Attendance in the workplace is becoming a growing challenge for companies or organisations in general. Non-attendance has become a world-wide or international problem. According to Banks, Patel and Moola (2012) it is a common problem in all types of industries, minor or large, private or government. South African organisations are losing estimated billions of rand in cost annually due to poor attendance. These costs are having a negative effect on organisations’ revenue, effectiveness, health and safety. A satisfactory level of employee attendance at work is necessary to allow departments within organisations to achieve their objectives and targets. Research suggests many factors which influence employee attendance and these are investigated, analysed and discussed within this study. The aim of the study was to attempt to improve attendance at an automotive manufacturing company by investigating the influences of certain elements, namely motivation, leadership (supportive), job satisfaction and rewards. The literature study was done to investigate the relationship between these factors and elements and attendance. Through research the realisation of the importance of controlling absenteeism has become very imminent. The literature review has shown that these factors are related to attendance, some of them influencing the tendency to attend work positively and others having a negative influence causing employees to be absent from work. The study also investigates some of the common possible reasons and motives for non-attendance. The empirical part of the study was to determine the perception of workers with regard to attendance. A convenience sampling method was used to select the respondents and the size of the sample consisted of 198 respondents. A researched and well-designed questionnaire was used to gather the data. The information was analysed with the latest statistics software package. Independent tests and analysis of various techniques were used to determine the statistical significant differences in the relationship between attendance and the elements with regard to employee perception. These perceptions were grouped in biographical categories, namely race, age, shop, service length, marital status, gender, income and the number of days absent in the last three years. Through the study statistically no actual significant difference was found among these groups. The key findings within this study show that there are no significant relationships between the dependent variable (attendance) and the independent variables, (motivation, leadership, job satisfaction and rewards). This relation is highlighted by the statistical data which is discussed and analysed individually for this study The theoretical and practical implications of the findings are discussed and recommendations based on these findings are provided.

O Capital Psicológico e a teoria da Autodeterminação, através do estudo da Motivação para o trabalho, são áreas relacionadas à pesquisa do comportamento humano nas organizações. Ambas as abordagens propõem instrumentos de medida para verificar a influência de fatores subjetivos no desempenho humano nas empresas. Com base nestas duas abordagens teóricas, foi realizada investigação empírica de natureza quantitativa e qualitativa com o objetivo de verificar se existem relações entre as categorias de Desmotivação, Motivação Extrínseca e Motivação Intrínseca com as dimensões do Capital Psicológico (Autoeficácia, Esperança, Otimismo e Resiliência). A amostra pesquisada foi composta por 235 trabalhadores que atuam no segmento da saúde, no Rio Grande do Sul/BR. Na etapa quantitativa foram utilizados os instrumentos PCQ -24 e o MWMS, respondidos por funcionários ativos da área administrativa e assistencial, em hospitais e clínicas médicas. Na etapa qualitativa foram realizadas entrevistas abertas com cinco pessoas que participaram da amostra quantitativa. Os procedimentos metodológicos utilizados foram Análise Fatorial, ANOVA e Matriz de Correlação para a abordagem quantitativa e Análise de Conteúdo na abordagem qualitativa. Dentre os resultados encontrados, destaca-se que há uma correlação negativa entre o Capital Psicológico e a Desmotivação bem como uma correlação positiva entre as dimensões deste Capital Psicológico e Motivação Intrínseca. Considerando a motivação como um continuum entre Motivação Extrínseca e Motivação Intrínseca, observou-se que quanto maior o nível de Capital Psicológico nos indivíduos mais os resultados aproximavam-se dos níveis de motivação do tipo Intrínseca. Os resultados estatísticos sugerem que os profissionais que atuam na assistência possuem maiores níveis de Motivação para o trabalho e Capital Psicológico do que os da área administrativa. Da mesma forma, pessoas com nível de graduação completa apresentaram níveis elevados de Motivação e Capital Psicológico quando comparados aos indivíduos sem escolaridade concluída. Na pesquisa qualitativa constatou-se que a ação reflexiva desencadeada pela participação na etapa quantitativa deste estudo resultou em quatro ideias principais: a autorreflexão sobre o trabalho, a falta de foco no aspecto humano, a cisão entre tarefa e pessoas e a motivação para o desempenho das atividades laborais. Estas ‘ideias principais’ foram discutidas através das abordagens teóricas que deram suporte a esta pesquisa. / The Psychological Capital and the theory of self-determination, through the study of motivation for the job are related areas will research of human behavior in organizations. Both approaches propose measuring instruments to check the influence of subjective factors in human performance in companies. Based on these two theoretical approaches, empirical research was carried out quantitative and qualitative in order to check whether there is a relationship between Demotivation, Extrinsic Motivation Intrinsic Motivation and with the dimensions of Psychological Capital (Self-efficacy, hope, optimism and resilience). The study sample consisted of 235 workers in the health sector, in Rio Grande do Sul / BR. In the quantitative stage was used the PCQ -24 instruments and MWMS in active employees of administrative and healthcare area, in hospitals and medical clinics. In the qualitative phase were conducted open interviews with five people who participated in the quantitative sample. The methodological procedures used were factor analysis, ANOVA and Correlation Matrix for quantitative and content analysis approach in the qualitative approach. Among the findings highlight that there is a negative correlation between Psychological Capital and Demotivation well as a positive correlation between the dimensions of Psychological Capital and Motivation Intrinsic. Considering the motivation as a continuum between Motivation Extrinsic and Intrinsic Motivation, it was observed that the higher the level of Psychological Capital in individuals over the results closer to the type of Intrinsic Motivation levels. Statistical results suggest that professionals working in care have higher motivation levels to work and Psychological Capital of the administration area. Similarly people with full grade level showed high levels of motivation and Psychological Capital compared to individuals without complete schooling. In qualitative research it was found that the reflex action triggered by participation in the quantitative stage of the study resulted in four main ideas; and self-reflection on the work, the lack of focus on human, the split between task and people and the motivation for the performance of work activities. These 'key ideas' were discussed by theoretical approaches that have supported this research.

The quality of the relationship between supervisors and subordinates strongly influences a variety of important work-related attitudes and behaviors, which consequently impact organizational effectiveness.

The diploma thesis focuses on employee motivation to work, while also providing an overview of interpersonal relationships within the company. The main objective is to evaluate the weaknesses based on the results of the analysis of the monitored company, and to propose the modification of organizational and communication forms in order to increase the effectiveness of the monitored areas. The theoretical part contains an overview of this issue drawn from sources of specialized literature. The practical part maps the current situation in the company based on its own observation and a semi-structured interview with employees and management. Based on the findings, recommendations were proposed contributing to positive changes in all monitored groups.

This thesis deals with business plan of a trading company. Aim of this business plan is a proposal of expansion and structural change of commercial section of the company. I have created project of simple and working split of sales and technical department of the company. This plan is supposed to improve the productivity of labour, increase staff motivation and company sales.

The diploma thesis focuses on the assesment and motivation and aubsequent impact on thein performance in a partikula society. In the theoretical part summarizes the theoretical approaches to the evaluation and motivation, usány the latest advances in performance management. The pratical part of the analysis and then evaluates theoretical findings on the principle of the existing systém of assessment oan motivation in the copany. The analysis is compiled from a survey of start views on the existing systém of evaluation and motivation. In conclusion, as a result of the data recommended proposals to streamline the performance management of staff.

The master’s thesis deals with organizational culture and its influence on the motivation of employees in the company Foreigners.cz, s.r.o. The aim of this thesis is to identify the organizational culture of the chosen company and its influence on employee motivation. On the basis of the data obtained, solutions are proposed to enhance the employee motivation.

This thesis aims to increase the quality of telephone operators work and messenger network of the Mediaservis company, which competes to Czech Post and provides customer service outsourcing. The theoretical part of thesis is aimed to work motivation, wage-payment systems and employee benefits. The theory is applied in the second part of thesis, which brings suggestions to improve actual motivation system. Solutions are based on company and employee research.

The Covid-19 pandemic has made a major impact on organizations around the world since the outburst at the beginning of 2020. This has led the organization to let their employees work remotely from home. This situation has brought challenges for the employees which in turn have been forced to adapt to a new working environment. The uncertainty of the event may impact employee motivation. is to construct a model of not yet linked theoretical understandings that supports a simulation of potential future outcomes. Specifically, this paper draws a link between current understandings of employee motivation, employees’ adaptability to change. In order to simulate the current situation of the Covid-19 pandemic, this paper invites the notion of time and uncertainty into the equation. This to be able to demonstrate and understand how a new phenomenon can affect employees' motivation when they work from home for an extended period. The model proposes time as a non-self-healing process that instead risks impairing motivation if (a) self-regulatory activities are supporting the current motivation, and/or (b) the employee denies the change. In other words, there is no indication that the old saying 'time heals all wounds' fits in this context. In addition, the model indicates that the uncertainties derived from unexpected events drive employee's individual restraining forces. This paper contributes to the existing literature on employee motivation which previously lacked a framework for how motivation can be affected through unexpected change and extended work from home. This framework can also be used for future research where it will benefit from empirical data to further strengthen or develop the model.

Hotel leaders face reduced profitability because of high employee turnover. Using Herzberg's 2-factor theory as the conceptual framework, the purpose of this multiple case study was to explore strategies that some hotel human resources managers used to reduce employee turnover. Data were collected from 5 hotel human resources managers in Massachusetts through face-to-face, semistructured interviews and a review of company documents. Data analysis using Yin's 5-step process of compiling, disassembling, reassembling, interpreting, and developing data-based conclusions resulted in 3 emergent themes: a retention strategy, a compensation strategy, and a training and development strategy. The findings indicated that the employee recruitment process, fair employee compensation and benefits, a focus on employee development, and recognition and appreciation of employees were pivotal strategies human resources managers used to reduce employee turnover. The findings may be valuable to hotel general managers, human resources managers, authors of training manuals, and hiring managers for creating strategies to reduce employee turnover. The implications for positive social change include the potential for hotel general managers to lower unemployment rates and improve the quality of life for the local community through lower employee turnover.