WHAT PREDICTS MORE THE SALES-FORCE PERFORMANCE: MOTIVATION OR SATISFACTION IN THE INSURANCE INDUSTRY? (Published)
The age old phenomenon-cum-debate that motivated employees can work more/better or satisfied employees can work more/better, is being solved to a little extent or more of assumptions are taken to solve or solved for less-stressed employees, but not for the stressed employees like sales-force in insurance industry. The current study aiming at solves this managerial problem by taking sample size of 270 (life insurance sales employees/agents in general). Here it is found that motivation-factors like fair treatment, work culture, participatory system, rationalization, work environment, individual recognition, and scope of development can produce sales force performance significantly, but not the satisfaction of life insurance sales-force in India. Satisfaction-factors show no relation with the sales-force performance. Factors extracted by explorative factor analysis put into the linear regression with the dependent variable as sales-force performance.
Keywords: Insurance industry, Motivation, Sales-force performance, Satisfaction
UNDERSTANDING EMPLOYEE MOTIVATION: THE CASE OF NON-TEACHING STAFF OF A PUBLIC UNIVERSITY (Published)
The purpose of this study was to identify the motivation factors for non-teaching staff of a public university of Bangladesh. Further, it examined ranked importance of certain factors in motivating non-teaching staff of a public university of Bangladesh. The research design for this study employed a descriptive survey method. The target population of this study included non-teaching staff from Bursar and Admission Office of the university. The sample size included 55 employees of the target population. 49 employees of the 55 employees participated in the survey for a participation rate of 91%. a survey questionnaire was developed to collect data for the study. Data was collected through use of a written questionnaire hand-delivered to participants. Questionnaires were filled out by participants and returned to an intra-departmental mailbox. The findings of this research supported the idea that what motivated employees differed given the context in which the employee worked. What was clear, however, was that employees ranked pay as the most important motivational factor followed by full appreciation of work well done.
Keywords: Hawthorne Studies, Hierarchy of needs, Hygiene factor, Motivation, Non-teaching staff
Understanding Employee Motivation: The case of non-teaching staff of a public university. (Review Completed - Accepted)
The purpose of this study was to identify the motivation factors for non-teaching staff of a public university of Bangladesh. Further, it examined ranked importance of certain factors in motivating non-teaching staff of a public university of Bangladesh. The research design for this study employed a descriptive survey method. The target population of this study included non-teaching staff from Bursar and Admission Office of the university. The sample size included 55 employees of the target population. 49 employees of the 55 employees participated in the survey for a participation rate of 91%. a survey questionnaire was developed to collect data for the study. Data was collected through use of a written questionnaire hand-delivered to participants. Questionnaires were filled out by participants and returned to an intra-departmental mailbox. The findings of this research supported the idea that what motivated employees differed given the context in which the employee worked. What was clear, however, was that employees ranked pay as the most important motivational factor followed by full appreciation of work well done
Keywords: Hawthorne Studies, Hierarchy of needs, Hygiene factor, Motivation, Non-teaching staff