The Role of Leadership in Motivating Employees in a Trading Company

Grenčíková, Adriana; Guščinskienė, Jūratė; Španková, Jana

doi:10.9770/jssi.2017.7.2(6)

Cited by 12 publications

(10 citation statements)

References 11 publications

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“…The process of motivation is complex. It can be defined from various points of view [112][113][114][115][116][117][118][119][120][121]. The results of the research of Sarnovičs [122], using the sample set of respondents with university degree showed that opportunities for career growth and prestige are important factors motivating employees.…”

Section: Discussionmentioning

confidence: 99%

Knowledge and Human Capital as Sustainable Competitive Advantage in Human Resource Management

et al. 2019

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The ability to do business successfully and to stay on the market is a unique feature of each company ensured by highly engaged and high-quality employees. Therefore, innovative leaders able to manage, motivate, and encourage other employees can be a great competitive advantage of an enterprise. Knowledge of important personality factors regarding leadership, incentives and stimulus, systematic assessment, and subsequent motivation factors are parts of human capital and essential conditions for effective development of its potential. Familiarity with various ways to motivate leaders and their implementation in practice are important for improving the work performance and reaching business goals. Pearson’s chi-square test is used to test correlation between the motivation factors relating to career aspiration and education. Following the research results, the fact that there is dependence between the motivation factors relating to career aspiration and completed education can be stated. The motivation factors relating to career aspiration are important, even very important for highly educated employees and employees with upper secondary education. Following the research results, the fact that the requirements and expectations relating to career aspiration are more demanding when the education completed by employees is higher is confirmed.

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Section: Discussionmentioning

confidence: 99%

Knowledge and Human Capital as Sustainable Competitive Advantage in Human Resource Management

et al. 2019

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“…Studies [42][43][44][45] have shown that salary, promotion, bonuses, and other types of rewards are used by most enterprises to improve employee performance. Praise, setting realistic and achievable goals, appropriate workload definition, employee engagement, appropriate empowerment, responsibility, feedback, work equipment, expressing the positive personality features of a supervisor, appropriate leadership style, correctness by senior staff and company, and providing relevant information are considered to be other important motivation factors [46][47][48][49][50][51][52][53][54].…”

Section: Literature Reviewmentioning

confidence: 99%

Employee Motivation as a Tool to Achieve Sustainability of Business Processes

et al. 2019

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Employee performance and their new ideas, as well as their efforts to promote the company in positive ways help build the values of an enterprise. Properly motivated managers, white-collar, and blue-collar workers use their performance to affect the business efficiency, and therefore the success and sustainability of the enterprise. Selecting the right structure of motivation factors, especially those aimed at job category and gender, is the main role of enterprise management. The aim of this study is to analyze and define differences in the perception of the preferred level of motivation in terms of gender and job category. The questionnaires were given to randomly selected employees working in Slovak enterprises in order to ensure variability and randomness of respondent selection which is necessary for relevant data acquisition. Following the average, the order of the importance of motivation factors of 3720 respondents was defined. The Student’s t-test and Tukey’s HSD test were used. We confirmed that there are statistically significant differences in the perception of the motivation in terms of job category. Moreover, we proved the significant differences between genders in the job category of blue-collar workers. We did not observe differences between genders in the other job categories studied. The results reported should be accepted and implemented in motivational programs by the employees of human resource departments as a way to keep up with strategic human resource management.

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“…This indicates that a good manager has to be able to work in the demanding environment of business management in order to ensure its sustainable growth. Employee motivation is one of the essential parts of HRM [42]. Current research [43][44][45][46][47][48][49][50][51][52][53][54][55][56][57][58] shows that it is necessary to motivate with respect to different socio-demographic characteristics.…”

Section: Introductionmentioning

confidence: 99%

Strategic Instrument for Sustainability of Human Resource Management in Small and Medium-Sized Enterprises Using Management Data

et al. 2018

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Quality human resources are an integral part of corporate strategy. Human capital development is an essential step towards the success of the business on the market. This paper fills the hole by providing the information about the ways how to motivate employees in terms of occupational classification and the age. The aim of the research was to determine whether there are statistically significant differences in the level of importance of employee motivation in terms of occupational classification and the age of respondents and the studied areas of motivation. A total of 3720 employees in small and medium-sized enterprises were analysed all over Slovakia using the method of simple random sampling. Descriptive statistics were used to describe sampling units. The differences in the values of the importance of motivation factors of individual groups were tested using the method of Tukey’s HSD at the level of significance α = 5%. Following the results, the fact that there are significant differences in terms of occupational classification and the age in the analysed areas of motivation can be stated. Therefore, the managers have to motivate employees in different ways that result in the more complicated management of human resources associated with meeting enterprise goals. Thus, the issue of individual motivation programmes created for individual employees tailored to employees’ needs must be discussed.

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The Role of Leadership in Motivating Employees in a Trading Company

Cited by 12 publications

References 11 publications

Knowledge and Human Capital as Sustainable Competitive Advantage in Human Resource Management

Knowledge and Human Capital as Sustainable Competitive Advantage in Human Resource Management

Employee Motivation as a Tool to Achieve Sustainability of Business Processes

Strategic Instrument for Sustainability of Human Resource Management in Small and Medium-Sized Enterprises Using Management Data

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