses the post-redundancy recruitment experiences of former Ansett Airlines flight attendants to develop a critique of these expectations. It suggests that policies to increase older workers' labour market participation will not succeed while persistent socially constructed age- and gender-typing shape labour demand. The conclusion argues for policies sensitive to the institutional structures that shape employer preferences, the competitive rationality of discriminatory practices, and the irresolvable tension between workers' human rights and employers' property rights.

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Al-sharafi, Asem Ali Hasan, and Ibrahim Fahad Sulaiman. "The Importance of Administrative Leadership in The Context of Development of Human Resources: A Descriptive Analytic Study." Al Hikmah International Journal of Islamic Studies and Human Sciences 4, no. 3 (August 31, 2021): 248–73. http://dx.doi.org/10.46722/hkmh.4.3.21l.

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Sociological research in the field of human resources management focuses on identifying mechanisms that determine worker’s behaviour. Leadership can be noticed only on this level, as it plays a major role in organising relationships between individuals in a given society. We attempt in this article to expose some methods that could allow a better leadership impact on human resources and a perfect cooperation in order to accomplish tasks, to organize and bring workers into decision making process and to set a communication network on different levels in addition to motivating workers in order to achieve the set goals.

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Ojogbo, Leonard U., Ofili Peter N, and Dibashi A. Anthony. "Employee motivation and its implication on organizational productivity in nigerian media industry." Journal of Applied and Advanced Research 3, no. 2 (April 21, 2018): 32. http://dx.doi.org/10.21839/jaar.2018.v3i2.141.

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This study investigated “Employee Motivation and Its Implication on Organizational Productivity in Nigerian Media Industry (A Study of Delta State Broadcasting Service”). The objectives of the study among others were to determine the motivational factors employed by the management of Delta State Broadcasting Service to enhance workers’ productivity. The methodology adopted was a mixed analysis of quantitative and qualitative parameters based on the survey design which relied on primary and secondary sources of gathering data, through the use of questionnaires and interview instruments. Sixty two (62) questionnaires were administered to all to staff of Delta State Broadcasting Service, two (2) were returned. The study adopted purposive/judgment sampling technique. The data was analyzed and presented using tables, percentages and chi-square. Consequently, the findings reveals that Promotion as a way of motivating workers at Delta State Broadcasting Service is a factor of education, qualification and hard work. There is significant relationship between incentives and work productivity in Delta State Broadcasting Service. Also, monetary incentives and rewards exert a stronger influence on workers than any other form of motivational incentives. The study recommends that Delta State Broadcasting Service should improve its present techniques of motivating its staff to accommodate more workers. The management of Delta State Broadcasting Service should also expand their motivational techniques to incorporate other psychological factors.

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Damci, Atilla, David Arditi, Gul Polat, and Harun Turkoglu. "Motivation of civil engineers and architects in Turkey." Organization, Technology and Management in Construction: an International Journal 12, no. 1 (March 25, 2020): 2044–52. http://dx.doi.org/10.2478/otmcj-2020-0001.

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AbstractMotivation is one of the key factors that stimulate individuals to improve their productivity. Therefore, motivation of construction workers has been debated with considerable interest by participants in the construction industry. However, motivating only construction workers, but ignoring the motivation of construction professionals, viz., architects and civil engineers, may not be enough to successfully complete a construction project. Although motivation of construction professionals may also enhance the performance of a construction project, this topic is mostly ignored in the motivation literature. This study attempts to fill this gap by (1) identifying the motivators that are of importance to architects and civil engineers and (2) exploring the statistical difference between architects’ and civil engineers’ motivators. For this purpose, a questionnaire survey was administered to Turkish architects and civil engineers to collect data on their perceptions of the importance of different motivators. The case of Turkey is investigated because several of the larger Turkish contractors undertake construction projects outside their home country. Statistical analysis was performed on the collected data to verify whether there are statistically significant differences in the perception of some motivators by architects and civil engineers. The study demonstrates the existence of a statistically significant difference between architects’ and civil engineers’ motivators. Identifying the architects’ and civil engineers’ motivators may help construction companies in motivating their architects and civil engineers more effectively, thus developing a quality workforce.

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Khoo, Siew-Ean, Peter McDonald, Carmen Voigt-Graf, and Graeme Hugo. "A Global Labor Market: Factors Motivating the Sponsorship and Temporary Migration of Skilled Workers to Australia." International Migration Review 41, no. 2 (June 2007): 480–510. http://dx.doi.org/10.1111/j.1747-7379.2007.00076.x.

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The recruitment of skilled foreign workers is becoming increasingly important to many industrialized countries. This paper examines the factors motivating the sponsorship and temporary migration of skilled workers to Australia under the temporary business entry program, a new development in Australia's migration policy. The importance of labor demand in the destination country in stimulating skilled temporary migration is clearly demonstrated by the reasons given by employers in the study while the reasons indicated by skilled temporary migrants for coming to work in Australia show the importance of both economic and non-economic factors in motivating skilled labor migration.

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Kilburn, K. H., and R. H. Warshaw. "Effects of individually motivating smoking cessation in male blue collar workers." American Journal of Public Health 80, no. 11 (November 1990): 1334–37. http://dx.doi.org/10.2105/ajph.80.11.1334.

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Hakim, Hana, Aditya H. Gaur, and Jonathan A. McCullers. "Motivating factors for high rates of influenza vaccination among healthcare workers." Vaccine 29, no. 35 (August 2011): 5963–69. http://dx.doi.org/10.1016/j.vaccine.2011.06.041.

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Korel’, Liudmila, and Ekaterina Pavliuk. "Motivating Workers at Russian Industrial Enterprises in a Time of Reindustrialization." Sociological Research 57, no. 2 (March 4, 2018): 136–57. http://dx.doi.org/10.1080/10610154.2018.1577624.

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Funso, Afuye, Letema Sammy, and Munala Gerryshom. "Impact of Motivation on Productivity of Craftsmen in Construction Firms in Lagos, Nigeria." International Journal of Economics and Finance 8, no. 4 (March 23, 2016): 271. http://dx.doi.org/10.5539/ijef.v8n4p271.

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Motivation has been identified as a useful tool for enhancing productivity. This study aims at determining the impact of motivation on productivity of craftsmen in construction firms in Lagos, Nigeria. Sixteen motivating factors were identified through literature review common to Nigeria construction climate which were used to design questionnaire for the study. A total of 295 questionnaires were administered with 150 filled and returned. This constitute response rate of 50.85%. Productivity rating was done by work study. The mean of motivating factors was correlated with percentage productive hour observed in the sixteen sites surveyed. The outcome indicates that there is positive linear relationship between motivation and productivity. Therefore, motivation influences craftsmen performance in Nigeria construction industry. Further analysis also shows that craftsmen are basically motivated by financial incentives. The paper recommends that financial incentive should be considered for craftsmen in the industry. Moreover, alternative method to working overtime should be employed. The paper concluded that motivation strategy that will enhance productivity should be adopted for workers in the industry.

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Jabagi, Nura, Anne-Marie Croteau, Luc K. Audebrand, and Josianne Marsan. "Gig-workers’ motivation: thinking beyond carrots and sticks." Journal of Managerial Psychology 34, no. 4 (May 13, 2019): 192–213. http://dx.doi.org/10.1108/jmp-06-2018-0255.

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Purpose High-quality employee motivation can contribute to an organization’s long-term success by supporting employees’ well-being and performance. Nevertheless, there is a paucity of research concerning how organizations motivate workers in non-traditional work contexts. In the algocratic context of the gig-economy, the purpose of this paper is to understand the role that technology can play in motivating workers. Design/methodology/approach Drawing on the self-determination theory, job-characteristic theory and enterprise social media research, this conceptual paper explores how the architecture of the digital labor platforms underlying the gig-economy (and the characteristics of jobs mediated through these IT artifacts) can impact key antecedents of self-motivation. Findings Combining theory and empirical evidence, this paper develops a mid-range theory demonstrating how organizations can support the self-motivation of gig-workers through the thoughtful design of their digital labor platforms and the integration of two social media tools (namely, social networking and social badging). Research limitations/implications This paper answers calls for psychologically-based research exploring the consequences of gig-work as well as research studying the impacts of advanced technologies in interaction with work contexts on motivation. In theorizing around a large set of social-contextual variables operating at different levels of analysis, this paper demonstrates that individual-level motivation can be influenced by both task-based and organizational-level factors, in addition to individual-level factors. Originality/value The proposed theory provides novel insight into how gig-organizations can leverage widely accessible social media technology to motivate platform workers in the absence of human supervision and support. Theoretical and practical implications are discussed.

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Smaldone, Pierluigi, and Milena Vainieri. "Motivating health professionals through control mechanisms: A review of empirical evidence." Journal of Hospital Administration 5, no. 3 (April 5, 2016): 67. http://dx.doi.org/10.5430/jha.v5n3p67.

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This paper summarizes the findings of the literature on the levers used in the health care sector to motivate workers, with a particular focus on the impact of management control tools (such as Performance Measurement Systems (PMS) and Pay for Performance) on motivation. A review of the literature was carried out using the ISI Web of Knowledge, Pubmed and JSTOR search engines on the topic of motivation of health care workers, including, if possible, all the involved categories of employees. The research focused on empirical studies published in Europe, North America and Oceania from 1990 to 2015. Developing countries were intentionally excluded because of their specific needs and motivation perspectives that mainly focus on recruitment or retention strategies to ensure services provision. Studies on motivation generally focus on three main perspectives: (1) Employees’ satisfaction and emotions; (2) Retention; (3) Motivation or attitudes to carry out specific tasks or to behave appropriately. A few studies considered compensation strategies and monetary rewards as a driver of health care workers’ motivation. These studies did not report the crowding out effect of external locus of causality on motivation. On the contrary, most of the studies highlighted the importance of the relationship with patients and colleagues as a crucial factor affecting workers’ motivation, in particular referring to job satisfaction. Despite the large number of articles on the topic of employee motivation, there have been very few studies on the impact of the most popular managerial mechanisms introduced since the mid 1990s in health care systems.

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Szulawski, Michał. "Non‑Financial Methods of Motivation at Work – The Self‑Determination Theory Perspective." Kwartalnik Ekonomistów i Menedżerów 44, no. 2 (April 1, 2017): 69–82. http://dx.doi.org/10.5604/01.3001.0010.5939.

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The article describes the implications of the self‑determination theory in non‑ ‑financial methods of motivating workers in companies. The self‑determination theory and the related research suggest that in order to develop intrinsic motivation and integrated forms of extrinsic motivation at work, the three universal needs of autonomy, competence and relatedness have to be fulfilled. The article gives examples of work organization and work situations where the needs are not satisfied, and presents the ways of communication between the managers and coworkers and work organization, which support the development of the desired forms of motivation through the three universal needs.

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Gaponenko, Tatiana, Safura Muradova, and Victoria Litvinova. "Labor motivation of agricultural workers in the context of modern trends in personnel management." E3S Web of Conferences 175 (2020): 15003. http://dx.doi.org/10.1051/e3sconf/202017515003.

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The aim of the research is methodology development of labor motivationofagriculturalworkers,basedonacompetitiveapproachmodern methods of personalizing personnel management, which will increase the productivity of agricultural workers and the efficiency of production activities in the industry. The methodological basis of the study were the methodsofsummarization,grouping,comparisonandgeneralization,which wereusedduringtheanalysisofscientificliterature.Themethodofresearch of labor relations was applied questionnaires, analysis and synthesis methods while discussing research results. The developed methodology involves a wider range of instruments of material and non-material motivationoflabor.Materialmotivationisexpressedinanadditionalbonus to the salaries of winners in the competition in the profession. Non-material motivationisrepresentedbytraditionaltools(thewinnertitle,respectinthe team) and new tools of motivation (recognition of the employee as a person, respect for his desires and needs). The proposed motivation system was adapted for the operating conditions of the agricultural organization Ankor LLC, the main positions of the new system for motivating and stimulating the work of employees, who directly ensure the output of agricultural products, of this organization have beendeveloped.

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Epaneshnikov, A. "Comparative Analysis of Russian and Foreign Approaches to Labor Motivation." Management of the Personnel and Intellectual Resources in Russia 9, no. 5 (December 21, 2020): 47–49. http://dx.doi.org/10.12737/2305-7807-2020-47-49.

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In this day and age, the basic characteristics of motivated labor efforts are described. This study is a comprehensive study of the motivations of labor workers. A detailed analysis of subspecies in Japan, SSA, France, Great Britain, Germany and Sweden has been conducted. For rubies, various methods of motivating staff are suggested. National Economics Companies presented the principles of independence: more personalized staff, long-term and hard work, and more generally work and professional relationships. In American companies, the motivation is based on stimulating activities. In France, the basic method of motivation for a full-time employee is to work for weeks, which means that working hours a week do not exceed 35 hours, and in Russia – 40 hours. At the same time, two modifications of the system are being introduced in Great Britain, depending on the companies involved: today, the basis for which the regulatory supplementation is fully implemented, the video is activated and the payment plan is established in the established earnings. In Germany, for many workers, the economic benefits of the eye mean a lot, and the study of local interest and determination places personalities in the social system. In Sweden, the most important thing is to be diligent - as a social collective, material and non-material motivation motivated by the background plan, in the context of the total management of organizations motivated to pay minimal attention. The Western subcontinent combines financial, material and non-material incentives.

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Ranganathan, Aruna, and Alan Benson. "A Numbers Game: Quantification of Work, Auto-Gamification, and Worker Productivity." American Sociological Review 85, no. 4 (July 10, 2020): 573–609. http://dx.doi.org/10.1177/0003122420936665.

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Technological advances and the big-data revolution have facilitated fine-grained, high-frequency, low-cost measurement of individuals’ work. Yet we understand little about the influences of such quantification of work on workers’ behavior and performance. This article investigates how and when quantification of work affects worker productivity. We argue that quantification affects worker productivity via auto-gamification, or workers’ inadvertent transformation of work into an independent, individual-level game. We further argue that quantification is likely to raise productivity in a context of simple work, where auto-gamification is motivating because quantified metrics adequately measure the work being performed. When work is complex, by contrast, quantification reduces productivity because quantified metrics cannot adequately measure the multifaceted work being performed, causing auto-gamification to be demotivating. To substantiate our argument, we study implementation of an RFID measurement technology that quantifies individual workers’ output in real time at a garment factory in India. Qualitative evidence uncovers the auto-gamification mechanism and three conditions that enable it; a natural experiment tests the consequences of quantification of work for worker productivity. This article contributes to the study of quantification, work games, technology, and organizations, and we explore the policy implications of further quantification of work.

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Mayfield, Milton, and Jacqueline Mayfield. "Growing self-leaders: the role of motivating language." Development and Learning in Organizations: An International Journal 30, no. 5 (September 5, 2016): 14–17. http://dx.doi.org/10.1108/dlo-03-2016-0025.

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Purpose This paper aims to examine how leader communication can help foster an employee’s ability to set and achieve goals and align these goals with organizationally relevant purposes. Design/methodology/approach To better understand this process, the authors use two well-supported theories – motivating language to provide a framework for understanding leader communication and self-leadership to examine employee goal setting. Findings Examining these two theories together has resulted in a practical, theory-based guide for how managers can use leader communication to improve workplace results. Originality/value This paper offers researchers a new lens through which to view workplace practices in organizations driven by innovation and knowledge management, and a framework for managers and consultants to develop methods for inspiring and guiding workers toward improved organizational performance.

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MOHD SHARIFF, Nurhazani, Azlan ZAINOL ABIDIN, and Nur Syafiqah ABDUL GHANI. "PULL FACTORS MOTIVATING MIGRANT WORKERS: THE CASE OF HOTELS IN KUALA LUMPUR, MALAYSIA." GeoJournal of Tourism and Geosites 31, no. 3 (September 30, 2020): 991–95. http://dx.doi.org/10.30892/gtg.31309-532.

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Azzouni, Abdullah, and Christopher Scaffidi. "A Review of Potential Motivational Factors Behind End-User Programming." International Journal of End-User Computing and Development 7, no. 1 (January 2018): 1–20. http://dx.doi.org/10.4018/ijeucd.2018010101.

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End-user programming, which consists of people writing programs for their own use, has the potential to provide diverse benefits both personally and professionally. Yet, while studies indicate over 70 million American workers use spreadsheets or do other programming at least monthly, hundreds of millions do not. To identify opportunities for motivating broader and deeper levels of end-user programming, this article reviews existing literature on what factors drive adoption of end-user programming. A total of 15 factors were identified as potential motivations. Viewing these results through the lens of Maslow's Hierarchy of Needs suggests opportunities for future research.

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Tantranont, Kunlayanee, and Nuntanat Codchanak. "Predictors of Hearing Protection Use Among Industrial Workers." Workplace Health & Safety 65, no. 8 (April 19, 2017): 365–71. http://dx.doi.org/10.1177/2165079917693019.

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Promoting the use of hearing protection devices (HPDs) can prevent noise-induced hearing loss (NIHL) among workers who are exposed to excessive noise. In the present study, the authors examine factors that may explain HPD use among industrial workers from 15 manufacturing plants in Thailand. Participants consisted of 268 randomly selected workers exposed to harmful noise levels for which routine HPD use was required. Logistic regression analysis of study variables revealed the most powerful predictors of HPD use were perceived hearing status ( b = 0.66, p < .001) and interpersonal factors (i.e., role modeling and interpersonal support; b = 0.20, p < .001). Together, these variables correctly classified 63.4% of the cases. These findings have implications for interventions aimed at motivating workers to use HPDs regularly.

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Trent, Colene, and Walter J. Mayer. "Working the Night Shift: The Impact of Compensating Wages and Local Economic Conditions on Shift Choice." Economics Research International 2014 (October 9, 2014): 1–15. http://dx.doi.org/10.1155/2014/632506.

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The theory of compensating differentials asserts that night shift workers should receive compensating wage differentials due to undesirable work conditions. In weak local economies, workers may have difficulty finding jobs; thus, these workers might be more likely to accept night shift work and be less concerned with the size of the compensating differential for night shifts. Using CPS data from 2001, this paper employs maximum likelihood estimation of an endogenous switching regression model to analyze wages of day and night shift workers and shift choice. The findings indicate the presence of selection bias, thus emphasizing the importance of correcting for self-selection into night shifts. The average of the estimated wage differentials for night shift work is negative for the overall sample, with differentials varying by worker characteristics. The shift differential is found to be a statistically significant predictor of shift choice, indicating that shift premiums play an important role in motivating individuals to select night shift work. Using two measures of local economic conditions and a new method of analyzing interaction effects in the context of an endogenous switching regression model, this paper finds limited evidence that weak local economic conditions lessen the impact of compensating differentials on shift choice.

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Journal articles on the topic 'Motivating workers'

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