Dissertations / Theses on the topic 'Employee motivation – Management'
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Elding, Darren James. "Modelling employee motivation and performance." Thesis, University of Birmingham, 2005. http://etheses.bham.ac.uk//id/eprint/11/.
Full textCombs, Maryann L. (Maryann Lee) 1964. "Employee motivation : views of successful leaders." Thesis, Massachusetts Institute of Technology, 2001. http://hdl.handle.net/1721.1/8892.
Full textIncludes bibliographical references (leaf 44).
Businesses have an ever-increasing need to improve productivity and reduce costs, while maintaining or improving their quality and customer satisfaction. At the same time, employees have become more mobile and less likely to remain with a company for an extended period. Therefore, an understanding and focus on employee motivation factors is essential for leaders to successfully inspire their organizations. This thesis is an investigation into the subject of employee motivation. Literature research was conducted to gain a broad overview of the published theories on this subject. The core of the thesis, though is focused on interviews with senior successful leaders from a variety of industries. A number of techniques exist to inspire and motivate employees depending on the situation and the leader themselves. This thesis presents various situations and motivational aspects cited by these leaders. Even though there is variation in motivational attributes across situations, an analysis of the interviews also reveals items that are consistently found to be critical success factors. These factors include top leadership involvement, full engagement of employees, frequent communication, consistency of actions and communications, and the opportunity to learn. All leaders interested in inspiring their employees to achieve successful results are encouraged to think about their performance in relation to these attributes.
by Maryann L. Combs.
M.B.A.
Tsang, Kwok-chuen. "Motivation of property management site staff." Click to view the E-thesis via HKUTO, 2002. http://sunzi.lib.hku.hk/hkuto/record/B31969239.
Full textAddair, Angela Michelle. "Retail Employee Motivation and Performance." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7453.
Full textDube, Yonela Oko Likona. "The relationship between authentic leadership and employee engagement." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/15160.
Full textPoisat, Paul. "A critical analysis of organisational strategies for employee engagement." Thesis, Nelson Mandela Metropolitan University, 2006. http://hdl.handle.net/10948/466.
Full textGuo, Lan. "Self-determination theory of motivation and performance management systems." Online access for everyone, 2007. http://www.dissertations.wsu.edu/Dissertations/Fall2007/l_guo_080307.pdf.
Full textAl, Haj Anas. "Leadership Styles and Employee Motivation in Qatar Organizations." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3380.
Full textBlizzard, Eileen M. "An investigation of employee motivation and the effects of employee attitudes and managerial styles." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1998. http://www.kutztown.edu/library/services/remote_access.asp.
Full textSource: Masters Abstracts International, Volume: 45-06, page: 2931. Abstract appears at end of volume. Typescript. Includes bibliographical references (leaves 69-70).
Leone, Teresa A. "The manager's role in motivating employees for increased productivity and performance." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1993. http://www.kutztown.edu/library/services/remote_access.asp.
Full textTsang, Kwok-chuen, and 曾國全. "Motivation of property management site staff." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2002. http://hub.hku.hk/bib/B31969239.
Full textDelport, H. J. "Improving employee performance, motivation and engagement : a brain-based coaching model for managers." Thesis, Stellenbosch : Stellenbosch University, 2011. http://hdl.handle.net/10019.1/20752.
Full textThe aim of this research study was to explore the experience of managers, and specifically engineers at a steel manufacturing company, of a brain-based coaching model. Coaching’s origins can be traced back to a variety of fields including psychology, change management, training and adult learning. Many people argue that coaching is ‘heart based’ as opposed to being more analytical and scientific. This caused some confusion with the researcher. However, during his studies towards a Master’s degree in Philosophy (MPhil) in Management Coaching, he was introduced to neuroscience and the role it has played in the emergence of a new field called brainbased coaching. The fact that one could scientifically explain why the brain needs coaching and that coaching can help the brain improve its functioning, appealed so much to the researcher that he wanted to expand his knowledge of the subject. Selecting a sample group that was made up only of engineers who had participated in a training programme with the focus on brain-based coaching, provided the perfect platform from where to study the phenomenon and to discover how the engineers, who are academically trained, are analytical and who, by their very nature, prefer scientific evidence-based research, perceive a brain-based coaching model. It was also important to try and establish what they believed the benefits and possible applications are of the model and whether they think it can be used to improve performance and lift motivation and engagement. The results were positive, but it revealed more; it explained how the experience created awareness and led to a change in behaviour and thinking – not just at work, but also in their personal lives. These findings provide more knowledge about the potential that a brain-based approach has for managers and leaders as a development tool. It also gives some comfort that we do not have to continue doing and thinking about things the way we have always done; we have a choice and this approach gives us an insight into how to exercise that choice.
Trifunovska, Kristina, and Robin Trifunovski. "Human Resource Management : motivation among emplyees in multinational corporations." Thesis, Högskolan Kristianstad, Sektionen för Hälsa och Samhälle, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-7849.
Full textBakan, Ismail. "The effects of profit sharing and employee share ownership schemes on employee motivation." Thesis, Coventry University, 1999. http://curve.coventry.ac.uk/open/items/83c72d39-4fa0-f4ce-1163-f8eb35c3dd88/1.
Full textLui, Young Kam-ling Margaret. "Work-related needs among Hong Kong commercial employees /." [Hong Kong] : University of Hong Kong, 1985. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12316581.
Full textChow, Man-shun, and 鄒文遜. "Public service motivation : publicness and network perspectives." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2014. http://hdl.handle.net/10722/197533.
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Kadoorie Institute
Doctoral
Doctor of Philosophy
Lau, Hoi-keung John. "Motivation of middle management staff in property management company : a comparison between subsidiary companies of a developer and independent management companies /." View the Table of Contents & Abstract, 2006. http://sunzi.lib.hku.hk/hkuto/record/B38027604.
Full textBenkhoff, Brigit R. D. "Employee commitment to work : a test of motivation and re-conceptualization." Thesis, London School of Economics and Political Science (University of London), 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.363142.
Full textJans, Bastian, and Niklas Kienel. "Bridging Strategic Management Tools and Employee Motivation : A qualitative study of how an organization's mission & vision influence the motivation of its employees." Thesis, Umeå universitet, Företagsekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-104218.
Full textHill, Kim Charisc. "Managing Employee Motivation Through the Process of Government Furloughs." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4858.
Full textBrooks, Alecia. "Entry-level Health Care Services Employee Motivation and Performance." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1581.
Full textZhang, Xi. "Exchange ideology, knowledge sharing visibility and KM technology : explaining the effect of organizational reward on employee knowledge sharing behavior /." access full-text access abstract and table of contents, 2009. http://libweb.cityu.edu.hk/cgi-bin/ezdb/thesis.pl?phd-is-b30082286f.pdf.
Full text"Submitted to Department of Information Systems in partial fulfillment of the requirements for the degree of Doctor of Philosophy." Includes bibliographical references (leaves 184-197)
Ude, Samuel Ogbonnaya. "Technological Change and Employee Motivation in a Telecom Operations Team." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/900.
Full textZwane, Themba Lambert. "The role of performance management in the motivation of employees : a case study." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1090.
Full textChuk, Joseph R. "Electric utility corporate goals in employee television programs." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1987. http://www.kutztown.edu/library/services/remote_access.asp.
Full textSource: Masters Abstracts International, Volume: 45-06, page: 2706. Typescript. Abstract precedes thesis as [2] preliminary leaves. Includes bibliographical references (leaves 55-56).
Warrick, Brian. "Examining Employee Motivation, Environmental Systems, and Corporate Social Responsibility in Proenvironmental Behavior." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2906.
Full textBergström, Jesper, and Andreas Gustafsson. "Employee motivation underexternal control : A study of financial advisors at large Swedish firms." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-27008.
Full textHaslett, Vaughan. "Performance bonus as entry vehicle to performance management." Thesis, Cape Technikon, 1999. http://hdl.handle.net/20.500.11838/2058.
Full textThe purpose of this research is to answer the following fundamental question: "Is the performance bonus approach a viable alternative methodology for implementing a Performance Management and Development intervention in South African companies? " The intention is to use the performance bonus as an entry vehicle for the establishment of a fully functional performance management and development system. The introduction of a performance based bonus system is intended to instill the recognition of "the pay for performance" concept as opposed to one of entitlement. What is expected is that a culture of performance will develop encompassing standards of work performance, goal orientation and a level of individual responsibility for recognition and reward. Understanding and acceptance of the performance bonus will create a platform for the introduction of further levels of remuneration, being increases and finally basic salary becoming performance based. Furthermore, this will allow the development of the further necessary levels of a fully functional integrated performance management and development system. This would entail the inclusion of management levels within the system as well as operational levels (departments, divisions and regions) and finally the organisational level thereby linking all aspects of the system to overall strategy.
Joubert, Carolien. "The role of talent management in the recruitment and retention of a high performance workforce." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53682.
Full textENGLISH ABSTRACT: The purpose of this research is firstly to theoretically describe the concept of talent management and determine the role thereof in the recruitment and retention of a high performance workforce. Secondly the experience of organisations and Recruitment Practitioners in the Cape Peninsula towards talent management is described through the utilisation of phenomenological research principles. The theoretical concepts determined are compared to the actual status quo that presently exists in the marketplace to determine the gaps that resides. The literature investigation concentrated on the central aspects pertaining to this study namely a clear definition of talent management principals, recruitment trends that currently influences the world of work. talent retention practises and the development of an integrated talent management system. The phenomenological investigation was conducted through interviews with selected Human Resource professionals and Recruitment Practitioners in the Cape Peninsula. Carefully constructed open-ended questionnaires were utilised in the interviews. Four themes emerged from the investigation centring on the general principles of talent management, the understanding versus application of talent management, organisational recruitment, retentions practises and the role of the Recruitment Practitioner. From the study it is clear that talent management principles are still not entrenched in organisation especially regarding the retention of their workforce as well as the establishment of an integrated approach towards talent management. An emerging realisation of the importance of talent management existed among the respondents interviewed, however true application is still within a development phase. The role of Recruitment Practitioners and their relationship towards organisations in the recruitment and selection of talent is also scrutinised. It becomes evident that Recruitment Practitioners operate within a highly competitive and volatile market necessitating certain survival techniques that is in contrast to the principals pertaining to proper talent management practises.
AFRIKAANSE OPSOMMING: Die doel van hierdie navorsing is om eerstens die aspekte random talent bestuur teoreties te beskryf en sodoende die rol daarvan in terme van die werwing en behoud van 'n uitstaande arbeidsmag te bepaal. Die tweede aspek van die studie wentel rondom 'n fenomenologiese ondersoek wat die ervaring van organisasies en werwings agente in die Kaapse Skiereiland in terme van talent bestuur beskryf. Die teoretiese beginsels wat bepaal is word dan vergelyk met die werklike stand van sake en die gapings word ge"identifiseer. Die literatuurondersoek fokus op die sentrale aspekte van die studie naamlik 'n duidelike definisie van talent bestuur, werwings tendense wat huidig in die mark voorkom, talent behoud in organisasies en die ontwikkeling van 'n geintegreerde talent bestuur sisteem. In die fenomenologiese ondersoek is gebruik gemaak van onderhoude met gekose personeel beamptes as ook werwings agente in die Kaapse Skiereiland. Spesiaal ontwikkelde vraelyste is gebruik vir die onderhoude. Uit die ondersoek ontvou vier temas wat sentreer om, 'n vergelyking van die begrip en die werklike toepassing van talent bestuur, werwings beginsels in organisasies, talent behoud praktyke en die rol van werwings agente. Dit blyk duidelik dat talent bestuur praktyke nog steeds nie geintegreer is in organisasies nie spesifiek in terme van talent behoud en die ontwikkeling van 'n geintegreerde talent bestuur benadering. Respondente het wel die belangrikheid van talent bestuur besef, maar die toepassing hiervan is steeds in 'n ontwikkelings fase. Die studie het ook 'n noukeurige ondersoek gedoen in terme van die rol wat werwings agente speel in terme van die werwing van hoë kwaliteit werknemers in organisasies. Dit blyk duidelik dat werwings agente onder baie wispelturige toestande in 'n hoogs kompeterende mark werk. Dit het sekere faktore tot gevolg wat kontrasteer met die praktyke van talent bestuur.
Pastille, Catherine L. "Personal energy management styles and their influence on work performance /." View online ; access limited to URI, 2007. http://0-digitalcommons.uri.edu.helin.uri.edu/dissertations/AAI3277004.
Full textSmith, William D. "The effect of the force of love in influencing a positive organizational climate as perceived by project managers of Fortune 500 companies." Online full text .pdf document, available to Fuller patrons only, 2001. http://www.tren.com.
Full textPetzer, Liane. "The relationship between authentic leadership and employee performance." Thesis, Rhodes University, 2018. http://hdl.handle.net/10962/59467.
Full textTseana, Tloutsana. "Critical success factors of effective performance appraisal and the latter's effect on employee engagement." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/21395.
Full textBarbosa-McCoy, Vanessa Lizzette. "Hotel Managers' Motivational Strategies for Enhancing Employee Performance." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2064.
Full textKo, Ka-fai. "An evaluation of the incorporation of information technology in the property management industry in Hong Kong /." View the Table of Contents & Abstract, 2006. http://sunzi.lib.hku.hk/hkuto/record/B38027574.
Full textSha, Nadine. "A study of the relationship between job satisfaction and procedural justice experienced by employees in a brick manufacturing company and their organisational citizenship behavior." Thesis, University of the Western Cape, 2007. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_8294_1257933416.
Full textThe purpose of this study is to investigate and review literature that examines whether job satisfaction and procedural justice have a positive relationshipwith employees organisational citizenship behaviour in a brick manufacturing industry
Rwodzi, Bright. "Drivers of employee engagement in a lean manufacturing environment during a period of change." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/20559.
Full textJones, Lorelei Aldridge. "The association between supervisor characteristics and program assistant motivation and success /." Electronic version (PDF), 2003. http://dl.uncw.edu/etd/2003/jonesl/loreleijones.pdf.
Full textAwan, Sahar. "The Micro Foundations Of Public Employee Behavior." Doctoral thesis, Universitat Ramon Llull, 2019. http://hdl.handle.net/10803/666874.
Full textLa Motivación del Servicio Público (PSM) se considera la base motivacional principal de los empleados del sector público y se ha convertido en un elemento fundamental en el estudio del personal público. A lo largo de los años, PSM ha sido responsable de explicar una serie de comportamientos y actitudes de los empleados. Esta tesis examina el impacto de PSM en algunas de las actitudes y comportamientos de los empleados del sector público que son importantes para la organización. Esta tesis emplea varias herramientas empíricas para examinar un conjunto de relaciones que pueden ser generadas por el PSM. Las actitudes y comportamientos vinculados con el PSM que se examinan aquí son el comportamiento prosocial, el comportamiento organizacional de la ciudadanía, la satisfacción laboral, el compromiso organizacional, el desempeño individual, la rotación de trabajadores y el burnout. Examinamos la literatura empírica existente para reconciliar resultados dispares y también presentamos nuevos datos empíricos para comprender mejor la influencia de la PSM en estas variables tan relevantes para la organización.
Public Service Motivation (PSM) is regarded as the primary motivational basis of public sector employee and has emerged as a pivotal construct in the study of public personnel. Over the years PSM has been held responsible in explaining a number of employee behaviors and attitudes. This thesis examines the impact of PSM on some of the attitudes and behaviors of public sector employees that are important for the organization. This thesis employs various empirical tools to examine a set of relationships said to be driven by PSM. The attitudes and behaviors linked with PSM that are examined here are prosocial behavior, organizational citizenship behavior, job satisfaction, organizational commitment, individual performance, turnover and burnout. We examine past empirical literature to reconcile disparate results and also present new empirical data to better understand the influence of PSM on these organizationally relevant variables.
Quader, Kazi, and Sisi Jin. "Managing Selection and Retention of Employees : A Case Study on Länsförsäkringar Bergslagen." Thesis, Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-12939.
Full textCastren, Satu, and Kaleem Ullah Muhammad. "What should be done to improve employee motivation at Lammin Osuuspankki branches in Lahti?" Thesis, Mälardalen University, School of Business, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-821.
Full textAbstract
Date 12th June, 2008
Course Name Master Thesis EFO 705
Program MIMA‐International Marketing
Group Satu Kristiina Castren 821118‐P147
Kaleem Ullah Muhammad 801202‐P310
Tutor Tobias Eltebrandt
Title
What should be done to improve employee motivation at Lammin Osuuspankki branches in Lahti?
Problem Statement
What should be done to improve the motivation of employees by the
management at the branches of Lammin Osuuspankki in Lahti?
Purpose of the Research
The purpose of the research is to study internal marketing at Lammin
Osuuspankki Lahti branches focusing on employee motivation. This research is designed for the management of Lammin Osuuspankki so that they can encourage the employees to work in an effective way. The authors will find the factors that are effecting the motivation of employees at the branches and need further improvement to increase the motivation of the employees. The research aim is to improve the employee motivation at the branches through our suggestions.
Methodology
For this research, the authors have used primary and secondary data to collect the information needed. The primary data was collected by qualitative and quantitative methods. The quantitative data was conducted by a survey, which was based on a theoretical model, the dynamic Triangle of motivation and the adapted job characteristic model. The qualitative primary data was gathered by two interviews. The secondary data was collected mainly from books, online databases and articles.
Conceptual Framework
The conceptual framework includes two models: The Dynamic triangle of
Motivation and the modified Job Characteristic Model. The dynamic Triangle of Motivation looks at the values and attitudes and the needs that influence motivation for employees at a learning organization. The Job characteristic Model is a framework for studying the impact of job characteristics on job satisfaction and job outcomes.
Conclusions
The conclusions revealed the different preferences and importance of the motivational factors to the employees at Hämeenkatu and Paavola bank branches. The authors concluded all the motivational factors that require improvement to increase the motivation of employees at Hämeenkatu and Paavola branches. In short, other than cultural harmony and communication between co‐workers inside social dimensions all the other factors required improvement to improve the motivation of the employees.
Oosthuysen, Coenraad Willem. "Work management business process against employee engagement." Thesis, Stellenbosch : University of Stellenbosch, 2008. http://hdl.handle.net/10019.1/810.
Full textAFRIKAANSE OPSOMMING:‘n Kwalitatiewe evaluasie van die faktore wat werknemer verbintenis in die uitvoering van ‘n werksbestuur besigheidsproses beinvloed, word aangebied. Die nodigheid van werknemer verbintenis en besigheidsprosesse in organisasies word beskryf. ‘n Vergelyk tussen die beginsels van werknemer verbintenis en die werksbestuur proses word gedoen. Deur middel van statistiese evaluasie tegnieke (frekwensie evaluasie) dra hierdie navorsing by tot die bestaande kennis in hierdie domein deur die identifisering van faktore wat bydra tot die onttrekking van werknemers van die werksbestuur proses en gevolglik die organisasie verlaat. Resultate bevestig dat die werksbestuur proses die verbintenis van werknemers tot die werksbestuur proses fasiliteer, veral vir werknemers wat onlangs die arbeidsmark betree. Persoonlike groei en loopbaan ontwikkeling word egter nie ten volle ondersteun in die uitvoering van die werksbestuur proses nie. Aanbevelings word gemaak ter ondersteuning van die implementering van ‘n volhoubare werksbestuur proses.
ENGLISH ABSTRACT: Presents a qualitative evaluation of the factors that influence employee engagement from the perspective of implementing and sustaining a work management business process. Describes the intent of employee engagement and business processes in organizations. Compare the principles of employee engagement and the work management business process. By applying statistical evaluation methods (frequency analyses) this research adds to the existing body of knowledge in this field by identifying factors that lead to disengagement of employees in the execution of work management business processes and subsequent loss of skills. Analysis indicates that the business process facilitates engagement of employees in work management at the start of their careers, however career development and personal growth for experienced employees are lacking in the execution of work management. Concludes with recommendation for sustaining employee engagement in work management.
Gibbons, Theresa. "Engagement, motivation, and performance in a multigenerational organization /." Burnaby B.C. : Simon Fraser University, 2005. http://ir.lib.sfu.ca/handle/1892/3627.
Full textChristopher, Alan B. "Effects of an incentive program on the absenteeism on instructional workers." Virtual Press, 1986. http://liblink.bsu.edu/uhtbin/catkey/458523.
Full textChrest, K. Tyler. "Employee Motivation Related to Leadership Behaviors in Rural Outpatient Healthcare Settings." Franklin University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=frank1608581990857996.
Full textBerglund, Emmie, and Linnéa Bergquist. "ATT MOTIVERA GENERATION Y : En fallstudie baserad på hur chefer inom friskvårdsbranschen kan behålla sina unga medarbetare." Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-15225.
Full textA workplace that is not considered sufficiently motivating for an individual can lead to an employee voluntary choosing to leave a company, resulting in high unpredictable employee turnover costs and inconvenience for the operation. Therefore, Employee retention is considered to be of great importance. Motivation in work may also be associated with the experience of satisfaction that creates positive working attitudes, this term can be seen to be integrated with the work of retaining employees. However, in order to maintain motivation in work, it is important that managers understands how generation differences can affect the needs of individuals in the workplace. Because young employees, so-called generation Y, are individuals who are more likely to leave a company than previous generations this study has a specific focus on the healthcare industry, which has shown a high number of young employees. The aim of this study was to create an understanding of how managers can work to motivate their employees, belonging to generation Y, in order to keep them in a company within the healthcare industry. The study takes a starting point in the generation theory of Mannheim (1927) and motivational theories of Maslow (1943) and Vroom (1964), which have worked out as a scientific support in the search for the answer to the study’s problem formulation and questionnaire. In order to find the answer of the founded question a qualitative researching method has been used, with a complementary descriptive element in form of a ranking method. The collection of the empirical data was conducted using a case study against two different healthcare companies and a triangulation method. In total, 13 qualitative interviews were conducted with managers and employees, as well as a qualitative text analysis based on the case materials and policy documents, which together formed a triangulation method. The result of this study present a difference between what managers believe motivates generation Y and what they are actually motivated by in practice. The motivational factors that was shown distinctive and important for employees belonging to generation Y to stay within the healthcare industry were Personal development, Cohesion and community and Safe employment conditions. However, it should be noted that this result was a generalization of the collected empirical data and does not constitute a presentation of what these employees individually are motivated by. Therefore, it is also considered essential that managers are working to identify the individual’s need of motivation at the workplace.
Mavrothalassitis, Paul. "2016-12-31 Investigating the impact of employee motivation on the level of external customer service within Nedbank." Thesis, Stellenbosch : Stellenbosch University, 2010. http://hdl.handle.net/10019.1/80504.
Full textThe necessity for organisations to deliver exceptional service to customers remains a primary factor for sustainability. Organisations continuously seek differentiation from their competition to realise their strategic goals. The main aim of organisations is to satisfy their employees, customers, stakeholders and regulators, and in doing so they would continue to prosper and reflect a positive return on equity. Organisations strive to be market leaders in the area of customer service by ensuring that employees remain engaged and motivated at all times to ensure that a competitive advantage is evident. This study was conducted in the retail banking environment of Nedbank which investigated the link between employee motivation and how this would affect external customer service. The research results were illustrated by means of qualitative and qualitative measurement frameworks, thereby illustrating the effects of employee motivation on the levels of customer service. The study displays that employee motivation determines the outcome of service levels and the delivery of exceptional customer service by satisfied and informed employees.
Luarca, Luis. "A Grounded Theory of the Factors Affecting Employee Vision Inspiration." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3403.
Full textTsang, Lau Yee-wah Cecelia, and 曾劉綺華. "A study on the relationship of employees' perception of quality management and employee satisfaction in a social service organisation." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B31267713.
Full textTsang, Lau Yee-wah Cecelia. "A study on the relationship of employees' perception of quality management and employee satisfaction in a social service organisation /." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18023770.
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