This research discusses how to motive and retain employees in China based on analyzing factors influencing employee enthusiasm and strategies to motivate employees under the framework of Herzberg’s two-factor theory. With the proposition that hygiene factors and motivators both influence the work enthusiasm, 15 interviews were arranged to collect the needed data for further analysis. According to the information obtained from the 15 interviewees from P&G, hygiene factors and motivators all exert influences over their work behaviors and the impact of the factors differs according to the different conditions of the employees. The findings of this research generally agree with the two-factor theory. Based on how the work enthusiasm of P&G’s employees are influenced by each of the factors, strategies are correspondingly formulated to motivate employees at work. Generally speaking, this research is significant for being conducted from a microscopic perspective to the macroscopic perspective. In other words, a specific organization is studied to figure out the answers to the research questions and the findings can be used for future studies as well for practical purposes. More specifically, when conducting this study, such factors as unsatisfying wages and benefits, heavy workload, task conflicts, ambiguous duties, interpersonal conflicts and ineffective management system, etc., all discourage the enthusiasm of employees. In response to that, a reasonable management system and sound motivational mechanism should be established to keep employees active at work or retain those who want to resign.

The decline in the number of lead paramedics at an Indiana fire department has stressed the local emergency medical system (EMS), jeopardized public safety, accelerated personnel burnout, and increased overtime expense. Using Herzberg’s motivation hygiene theory as a guiding lens, this phenomenological study explored the effects of the Indiana fire department’s policies related to lead paramedic job satisfaction. The purpose of this study was to investigate possible hygiene factors, relabeled as workplace satisfaction factors, which led to a decrease in the number of lead paramedics within EMS from 2007–2017. The reduction in lead paramedic numbers led to unanticipated and unbudgeted increases in overtime expenditures that were absorbed through alternative staffing models and budget reallocations. From a purposeful sample of 20 paramedic participants, data were collected through semistructured interviews that included a self-administered workplace satisfaction ranking activity. Following data coding and analysis, thematic analyses indicated that the fire department had failed to meet workplace satisfaction factors of work conditions, policy and administrative practices, and supervision, causing paramedics to not seek, to drop, or to consider dropping lead paramedic designations. This study may lead to positive social change at three levels: (a) organizational, by identifying workplace satisfaction factors that could increase the number of lead paramedics as well as reduce paramedic burnout; (b) community, by decreasing overtime expenditures and improving the standard of staff care; and (c) national, by illustrating for external EMS agencies the benefit of workplace engagement studies when facing similar paramedic workplace dissatisfaction.

The corona pandemic has led to many different changes in society, where many companies have had to adapt and readjust to teleworking. This has resulted in different challenges within the working life, for both employers and employees. One of these challenges is how to manage work motivation among the employees. The purpose with this study is therefore to increase awareness of which factors that are important for work motivation among the employees during a forced telework. Furthermore, the aim of this study is to increase awareness of what conditions the employer creates for the work motivation and how the conditions have become valuable for the work motivation among the employees. Previous research about work motivation includes a discussion between intrinsic and extrinsic sources of motivation. Furthermore, it also presents different perspectives of work motivation, both through an individual and organizational. The previous research in the field of teleworking shows that combining teleworking with office work is the most preferable way, since there are several advantages and disadvantages with teleworking. This study is based on qualitative interviews with employees and management within a construction and maintenance company. The result of the study shows that the most important motivational factors for work motivation among employees are related to intrinsic work motivation. These factors are the work itself, responsibility, confirmation and accomplishment. The result also shows that the management of the company has created favorable conditions for the work motivation during the teleworking period. Lastly, the result shows how the conditions that the company has created have become valuable for the work motivation during the readjustment to teleworking. The adjustments that the management have made have created the right conditions for the employees. Because of these adjustments, the employees have been able to perform their working tasks without further issues. Thus the created conditions by the company has contributed to maintaining the work motivation among the employees. / Coronapandemin har tvingat samhället till olika förändringar, däribland att många företag behövt ställa om till distansarbete. Det har resulterat i olika utmaningar inom arbetslivet, både för arbetsgivare och arbetstagare. En av dessa utmaningar är arbetet med de anställdas arbetsmotivation. Syftet med denna studie är därför att ge en ökad förståelse för vilka faktorer som är viktiga för arbetstagares arbetsmotivation vid ett påtvingat distansarbete. Vidare ämnas studien ge en ökad förståelse för vilka förutsättningar arbetsgivaren skapar för arbetsmotivationen, samt hur dessa förutsättningar fått betydelse för de anställdas arbetsmotivation. Tidigare forskning om arbetsmotivation diskuterar kring inre- och yttre motivationskällor samt arbetsmotivation ur ett individuellt och organisationellt perspektiv. Den tidigare forskningen inom ämnet distansarbete visar att kombinationen av distans- och kontorsarbete är att föredra, då det finns både för- och nackdelar med att arbeta hemifrån. Denna studie baseras på kvalitativa intervjuer med anställda och ledning inom ett bygg- och förvaltningsföretag. Studiens resultat visar att de viktigaste motivationsfaktorerna för de anställdas arbetsmotivation är relaterade till en inre motivation. Dessa faktorer är själva arbetet, ansvar, prestation samt bekräftelse. Resultatet visar även att företagets ledning har skapat förutsättningar för medarbetarna som är gynnsamma för arbetsmotivationen under det påtvingade distansarbetet. Slutligen framkommer det att de förutsättningar som företagets ledning har skapat har haft betydelse för medarbetarnas arbetsmotivation under omställningen från kontorsarbete till distansarbete. De anställda har genom dessa åtgärder kunnat utföra sina arbetsuppgifter utan större problem. Således har Företagets skapade förutsättningar bidragit till att bibehålla arbetsmotivationen hos de anställda.

La presente tesis tiene como objetivo principal identificar la relación entre la motivación y la productividad en el área administrativa del sector de certificaciones de sistemas de gestión en el Perú en el primer semestre del año 2018. Tiene un enfoque de investigación cuantitativa de diseño no experimental y tipo descriptivo correlacional. Para la recolección de datos en la investigación cuantitativa se usaron dos cuestionarios en los colaboradores, una para medir los factores motivacionales y de higiene de Frederick Herzberg, y otro para medir la eficacia y eficiencia en dicha área, en ambos se tomó en cuenta la escala de Likert, donde se eligieron 5 niveles que iban desde Totalmente en desacuerdo hasta Totalmente de acuerdo. La muestra cuantitativa fue de 51 colaboradores, y para apoyar y validar la información obtenida se realizaron entrevistas a expertos de dicho sector, con la finalidad obtener información complementaria que nos pudiera corroborar los resultados. Luego de la realización del análisis de datos, los resultados revelaron que existen una correlación positiva muy alta entre la motivación y la productividad laboral, con un nivel de coeficiente de correlación de 0.909; por otro lado, el único factor de higiene que no tiene una correlación con la productividad es la relación con los superiores; y para finalizar, el factor de higiene “relaciones interpersonales” tiene una correlación negativa moderada de 0.473 con la productividad. Con ello se demuestra la gran implicancia que tiene la motivación sobre la productividad dentro de una organización. / The main objective of this thesis is to identify the relationship between motivation and productivity in the administrative area of the management system certifications sector in Peru in the first half of the 2018. It has a non-experimental design quantitative research approach and correlational descriptive type. For the collection of data in quantitative research two questionnaires were used in the collaborators, one to measure the motivational and hygiene factors of Frederick Herzberg, and another to measure the effectiveness and efficiency in that area, in both the scale was considered from Likert, where 5 levels were chosen ranging from Totally Disagree to Totally Agree. The quantitative sample consisted of 51 (Fifty-one) collaborators, and to support and validate the information obtained, interviews were conducted with experts in the sector, so that we could obtain information that corroborate the results. After revising the data analysis, the results revealed that employees have a very high positive correlation between motivation and work productivity, with a correlation coefficient level of 0.909; On the other hand, the only factor of hygiene that does not have a correlation with productivity is the relationship with superiors; and finally, the hygiene factor "interpersonal relationships" has a moderate negative correlation of 0.473 with productivity. With this in consideration it demonstrates the great implication that motivation has on productivity within an organization. / Tesis

There is lack of empirical exploratory studies investigating manager motivation in the dairy industry in Iran. This study has aimed to fill this gap and take into account the socio-economic and religious factors that influence managers’ motivation in this industry thus contextualising motivation of managers in Iranian dairy industry. In order to achieve this aim and related objectives a mixed method approach, combining quantitative and qualitative methods, was adopted collect the adequate and relevant data. Findings showed that a significant proportion of managers are responding neutrally to and/or are satisfied with underlying factors that reflect hygiene at Damdaran. Results also indicated a sharp difference between response trends to items representing hygiene and motivators. Moreover, it was discovered that managers reported a high relation between performance and motivator factors, such as job status and recognition. Findings validated the key distinction made in literature between motivators and hygiene factors and that motivators tend to emerge from intrinsic job characteristics. Further analysis revealed that at Damdaran worsening economic condition during the past five years has increased managers’ ii perceived level of stress at work thus adversely affecting their motivation. Managers showed concern for security, family responsibility, working condition and the worsening of the economy in recent years. One of the most important recommendations is the need for more future empirical research into the influence of special socio-economic and cultural forces that shape the reality for managers’ work, their perception and expectation of reward system in the dairy organisations in Iran.

Föreliggande studie syftade till att undersöka om det fanns något samband mellan respondenternas upplevda tillfredsställelse gällande motivationsfaktorer och deras upplevda tillfredsställelse gällande hygienfaktorer på arbetet. Vidare syftade studien till att se om personlighetsdraget extraversion predicerar respondenternas upplevda tillfredsställelse av hygien- och motivationsfaktorer på arbetet. 61 respondenter från två olika organisationer fick svara på en enkät med personlighetsfrågor som konstruerades med hjälp av mätverktyget “Ten item personality inventory”. Vidare fick respondenterna svara på frågor angående deras upplevda tillfredsställelse av hygien- och motivationsfaktorer på arbetet som konstruerades utifrån Herzbergs tvåfaktorsteori gällande arbetstillfredsställelse och arbetsmotivation. Resultatet som kunde utläsas av enkäten påvisade ett statistiskt signifikant samband mellan respondenternas upplevda tillfredsställelse av hygienfaktorer och deras upplevda tillfredsställelse av motivationsfaktorer på arbetet. Inget statistiskt signifikant samband kunde upptäckas i föreliggande studie mellan personlighetsdraget extraversion och respondenternas upplevda tillfredsställelse av hygien- och motivationsfaktorer på arbetet. / The present study aimed to investigate whether there is any connection between the respondents perceived satisfaction regarding motivational factors versus their perceived satisfaction regarding hygiene factors at work. Furthermore, the study aimed to see if the personality trait extraversion predicts the respondents perceived satisfaction with hygiene and motivational factors at work. 61 respondents from two different organizations were asked to answer a questionnaire with personality questions that were constructed using the measuring tool "Ten item personality inventory". Furthermore, the respondents had to answer questions regarding their perceived satisfaction of hygiene and motivational factors at work, which were constructed on the basis of Herzberg's two-factor theory regarding job satisfaction and work motivation. The results that could be deduced from the survey showed a statistical significant relationship between the respondents perceived satisfaction of hygiene factors and their perceived satisfactions of motivational factors at work. No statistical significant relationship were found in the present study between the personality trait extraversion and the respondents perceived satisfaction with hygiene and motivational factors at work.

There is lack of empirical exploratory studies investigating manager motivation in the dairy industry in Iran. This study has aimed to fill this gap and take into account the socio-economic and religious factors that influence managers’ motivation in this industry thus contextualising motivation of managers in Iranian dairy industry. In order to achieve this aim and related objectives a mixed method approach, combining quantitative and qualitative methods, was adopted collect the adequate and relevant data. Findings showed that a significant proportion of managers are responding neutrally to and/or are satisfied with underlying factors that reflect hygiene at Damdaran. Results also indicated a sharp difference between response trends to items representing hygiene and motivators. Moreover, it was discovered that managers reported a high relation between performance and motivator factors, such as job status and recognition. Findings validated the key distinction made in literature between motivators and hygiene factors and that motivators tend to emerge from intrinsic job characteristics. Further analysis revealed that at Damdaran worsening economic condition during the past five years has increased managers’ ii perceived level of stress at work thus adversely affecting their motivation. Managers showed concern for security, family responsibility, working condition and the worsening of the economy in recent years. One of the most important recommendations is the need for more future empirical research into the influence of special socio-economic and cultural forces that shape the reality for managers’ work, their perception and expectation of reward system in the dairy organisations in Iran.

No description available.

The research focuses on advocacy NGOs in the Czech Republic, specifically on whether the work motivation of employees of advocacy NGOs participating in the Reconstruction of State project is related to subjective perception of the presence of motivators and hygiene factors according to Herzberg's two-factor motivation theory. Furthermore, it studies the connection between the length of employment in these organizations and the amount of work motivation. The research was done using a questionnaire inquiry. The acquired data are processed using the SPSS module. The results of the research show the importance of both the motivators and hygiene factors for work motivation of the chosen employees, however they don't show correlation between the length of employment and the amount of motivation. In the final discussion, the results are evaluated and placed into a wider context of preceding research in the field of NGOs. The research has found that some employees are motivated more by certain hygiene factors than by motivators, which is actually in contrast to Herzberg's two-factor theory. Keywords: Advocacy NGO, job satisfaction, motivation, motivators, hygiene factors, employees. 2

Bakgrund: Detaljhandel tillhör en av de branscherna som har högst personalomsättning i Sverige. Inom detaljhandeln förekommer det återkommande svårigheter att hitta metoder för att lyckas motivera flera medarbetare till att vilja stanna kvar på sin arbetsplats. Mot bakgrund av den omfattande personalomsättningen och svårighet att behålla befintlig personal, borde detaljhandelsföretag ha anledningar till att se över medarbetarnas arbetstillfredsställelse. Följaktligen kommer föreliggande studie fram till följande problemformulering: Vilken roll spelar personalens arbetstillfredsställelse för personalomsättningen inom detaljhandel? Syfte: Syftet med denna studie är att undersöka medarbetarnas behov i form av arbetstillfredsställelse. Och utifrån detta finna de faktorer som stärker motivationen för att medarbetarna inte ska lämna sin anställning inom en bransch som präglas av stor personalomsättning.  Metod: För att uppnå studiens syfte har Herzbergs tvåfaktorteori tillämpas. Studiens metodansats har utgått ifrån en kvalitativ intervjustudie som utgjorts av nio semistrukturerade intervjuer med både medarbetare och varuhuschefen för Elgiganten i Skövde.  Resultat: Föreliggande studies resultat redogör att de presenterade faktorerna för medarbetarna hade en betydelse för deras arbetstillfredsställelse samt påverkan på medarbetarnas lust att stanna kvar, dock i olika utsträckningar. De faktorer som påverkar medarbetarnas motivation och lust att stanna kvar främst var de mellanmänskliga - sociala relationerna, som ger upphov till en gemenskap, samhörighet, trivsel och laganda. Arbetsuppgifternas karaktär visade sig vara avgörande med eftersom det är viktigt att få uppleva en meningsfullhet och stimulans med deras vardagliga arbetsuppgifter. Dessa två faktorer kunde även väga upp för ett missnöje om de övriga faktorer inte upplevdes tillfredsställda, men också för att stanna kvar på arbetsplatsen. Studiens resultat indikerar även att det är viktigt för chefer inom detaljhandel att öka sin förståelse för medarbetarnas arbetstillfredsställelse, detta genom öppna samtal, ökad delaktighet och genom att erbjuda varierande, meningsfulla samt stimulerande uppgifter. Vidare är det viktigt att chefer koncentrerar sig på personalens arbetstillfredsställelse och få en bredare förståelse över vad som motiverar arbetslaget och vad som bidrar till en god psykosocial miljö på den fysiska arbetsplatsen. Detta genom att arbeta aktivt och försöka skapa ett gott arbetsklimat med goda relationer på arbetsplatsen och sträva efter att uppnå en positiv gemenskap. Slutsats: Utifrån det insamlade empiriska materialet kommer vi fram till följande slutsats; arbetstillfredsställelsen är inte orsaken till att medarbetarna lämnar företaget i en större utsträckning. Men däremot är det de hygien- och motivationsfaktorer som skapar arbetstillfredsställelse, vilket bidrar till att medarbetarna stannar kvar i företaget. / Background: Retail is one of the industries with the highest staff turnover in Sweden. In the retail trade, there are recurring difficulties in finding methods to succeed in motivating more employees to want to stay in their workplace. In view of the extensive staff turnover and difficulty in retaining existing staff, retail companies should have reasons to review employee job satisfaction. Consequently, the present study arrives at the following problem formulation: What role does staff job satisfaction play in staff turnover? Purpose: The purpose of this study is to examine employees' needs in the form of job satisfaction. And based on this, find the factors that strengthen the motivation for employees not to leave their employment in an industry that is characterized by high staff turnover. Method: To achieve the purpose of the study, Herzberg's two-factor theory has been applied. The study's methodological approach was based on a qualitative interview study, which consisted of nine semi-structured interviews with both employees and the department store manager for Elgiganten in Skövde. Results: The results of the present study report that the factors presented to the employees had an impact on their job satisfaction and the impact on the employees' desire to stay, however to varying degrees. The factors that affect employees' motivation and desire to stay mainly were; the interpersonal - social relationships, which give rise to a community, togetherness, well-being and team spirit. The nature of the tasks proved to be crucial as it is important to experience meaningfulness and stimulation with their everyday tasks. These two factors could also compensate for dissatisfaction if the other factors were not perceived as satisfactory, but also for staying in the workplace. The results of the study also indicate that it is important for retail managers to increase their understanding of employees' job satisfaction, this through open conversations, increased participation and by offering varied, meaningful and stimulating tasks. Furthermore, it is important for managers to concentrate on staff job satisfaction and gain a broader understanding of what motivates the work team and what contributes to a good psychosocial environment in the physical workplace. With by working actively and trying to create a good work climate with good relationships in the workplace.  Conclusions: Based on the collected empirical material, we come to the following conclusion; Job satisfaction is not the reason why employees leave the company, but on the other hand, it is the hygiene and motivational factors that create job satisfaction, which contributes to employees remaining in the company.