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Badri Gechbaia, Mariyana Bozhinova, Ketevan Goletiani, Giorgi Abashidze
THE ROLE OF HRM IN EMPLOYEE MOTIVATION: STRATEGIES AND KEY FACTORS IN THE MODERN WORKPLACE (EXAMPLE OF GEORGIA)
Abstract:
An effective human resource management (HRM) system plays a pivotal role in the success of organizations and institutions. In today's dynamic landscape, enhancing service quality and gaining public trust are inextricably linked to motivating employees, evaluating their performance, defining clear responsibilities, and fostering a strong organizational culture. However, many Georgian companies lack well-defined HRM policies, often perceiving them as mere administrative tasks rather than strategic initiatives critical to achieving organizational success.
This research paper aims to address this gap by providing valuable theoretical insights and practical recommendations for organizations striving to create a motivated and high-performing workforce. The theoretical contribution lies in the comprehensive exploration and scientific analysis of the factors influencing effective HRM practices. This research contributes to the HRM field by synthesizing and extending theories, offering a conceptual framework to guide future research.
Furthermore, the study offers practical implications for organizations. Through empirical investigations and case studies, we identify specific challenges faced by Georgian companies in implementing effective HRM practices.
In conclusion, this research sheds light on the significance of effective HRM practices in driving employee motivation and overall organizational success. By combining theoretical insights with practical recommendations, organizations can cultivate a motivated workforce and achieve their goals in the ever-evolving business landscape.
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Diana Kopeva, Nikolai Shterev, Dimitar Blagoev
A BUSINESS MOTIVATIONAL PROFILE: COMPARING THE ATTITUDES OF THE BUSINESS, ADMINISTRATION AND YOUNG PEOPLE
Abstract:
The issies of motivational attitudes and the studies in this field have always been relevent with reference to the dynamics of the business environment and the fast changes in them within this context. For this reason, there are numerour previous theoretical, methodological and practical studies which do not bellitle the importance of any subsequent study.
In connection with the above mentioned, the present survey studies and analyses the motivation of employees and managers of business structures and public administration. Its aim is to analyse and make a comparative analysis of the motivation of managers and employees working in business organizations and in the public administration and the attitudes of young people who study business towards their future professional realization.
The study is structured in three parts which outline the theoretical and methodological foundations of motivation, the motivational profile and competences; present the results of the administered questionnaires; summarize the findings and draw conclusions.
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Driton Sylqa
MOTIVATION OF PEOPLE - THEORETICAL MODELS AND PRACTICES
Abstract:
Abstract: Numerous researches show how motivation of employees influence the labor productivity, business performance and goal achievement. Even though studies often show that employees tend to report enjoying their jobs, however organisations continuously face with staff turnover due to various reasons, and therefore fail to fulfill its objectives. This paper reflects upon classical and modern views of motivation aspects. And the research includes different entities all around Kosovo that bring an insight into the present situation pertaining to motivation of employees and possibly identify potential mistakes and suggestion for the process improvements within organisations. According to results, the turnover average rate in investigated enterprises is within a natural range. Meanwhile the, management is advised to make the employees aware that rewards are recognition of a job well done and not simply the goal of doing the work. Whilst, bonuses in cash prevails dominantly the motivation system in investigated enterprises, many of them seem to use evaluation of performance as a tool for remuneration policy. Whereas in most cases remuneration depends on the annual profit of the enterprise, reasons for leaving are not being recorded in a system. Yet, financial incentives are an important motivator for most people, money is not the only motivator and, in some cases, is not the primary motivator for everyone. A qualitative approach and theory based application were considered for this study.
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Kamen Kamenov
CO-ACTIVITY THROUGH THE PRISM OF SOCIAL ACTIVITY, BEHAVIOURAL INDEFINITENESS AND MANAGERIAL INSIGHT
Abstract:
This article looks at the relationship between success, the role of personal and professional quality and the group, on the one hand, and the significance of a co-activity environment on the other. The final result, which in practice is the achieved objective, is heavily dependent on the components of a co-activity system. Furthermore, even if a high grade is awarded for personal and professional qualities and efficient group activity, the end result might deviate from the expected result to a certain extent. The reasons for this are to be found in a co-activity environment. It is a source of social activity because it can provoke actors to act in a variety of ways. Depending on which of its components have been activated, there may be prerequisites for active or passive behavior. The article also discusses the types of behavior which create an atmosphere of indefiniteness and characterise social activity in relation to co-activity environment and as behavioural dependency over time.
