Magistro darbo tikslas - ištirti mokyklų vadovų požiūrį į mokytojų skatinimą. Darbas yra naujas tuo, jog jame pateikiama susisteminta bendrojo lavinimo mokyklų vadovų požiūrio į darbuotojų skatinimą analizė, išskiriant pedagogų motyvavimo, skatinimo sampratos ir esmės, bendrosios bei švietimo vadybos aspektus, įvertinama mokyklų vadovų pozicija skatinant mokytojus efektyviai veiklai, aptariamos pedagoginės sąlygos ir veiksniai, įtakojantys mokytojo profesinei karjerai. / The Aim of the Master’s Final Theses is to investigate the headmasters‘attitude towards the teachers‘stimulation. The work is new because a structured analysis of comprehensive schools headmasters‘attitude towards the employees‘stimulation, distinguishing educators’ motivating, stimulation conceptions and essence, general and education management aspects, is presented. Headmasters’ position stimulating the teachers for the efficient activity is assessed; pedagogic conditions and factors, influencing teacher‘s professional career, are discussed.

Baigiamajame magistro darbe nagrinėjama darbuotojų motyvacijos problemos ypatumai teoriniame lygmenyje, Lietuvos ir užsienio autorių požiūrių darbo motyvacijos klausimais - apibrėžiama motyvacija bei jos svarba, apžvelgiamos bei pateikiamos įvairių teoretikų motyvacijos teorijos, išdėstomos motyvavimo priemonės. Tyrimo tikslas – UAB „Putokšnis“ darbuotojų motyvacijos sistemos analizavimas ir tobulinimo kryptys. Patvirtinta autorės suformuluota hipotezė, kad UAB „Putokšnis“ reikia tobulinti personalo motyvacijos sistemą. Tyrimo metu nustatyta, kad svarbiausi bendrovės personalo motyvavimo sistemos trūkumai yra nepakankamas gaunamo darbo užmokesčio lygis, nepakankamas individualus dėmesys darbuotojams. Siekiant išspręsti darbuotojų skatinimo problemas įmonės vadovai turi pasirinkti optimaliausius darbuotojų valdymo metodus, atsižvelgiant į darbuotojų materialinius ir moralinius poreikius bei individualias jų savybes. Magistro darbo pabaigoje pateikiamos išvados ir pasiūlymai, kokia kryptimi ją patobulinti. Darbą sudaro: įvadas, personalo motyvavimo teoriniai aspektai, įmonės pristatymas, tyrimas, siūlymai įmonės motyvavimo sistemai tobulinti, išvados ir rekomendacijos, literatūros sąrašas, priedai. / The present Master thesis analyses the specificity of employee motivation problems. On the basis of research of Lithuanian and foreign authors, issues of motivation, its definition and importance are examined on the theoretical level by presenting various motivation theories and motivation measures. The aim of the present research is to analyse the system of personnel motivation in a private company UAB Putokšnis and to discuss its development trends. A hypothesis formulated by the author of the thesis that the system of personnel motivation in the above-mentioned company has to be developed was confirmed. The research established that the main shortcomings of the system of personnel motivation of the company were the inadequate level of remuneration for work and lack of personal attention to the staff. In order to solve personnel stimulation problems, the management of the company has to choose optimal personnel management methods with regard to the spiritual and material needs of their employees as well as to their individual qualities. The thesis contains conclusions and recommendations as to how to improve the system. The thesis consists of the following parts: an introduction, theoretical aspects of personnel motivation, presentation of the company, research, recommendations to improve the company‘s motivation system, conclusions, references and appendices.

Darbuotojų motyvacija ypač aktuali tema šiuolaikinėje sparčiai besikeičiančioje, ekonomikos globalizacijos, technologijų ir darbo jėgos kaitos eroje. Lėšų taupymas viešąjame sektoriuje skaudžiai atsiliepia ir švietimo įstaigų veiklai, ypač išlaikant ir pritraukiant kvalifikuotus specialistus. Čia svarbu ieškoti ne tik materialinių, bet ir kitokių būdų darbuotojams motyvuoti, dar geriau sudarant materialinių ir nematerialinių motyvacinių veiksnių sistemą, kompleksiniam taikymui, kad išlaikyti darbuotojų lojalumą organizacijai bei atsidavimą darbui. Gilinantis į mokslinę literatūrą buvo atrinktos pagrindinės motyvacijos teorijos geriausiai reprezentuojančios mokslinių teorijų įvairovę ir šią temą. Jos buvo išanalizuotos, sistematizuotos ir apibendrintos. Šiame darbe buvo išnagrinėtas mokyklos veiklą reglamentuojantis LR Švietimo įstatymas, bandyta pažvelgti kiek jame atsispindi darbuotojų motyvacijos klausimai. Taip pat išnagrinėtos ilgalaikės strategijos, tai Lietuvos plėtros strategija “Lietuva 2030”, bei Lietuvos švietimo strategija 2013 - 2022. Vienintelėje Švietimo strategijoje 2013 - 2022, yra minima motyvacija, o tai reiškia, kad buvo atkreiptas dėmesys į jos svarbą ir netolimoje perspektyvoje galima bus tikėtis rimtesnio požiūrio šia tema. Darbe užsibrėžtas tikslas atskleisti labiausiai viešųjų įstaigų personalą motyvuojančius veiksnius, nustatyti darbuotojų motyvacijos sistemos tobulinimo rezervus pritaikant juos praktinėje mokyklos valdymo veikloje nuolat... [toliau žr. visą tekstą] / Employee motivation is particularly relevant topic in today’s rapidly environment changing, economic globalization, technological and labor change era. Spending cuts in the public sector dramatically influenced on educational institutions budget and became difficult to keep qualified personnel in the workplace. It’s important to look not only for material but also other ways to motivate the staff. It would be better to create the motivation system of material and non – material factors. This generated system would be used in practice to maintain their loyalty to the organization and commitment to their job. By exploring the scientific literature there were selected the main motivation theories which are represents this theme in the best way. Theories were analyzed, systematized and summarized. There was examined the Law on Education, which is the base of the school activity and it was found, that motivation have no legal basis. It were also examined the long – term strategies, such as Lithuanian Development Strategy called “ Lithuania 2030” and Education Strategy 2013 - 2022. Only in Education Strategy there was mentioned about the motivation, that means more attention to this issue in the nearly future. The goal of work – to reveal the most public agencies personnel motivating factors, to determine the motivation system improvement reserves and to adapte them to the practice of the school management in ever – changing environmental conditions. There are four tasks: Analyze... [to full text]

Motyvacijos svarba integruojasi į organizacinės kultūros bendrą aplinką, o pastarosios praktinė reikšmė pasireiškia kalbant apie darbo rezultatyvumą, vadinasi ir apie pelningumą. Daug vadovų tiki, kad galima motyvuoti kiekvieną asmenį, tačiau kiekvienas supranta, kad nėra vieno geriausio metodo ar strategijos, ar slaptos formulės motyvuoti visus žmones vienodai. Todėl organizacijos valdymo efektyvumą apibūdina tikslingi motyvacijos metodai, teisingai pasirinktos motyvavimo sistemos taikymas. Tyrimo objektas. Privačių organizacijų darbuotojų veiklos motyvai, motyvavimo būdai ir priemonės. Tikslas. Darbuotojų motyvavimas yra individualus, tačiau šio tyrimo tikslas - identifikuoti motyvavimo pozicijas bendrame organizacijos funkcionavime ir remiantis pagrindinėmis motyvavimo valdymo problemomis surasti veiksmų planą tinkantį motyvuojant UAB „Apranga“ darbuotojus. Taigi, tyrimas turi padėti atsakyti į klausimą: koks veiksmų derinys yra optimalus motyvuojant UAB „Apranga“ darbuotojus? Keliamos hipotezės: Darbuotojų motyvavimas bendrame valdymo mechanizme, pagal svarbą užima žemesnę nei vidutinę vietą; Motyvavimo priemonės padeda darbuotojams pajusti pasitenkinimą darbu bei darbuotojų motyvavimo priemonių (motyvatorių) parinkimas priklauso ne tik nuo darbuotojų poreikių bet ir nuo socialinio statuso; Darbuotojų motyvacijos stoka traktuojama kaip darbo efektyvumą mažinantis reiškinys, kuris sąlygoja dažną darbuotojų kaitą, pasyvumą darbe bei lojalumo organizacijai trūkumą. Darbinės... [toliau žr. visą tekstą] / The importance of motivation integrates into the common environment of organizational culture and its practical importance is evidence when we are talking about work efficiency, consequently about profitability. Most of the boss’s believe that they could motivate everybody but every one understand that there are not one method or strategy or formula to motivate everybody alike. Therefore the effectiveness of organizational management is definable by expedient motivation method’s and properly use the chosen motivation system. Object of this paper – private organization employee’s action motives and motivators. Object of the research – to answer the question: what is the optimal set of the actions while motivating employees in “Apranga” organization? For the current object, an empirical research was made and 100 respondents from one practice organization “Apranga” were questioned. During the research some clear tendencies were recognized and they are related to work action motivation in “Apranga” organization. Practical research also confirmed hypothesis: H1: employees motivation in the common mechanism of management holds a lower than moderate place; H2: motivators helps employees to feel satisfaction and the chosen of motivators depends not only from employee’s needs but from social status too; H3: employee’s motivation lack is handle as the expression of decreasing work effectiveness which determine the often changes of employee’s, the work drift and lack of organization... [to full text]

This diploma thesis deals with issues concerning motivation and evaluation of the employees. The theoretical part describes suggestions from specialised literature in the field of motivation and evaluation of the employees. The practical part deals with the revealed study results which will be then apllied to the company. The aim of this diploma thesis is to offer possible suggestions based on the information discovered. These suggestions will be used to eliminate revealed imperfections and subsequently help to improve motivation of the employees.

The main object of this master thesis is to analyze the current system of education, motivation and reward system in company ČEZ Prodej a.s and to suggest changes in the system of education, motivation and reward system. The theoretical part refers to gaining an insight into problematic in education, motivation and reward system. The aim is to explain basic terms, ways and methods how to educate, motivate and reward employees. The practical part deals with company ČEZ Prodej, s.r.o. The aim is to introduce systems of education, motivation and reward system of employees in the company. Afterwards all parts of these systems are evaluated with positive and negative comments. It also includes analysis of company´s productivity and its financial state. The last part is dedicated to the proposed changes putting two sick days into reward system. The aim is to create detailed suggestion with all impacts on the company. The impacts will be analyzed on previously identified indicators of financial analysis, revenues, costs and profits. The conclusion is whether the proposed change is recommended to be introduced to the company or not.

The diploma thesis focuses on the motivation system in a selected MLM company. It analyzes the existing motivation system and surveys of the feedback from members of the company using interviews and questionnaires. It contains proposal to improve the motivation system which should lead to an increase in team production.

Diploma thesis „Company Motivation System and Proposals for Its Improvement” analyses the specific Company’s motivation system. Using the questionnaire, the employees’ satisfaction with the current system and the level of their motivation are surveyed. Based on the findings and the motivation theories the improvements are suggested. This aims to enhance the motivation system of the Company, desirably motivated employees and their performance increase.

The diploma thesis is focused on the motivation system of the selected company. The theoretical part explains the basic terms connected with this issue. In the practical part is presented the selected company and also describes its current motivation system. The practical part also contains suggestions and measures to improve the existing motivation system.

The thesis analyses problems connected with motivation and leading of call centre operators. It contains proposals of convenient motivation system which could be key factor for long-term satisfaction of employees, increase of their productivity, decrease of their fluctuaction and could provide the stable firm prosperity, increase of sale.