The Effect of Leadership and Motivation on Employees Satisfaction: Evidence from Mirpur Division AJ&K in Restaurant Sector (Published)
Governance mechanism has received high attention in previous year and has been a developing for research. This is mainly because of failure of number of firms in different regions. Good governance mechanisms are considered important in aspect of motivation, leadership and independent audit committee to increase the performance with the satisfaction of customers. These factors effect differently in developing and developed countries due to cultural, economic, social issues. The main objective of our research is to understand and determine the effect of governance mechanism on customer satisfaction in Mirpur division AJ&K. Despite the significance of our subject matter no prior research has focus on governance mechanisms in Mirpur division AJ&K. To accomplish the research objectives a quantities method (question was adopted). The questionnaire survey was used to seek the response of governance mechanism in aspect of motivation, leadership and independent audit committee from top level management and response of satisfaction received from customers. The data were analyzed using the statistical package for the social sciences (SPSS) to obtain quantities measure we use Pearson correlation, Mean, Standard deviation and regression. The finding of results shows that the customer satisfaction has positive relationship with motivation, leadership and independent audit committee. This study’s findings will also be beneficial to firms; government and policy maker as their political, social and economic environment are same.
Keywords: Leadership Style, Motivation, employees’ satisfaction
Sustainable Motivational Factors towards the Enhancement of Employees Productivity and Efficiency (Published)
Motivation is the psychological process that gives behavior purpose and direction to achieve organization’s desired goals and objectives. Motivation is one of the most significant ways to attract and retain employees in an organization as well as to make them to do most productive and efficient work. Motivational factors and strategies are very significant concept of management activities to retain and make them loyal employees. All over the world, the large multinational corporations to medium and even small firms recognize that there is no best alternative ways than motivational strategies to communicate with employees and motivate them to most desired and productive work in the most efficient ways. The more a firm knows about its employee’s base, their needs, the easier it is to develop a motivational strategy that will appeal to these characteristics and motivated them well. The purpose of the study is to fine out and determine the distinct motivational strategies and factors which will suit the best to motivate employees. In the present competitive world if any business organization has to survive, it needs to keep an eye on the distinct needs of employees as well as the factors that motivate them well. The study investigates, measures, and evaluates the motivational activities of any organization from the reflection light of employee’s perceptions. To do this Five-Point Likert Scale has been used to survey employees. The study actually reveals the state of employee driven motivational activities and strategies and the employee perception on this perspective and whether these activities are standard and employee perceptions are able to increase productivity and efficiency in every organization. The study also focused to the extent that whether these activities and the defined employee perception can create positive impact on organization and be able to create positive contribution on the building of brand image of the organization. The study found that different motivational activities and its dimensions bound employees to perceive value chain of their work differently and motivate them well. So every organization should analyze the motivational factors and strategies as well as employees expectations first and then it should make a diagram or plan so that the organization can meet its target goals and objectives in the long run through employee satisfaction.
Keywords: ERG Theory, Employee Satisfaction, Employee driven motivation strategies, Equity Theory, Goal Setting Theory., Motivation, Motivation Strategies, Motivation-Hygiene Theory, expectancy theory
Analyzing the effects of HR System on Organizational Performance (Review Completed - Accepted)
It is responsible for bringing people into the Organization, helping them carry out their work, pay off them for their labors, and solving problems that arise. There are seven management functions of a human resources (HR) department that will be specifically addressed: staffing, performance appraisals, compensation and benefits, training and development, employee and labor relations, safety and health, and human resource research. The organizations should focus, promote and endorse the effective use of HR policies for the enhancement of pace of Organizational performance. The management of performance can often involve tough decisions such as choosing who to let go, who to promote and who to hire. Keeping the decision making process behind closed doors is an ethical practice that breeds the least amount of contention possible
Keywords: HR system, Humana Resource Management, Motivation, Organizational Performance
Factors affecting teachers’ motivation in Pakistani public universities (Review Completed - Accepted)
The instructive foundations particularly, universities assume a critical part in the underpinning of nation building. This study is pointed at getting a clearer perspective of the level of teachers’ motivation at Pakistani public universities. The principle concerns are the relative imperativeness and need of diverse motivational components and how they give to the general teachers’ motivational level. The outcomes concluded speak for representative relations, pay, border benefits, self-confidence, workload, class environment and stress as the most significant components impacting the teachers’ motivational level. This paper was used in comprehension the essence of the earth in which the teachers’ function, pay, stress, announcement, nature, self-assurance, and associate relationships and their impact on motivational level. Diverse Pakistani public universities were gone by to gather essential information. Information was quantitatively gathered through close-ended surveys with a sample size of 200 Pakistani public university teachers. Information was examined through relationship and different relapse utilizing SPSS programming and outcomes were noteworthy. The general work fulfillment of the representatives in the public universities is at the positive level. Henceforth, this examination study shows that pay & promotion are the most paramount element affecting teachers’ motivation at Pakistani public universities. It was for the most part undertaken to explore on the importance of components, for example class environment, stress, workload, self-confidence and association with coworkers in influencing the employment fulfillment. This paper presents an extensive judgment of teachers’ motivational lists of Pakistani public universities, the components making the disappointment & proposals enhance them.
Keywords: Motivation, Pakistan, Public Universities, Teachers
Effects of Motivation on Employees Job Commitment in the Nigerian Banking Industry: An Empirical Analysis (Published)
The purpose of this study was to provide a holistic view of workers attitudes and perception of the various motivational factors, as well as, examines the perceived effects of management use of motivation on workers job commitment in the Nigerian banking industry. The empirical study was conducted via a survey on (six) 6, out of the 22 Nigerian banks licensed by the Central Bank of Nigeria (CBN) as at the time of this survey. Using the frameworks from Parker (2001), factors manifesting employee’s job commitment were regressed on the key factors manifesting successful motivation. However, the model contrived was estimated using multiple regression analysis. Findings revealed sufficient evidence to conclude that successful Motivational factors had positive effects on employee job commitment in Nigerian banks, with majority of the respondents unanimously indicated good salaries and fringe benefits as their best source of motivation, while opportunity to some form of ownership scheme and increased responsibility/authority followed in that order.
Keywords: Banking, Employees Job Commitments, Motivation, Nigeria, Structural Equation Modeling