The aim of this study was to determine if source feedback perceptions have a significant influence on the motivation of employees. It is widely known that employers place a high value on the motivation of employees as it influences their performance at work. Various researchers have studied motivation as a construct in an effort to explain the simple statement of “why employees do what they do”. In this study, motivation is discussed in terms of the expectancy theory. It is said that the strength of an individual’s motivation to perform effectively is influenced by the person’s perception that effort can be converted into performance, that the performance will lead to certain outcomes (rewards) and the attractiveness of the rewards to the individual. Communication plays a role in motivation by conveying information to make the perceived probability of effort- performance, performance-reward and reward-goal satisfaction linkages. This study was initiated as a result of identifying certain problems in performance feedback when abolishing formal performance evaluations. Although performance appraisal is not seen as the only form of performance feedback, traditionally it has been linked to effort-performance-reward contingencies as explained in the expectancy theory of motivation. As a result, the study focused on perceptions, motivation, and the role each of the sources of feedback play in an organisational context. In the discussion of each of the five sources of feedback each type of feedback refers to a definition, perception, motivation and application in an organisational setting. Importantly, the individuals search for feedback and feedback obstruction is discussed. This research is important for companies as a whole. The importance of communication and feedback to ensure employee motivation and satisfaction is highlighted. Without effective feedback, employees are not sure about their performance, what is expected of them or what they can expect as rewards for their performance. Organisations should thus take note of the importance of feedback for the employee, their performance in future and importantly the reaching of the organisation’s goals. Information was obtained by means of a questionnaire distributed to 196 individuals to determine motivation and the influence of the relevant sources of feedback on motivation. Statistical methods of correlation and regression analysis were used to determine the relationship between motivation and feedback. / Dissertation (MCom (Human Resources Management))--University of Pretoria, 2005. / Human Resource Management / unrestricted

The aim of this thesis is to analyze motivation and evaluation of employees. I applied acquired theoretical knowledge on the company XY which runs business in a food industry. The theoretical part is focused on motivation and evaluation. I draw from Czech and external literature. In the practical part there was carried out an analysis of present motivation and evaluation of employees in the company XY. Then I worked on the opinions of managers and employees working in the sales department. I defined research questions which were answered on the ground of interpretation of analysis results. I used following methodical instruments: description, questionnaire, half-structured, dialogue, analysis, synthesis and interpretation. In conclusion of the practical part I mentioned improvement proposals and recommendations which can lead to the optimalization of motivation and evaluation employees in the company.

The objective of this Masters thesis is to improve the quality and the effectiveness of personal work with the attempt on motivation and evaluation employees of the company UNIS, Inc. Based on questionnaires was evaluated current status and suggested changes in motivation and classification system of employees.

This thesis is focused on a motivation and a reward system in an organization which has a location in the South Bohemia region and it has 1425 employees. I made a questionnaire survey based on an answers from the respondents. In the first part of the thesis, the topic of remuneration of motivational resources is from several authors who deal with. They are many explanations about basic terms, the difference between motivation and stimulation, the type of motivation, the employees reward system, or what a professional manager should be like, who must properly motivate employees to perform well. The second part is the practical part, where I chose the company which I analyzed. I received 81 answers about the motivation and the reward system. How satisfied the employees are in the company, or what they want to change.

The aim of my thesis was evaluating the motivation of workers in a selected organisation and proposing changes leading to improving the management of this area. For being able to analyse these issues, I chose the organisation Hervis Sports and Fashions, Ltd. In the theoretical part information on the chosen topic is gained. In the practical part I have first specialised in the organisation itself, its profile followed by the evaluation of the present state of the organisation Hervis. Furthermore, I analysed in detail all benefits offered by the organisation. In order to gain information I chose an interview with a manager and a questionnaire enquiry. The main aim of this enquiry was to gain information on employees. I focused on the contentment of employees in terms of stimulation and motivation. Subsequently on searching for causes of dissatisfaction, on the perception of the motivation programme of the organisation or the general personal policy of the organisation. In the conclusion of the practical part there is the summary of the gained information and possible measures ( proposals), which could contribute to making the processes of motivation and stimulation within the organisation more effective.

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.

This thesis deals with the usage of management accounting information for motivation and evaluation of empoyees. The first part describes specifics of small enterprises, advantages and disadvanteges of working in these types of enterprises. Additionally, there is discussed the most famous motivation theories and their application in practice, the methods used for employee compensation and evaluation. Great attention is given to the analysis of the current situation of described areas in the company BlueGhost.cz and assessment of the strengths and weaknesses. The analysis is followed by the second part of this thesis which contains a proposal for possible improvement of motivation and evaluation systems which could do work processes and employee behavior more efficient.

The diploma thesis deals with motivation of employees in a manufacturing company. The main goal of this this thesis is to analyse the needs for employee motivation and based on this analysis to suggest a motivational program that would be suitable for the HEYCO WERK ČR Ltd. company. The aim of the thesis is also to set the system according to the specifics of a manufacturing company. The analysis was performed on the real data of the HEYCO ČR company. This firm has currently a hundred employees so it is possible to approach to the departments needs individually.

This master thesis combines corporate culture, corporate strategy, motivation and education of employees. Furthermore, there is also a focus on their interconnections. A real company Unicorn a.s. is presented in the second part -- owner's (Vladimír Kovář's) vision, goals and strategies. Moreover, there is introduced Unicorn's corporate culture, education of employees and human resources management. To check if the culture seems to be friendly and motivational to employees there was used a questionnaire among them. On the other hand, a few managers were interviewed -- if they are satisfied with the education level of their employees. The conclusions are summarized at the end.

The modern companies is increasingly realizing that prosperity of the companies is not only based on advanced technology, on the famously elaborate strategy but that the functioning of society depends on people themselves. Coaching is presented as a modern method of development potential employees on the basis of coaching freely determine their objectives over time achieve alone. Personal development of employees as well as the author considered a form of competitive advantage because satisfied and motivated employees are seen as a valuable source of the companies. Increased appetite for work, effort for increase their results and productivity, better perception of motivation - that all the author understands as the examples of positive results of coaching. To these positive effects were reached, it requires knowledge of substance and ideas, understanding of this method. The author is in the practical part of thesis focuses on students and graduates because she perceives them as a group preferred by modern companies. The aim of the practical part is to show which knowledge has the segmented group on the method and whether any such knowledge or ignorance is a sign of positive or negative results of coaching.