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Critical assessment of intrinsic and extrinsic employee motivational factors in the Libyan oil and gas sector

Critical assessment of intrinsic and extrinsic employee motivational factors in the Libyan oil and gas sector
Author: Muhammad Saeed
Publisher: GRIN Verlag
Total Pages: 63
Release: 2016-04-14
Genre: Business & Economics
ISBN: 3668197458
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Master's Thesis from the year 2015 in the subject Leadership and Human Resources - Miscellaneous, University of Chester, course: MBA, language: English, abstract: This study was conducted to find aspects of motivation in the Libyan oil and gas sector. Mellitah was selected as the population of the study. Findings showed that a positive relation exists between extrinsic and intrinsic factors and employee motivation (with some exceptions). Also, the findings concluded that internal locus of control is also positively related to motivation of the employees. However, further research was recommended by the researcher to investigate other aspects of the concept. Motivation is an interesting and researched topic and so is employee motivation. It has been found by various researchers that motivated employee perform better and help achieving the organisational goal. Therefore, motivating them ultimately benefits the company. Hence, it is important for organisations to know the intrinsic and extrinsic motivational factors and their effects on their employees. Companies should also know the link between employee motivation and their locus of control.

Effects of rewards on employee motivation

Effects of rewards on employee motivation
Author: Getaneh Abebaw
Publisher: GRIN Verlag
Total Pages: 73
Release: 2021-12-23
Genre: Business & Economics
ISBN: 334656164X
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Master's Thesis from the year 2020 in the subject Leadership and Human Resource Management - Employee Motivation, , language: English, abstract: The general objective of this study is to assess the effect of reward on employee motivation in Kirkos sub city administration, Addis Ababa. The study aims at assessment of the effect of reward on employee motivation in selected Kirkos sub city administration. Descriptive and inferential analysis was used to describe the effect of intrinsic and extrinsic rewards on employee motivation. Out of a total target population of four hundred fortify one administrative employee; two hundred ten samples were taken in probability sampling more specifically, stratified sampling, technique from the Kirkos sub city administration chief executive pool. Questionnaire was developed and distributed to the administrative employees. The finding of the study indicated that administrative employees of the administration have moderate satisfaction with the total reward practices. However; employees are motivated better by intrinsic rewards than extrinsic rewards. When each extrinsic reward items were computed, employees showed dissatisfaction from bonuses, similarly, when variables of each intrinsic reward were examined employees have moderate satisfaction the relationship of manager.

Intrinsic Versus Extrinsic Motivation and the Effects of those Types on Employees

Intrinsic Versus Extrinsic Motivation and the Effects of those Types on Employees
Author: Muhammad Naeem
Publisher: GRIN Verlag
Total Pages: 108
Release: 2015-09-29
Genre: Business & Economics
ISBN: 3668056951
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Master's Thesis from the year 2014 in the subject Leadership and Human Resources - Miscellaneous, grade: A, University of Sunderland (MBA), course: MBA HRM, language: English, abstract: The general aim of this research is to examine the differing effects of intrinsic and extrinsic motivation in the company PEL, Punjab, Pakistan. The findings can be used by the company in order to enhance the extent of motivation at their workplace. Both primary and secondary data will be used while looking at the various elements of the two types of motivation, and the differing effects they have on employees. Furthermore, the positive and negative sides of the two types of motivation will be discussed in the literature review. In order to gather primary data, sets of questions have been outlined and answers have been collected from the employees at the firm. The questions revolve around different elements of motivation, and hence allow that the effectiveness of both the methods is thoroughly examined. The main conclusion is that it is not one of the two types of motivation that gives fruitful results, nor is there a combination of the two that works universally.

The Effects of Intrinsic Motivation and Extrinsic Incentives on Employee Performance

The Effects of Intrinsic Motivation and Extrinsic Incentives on Employee Performance
Author: Jan U.
Publisher:
Total Pages: 34
Release: 2021-05-29
Genre:
ISBN: 9783346442284
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Bachelor Thesis from the year 2016 in the subject Leadership and Human Resource Management - Employee Motivation, grade: 1,3, University of Mannheim, language: English, abstract: The motivation for this work is a result of several factors. At first, the topics of motivation and work performance represent core areas in the fields of management and leadership with essential theoretical and practical implications. Second, various studies have been undertaken in order to examine the direct effects of motivation on work performance showing the high relevance of this issue. For example, the work of Jenkins, Mitra, Gupta and Shaw (1998) verifies a positive link between extrinsic motivation and work performance. Such performance improvements may be essential for companies trying to bet the competition. However, comparable studies examining the effects of intrinsic motivation on work performance tend to be rare. Thus, another reason for this present thesis is to close this substantial research gap. The topic of motivation has been widely studied from various researchers in several areas. It represents an essential part in multiple research fields, including the ones of management and psychology. Rani and Lenka define motivation as "a process that elicits, controls, and sustains certain behaviors". Thus, motivated employees are activated to engage in a certain behaviour in an energized way, whereas unmotivated employees may not have any incentive to act. Ilardi, Leone, Kasser and Ryan (1993) validate a positive relation between high levels of motivation and positive work outcomes, such as job satisfaction or well-being. The importance of motivation becomes clear in light of the recent Gallup-study, which states that unmotivated workers lead to substantial losses for businesses. Until now, a significant number of studies have focused on the effects of motivation on well-being or job satisfaction. However, this thesis has a slightly different focus. It examines the effects o

Motivation and Work Performance. The Effects of Intrinsic and Extrinsic Motivation on Work Performance

Motivation and Work Performance. The Effects of Intrinsic and Extrinsic Motivation on Work Performance
Author: Jan U.
Publisher:
Total Pages: 28
Release: 2021-05-29
Genre:
ISBN: 9783346442260
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Seminar paper from the year 2018 in the subject Leadership and Human Resource Management - Employee Motivation, grade: 1,3, University of Mannheim, language: English, abstract: The purpose of this paper is to investigate the effects of intrinsic and extrinsic motivation on work performance within the R&D environment and provide practical recommendations. Substantial research has been conducted to investigate the construct of motivation and to validate its impact on core business outcomes within varying environments. According to Rani and Lenka (2012), the motivational process affects an individual's strength and persistence of behaviour. Thus, motivated individuals are activated to behave in a more creative, productive and persistent way. Prevailing literature validates this positive effect. For example, Deci and Ryan (2008a) argue that there is a significant link between motivation and positive work-related outcomes, such as psychological well-being and work performance. Considering this convincing evidence, further research tried to investigate this relationship within varying settings. An area that has aroused major attention is the R&D environment. Within this context managers face several obstacles in establishing high levels of motivation. Clarke (2002) mentions, for example, the differing values and expectations of R&D specialists, the uncertainty of outcomes and the difficulty in measuring the results. For high levels of motivation and performance to occur, managers need to respond to the needs of the R&D professionals without losing sight of the company's major objectives. Based on the work of Deci, Vallerand, Pelletier and Ryan (1991) and their distinction between intrinsic and extrinsic motivation, studies in the R&D management literature validate the importance of both motivational constructs within this context. However, in practice, organizations like BMW may be incentivized to primarily focus on extrinsic rewards. Extrinsic incentive systems, such

Supporting Intrinsic Motivation and Public Service Motivation in the Local Government Sector

Supporting Intrinsic Motivation and Public Service Motivation in the Local Government Sector
Author: Erin L. Luper
Publisher:
Total Pages:
Release: 2014
Genre: Civil service
ISBN:
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This study used an electronic questionnaire to evaluate the levels of intrinsic motivation, compared to extrinsic motivation, in front-line local government employees. This research also evaluated the relationship between intrinsic motivation and public service motivation (PSM). Further, this research assessed the effects of performance appraisal systems (PAS) on intrinsically motivated front-line local government employees. Current research suggests that public sector employees are more intrinsically motivated than extrinsically motivated. This study found that, while the employees showed higher levels of intrinsic motivation over extrinsic motivation, most of the respondents showed moderately high levels of both intrinsic and extrinsic motivation. Additionally, the literature suggests that public sector employees place a high value on the missions and goals of public organizations, also known as PSM. This study found that, while both intrinsic and extrinsic motivation had an influence on PSM, intrinsic motivation had a greater affect on PSM for front-line local government employees. Current research also suggests that an employee's intrinsic motivation can be diminished by exposure to an external control mechanism such as PAS. However, there are elements of the performance appraisal process, such as employee participation, that may positively influence the employee's attitude towards the management practice. This study found that the type of PAS, whether participatory or non-participatory, caused a variation in the employee's attitudes towards the PAS for intrinsically motivated front-line local government employees.

The Relationship Between Intrinsic and Extrinsic Motivation and Organizational Commitment

The Relationship Between Intrinsic and Extrinsic Motivation and Organizational Commitment
Author: Walter Christian Tribolet
Publisher:
Total Pages: 280
Release: 2013
Genre: Achievement motivation
ISBN:
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The concepts of intrinsic and extrinsic motivation and organizational commitment have long interested researchers. Based on many studies in the U.S. and fewer in other countries, established theories recognize the relationship of intrinsic and extrinsic motivation to organizational commitment. In light of these theories, this study examined the relationships between intrinsic and extrinsic motivation and organizational commitment in the automotive industry within a European environment, specifically Switzerland. Five null hypotheses were formulated. (a) Swiss employees are not more motivated by intrinsic than extrinsic rewards. (b) There is no relationship between Swiss employees' intrinsic and extrinsic motivation and organizational commitment. (c) Selected demographic factors (years with company, position with company, salary, educational level) are not significant in employees' organizational commitment. (d) There is no relationship between Swiss employees' intrinsic and extrinsic motivation and the brand of product they sell. (e) There is no relationship between Swiss employees' organizational commitment and the brand of product they sell. The sample, 316 Swiss salespeople, completed a demographic survey, the Survey of Work Values, and the Organizational Commitment Questionnaire. The data were analyzed with descriptive statistics, Pearson correlations, multiple regression, and t tests. Results showed that the first three null hypotheses were rejected and the last two were accepted. Swiss employees' were more intrinsically motivated than extrinsically, and the greater their intrinsic motivation, the greater their degree of organizational commitment. Further, those who were highly extrinsically motivated showed lower organizational commitment. The selected demographic variables, taken together, were significant in Swiss employees' organizational commitment. Finally, no significant relationship was found between employees' intrinsic and extrinsic motivation or organizational commitment and the product they sell. Implications for theory included consideration of more complex relationships among these concepts than previously defined, and addition to the theory of such factors as national culture, governmental constraints, and organizational structure. Recommendations for implementation included development of effective compensation packages and job redesign programs for Swiss employees. Recommendations for future research included replication of this study with U.S. counterparts, comparative cross-national studies, and analysis of the impact of national culture and governmental influence on intrinsic and extrinsic motivation and organizational commitment.

Pay, Intrinsic Motivation, Extrinsic Motivation, Performance, and Creativity in the Workplace

Pay, Intrinsic Motivation, Extrinsic Motivation, Performance, and Creativity in the Workplace
Author: Barry Gerhart
Publisher:
Total Pages: 0
Release: 2015
Genre:
ISBN:
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The role of compensation or extrinsic rewards, including pay for performance (PFP), has received relatively little attention in the organizational behavior/psychology literature on work motivation. What attention it has received has often taken the form of raising cautions about the potential harmful effects of PFP on (intrinsic) work motivation, as well as on creativity. We critically assess the theory and evidence that have provided the basis for such arguments and conclude that support for such claims (in workplace settings) is lacking. We seek to provide a more accurate view of how extrinsic rewards such as PFP operate in the workplace and how they influence workplace motivation, creativity, and performance. We document how social determination theory and creativity theory have recently undergone major changes that better recognize the potential positive influence of extrinsic rewards such as PFP. Finally, we identify areas in need of further research.

Financial Statistics and Data Analytics

Financial Statistics and Data Analytics
Author: Shuangzhe Li
Publisher: MDPI
Total Pages: 232
Release: 2021-03-02
Genre: Business & Economics
ISBN: 3039439758
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Modern financial management is largely about risk management, which is increasingly data-driven. The problem is how to extract information from the data overload. It is here that advanced statistical and machine learning techniques can help. Accordingly, finance, statistics, and data analytics go hand in hand. The purpose of this book is to bring the state-of-art research in these three areas to the fore and especially research that juxtaposes these three.

COVID-19 and Education

COVID-19 and Education
Author: Christopher Cheong
Publisher: Informing Science
Total Pages: 529
Release: 2021-05-28
Genre: Education
ISBN:
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Topics include work-integrated learning (internships), student well-being, and students with disabilities. Also,it explores the impact on assessments and academic integrity and what analysis of online systems tells us. Preface ................................................................................................................................ ix Section I: Introduction .................................................. 1 Chapter 1: COVID-19 Emergency Education Policy and Learning Loss: A Comparative Study ............................................................................................................ 3 Athena Vongalis-Macrow, Denise De Souza, Clare Littleton, Anna Sekhar Section II: Student and Teacher Perspectives .............. 27 Chapter 2: Classrooms Going Digital – Evaluating Online Presence Through Students’ Perception Using Community of Inquiry Framework .............................. 29 Hiep Cong Pham, Phuong Ai Hoang, Duy Khanh Pham, Nguyen Hoang Thuan, Minh Nhat Nguyen Chapter 3: A Study of Music Education, Singing, and Social Distancing during the COVID-19 Pandemic: Perspectives of Music Teachers and Their Students in Hong Kong, China .......................................................................................................... 51 Wai-Chung Ho Hong Kong Baptist University Chapter 4: The Architectural Design Studio During a Pandemic: A Hybrid Pedagogy of Virtual and Experiential Learning .......................................................... 75 Cecilia De Marinis, Ross T. Smith Chapter 5: Enhancing Online Education with Intelligent Discussion Tools ........ 97 Jake Renzella, Laura Tubino, Andrew Cain, Jean-Guy Schneider Section III: Student Experience ................................... 115 Chapter 6: Australian Higher Education Student Perspectives on Emergency Remote Teaching During the COVID-19 Pandemic ............................................... 117 Christopher Cheong, Justin Filippou, France Cheong, Gillian Vesty, Viktor Arity Chapter 7: Online Learning and Engagement with the Business Practices During Pandemic ......................................................................................................................... 151 Aida Ghalebeigi, Ehsan Gharaie Chapter 8: Effects of an Emergency Transition to Online Learning in Higher Education in Mexico ..................................................................................................... 165 Deon Victoria Heffington, Vladimir Veniamin Cabañas Victoria Chapter 9: Factors Affecting the Quality of E-Learning During the COVID-19 Pandemic From the Perspective of Higher Education Students ............................ 189 Kesavan Vadakalur Elumalai, Jayendira P Sankar, Kalaichelvi R, Jeena Ann John, Nidhi Menon, Mufleh Salem M Alqahtani, May Abdulaziz Abumelha Disabilities ................................................................. 213 Chapter 10: Learning and Working Online During the COVID-19 Pandemic: A Wellbeing Literacy Perspective on Work Integrated Learning Students ............... 215 Nancy An, Gillian Vesty, Christopher Cheong Chapter 11: Hands-on Learning in a Hands-off World: Project-Based Learning as a Method of Student Engagement and Support During the COVID-19 Crisis .. 245 Nicole A. Suarez, Ephemeral Roshdy, Dana V. Bakke, Andrea A. Chiba, Leanne Chukoskie Chapter 12: Positive and Contemplative Pedagogies: A Holistic Educational Approach to Student Learning and Well-being ........................................................ 265 Sandy Fitzgerald (née Ng) Chapter 13: Taking Advantage of New Opportunities Afforded by the COVID-19 Pandemic: A Case Study in Responsive and Dynamic Library and Information Science Work Integrated Learning .............................................................................. 297 Jessie Lymn, Suzanne Pasanai Chapter 14: Online Learning for Students with Disabilities During COVID-19 Lockdown ....................................................................................................................... 313 Mark Taylor Section V: Teacher Practice .......................................... 331 Chapter 15: From Impossibility to Necessity: Reflections on Moving to Emergency Remote University Teaching During COVID-19 ............................... 333 Mikko Rajanen Chapter 16: Business (Teaching) as Usual Amid the COVID-19 Pandemic: A Case Study of Online Teaching Practice in Hong Kong ......................................... 355 Tsz Kit Ng, Rebecca Reynolds, Man Yi (Helen) Chan, Xiu Han Li, Samuel Kai Wah Chu Chapter 17: Secondary School Language Teachers’ Online Learning Engagement during the COVID-19 Pandemic in Indonesia ......................................................... 385 Imelda Gozali, Anita Lie, Siti Mina Tamah, Katarina Retno Triwidayati, Tresiana Sari Diah Utami, Fransiskus Jemadi Chapter 18: Riding the COVID-19 Wave: Online Learning Activities for a Field-based Marine Science Unit ........................................................................................... 415 PF Francis Section VI: Assessment and Academic Integrity .......... 429 Chapter 19: Student Academic Integrity in Online Learning in Higher Education in the Era of COVID-19 .............................................................................................. 431 Carolyn Augusta, Robert D. E. Henderson Chapter 20: Assessing Mathematics During COVID-19 Times ............................ 447 Simon James, Kerri Morgan, Guillermo Pineda-Villavicencio, Laura Tubino Chapter 21: Preparedness of Institutions of Higher Education for Assessment in Virtual Learning Environments During the COVID-19 Lockdown: Evidence of Bona Fide Challenges and Pragmatic Solutions ........................................................ 465 Talha Sharadgah, Rami Sa’di Section VII: Social Media, Analytics, and Systems ...... 487 Chapter 22: Learning Disrupted: A Comparison of Two Consecutive Student Cohorts ............................................................................................................................ 489 Peter Vitartas, Peter Matheis Chapter 23: What Twitter Tells Us about Online Education During the COVID-19 Pandemic ................................................................................................................... 503 Sa Liu, Jason R Harron