Job Motivation in a Small and Medium-Sized Enterprises
Vaim, Mihkel (2021)
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Lataukset:
Vaim, Mihkel
2021
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-202105077771
https://urn.fi/URN:NBN:fi:amk-202105077771
Tiivistelmä
Motivation is a process that is influenced by individuals internal and external forces. Motivated employees are more productive than unmotivated employees, their absenteeism rate is lower, and they experience less work-related stress. While it is possible to motivate employees externally by offering rewards for a work well done, such as monetary incentives, it is often not affordable for small and medium-sized enterprises.
Employees who are internally motivated are more engaged with their work. They are more productive, identify organisational success with their own, and studies show that in organisations where employees are internally motivated, the work environment is better. However, it is more difficult to motivate employees intrinsically as it comes from within a person, and as each individual is different, there is no one-size-fits-all solution for organisations.
This study aimed to learn the main motivation factors at the non-profit organisation and understand how engaged non-profit employees are with their work. The case study was conducted at the Finnish non-profit organisation located in Helsinki.
This thesis analysed classical motivation theories to increase the validity of the research. The theories reviewed were Maslow's Hierarchy of Needs Theory, Herzberg's Two-Factor Theory and McClelland's Theory of Needs. The theories influenced research questionnaire design and analysis.
The exploratory research findings showed that non-profit organisation employees were highly engaged with their work. The highest-ranked motivation factors were intrinsic motivation factors, and the primary motivation factors were job characteristics, job security, social bonds, and opportunity for growth. Monetary incentives were among the least important motivation factors.
Employees who are internally motivated are more engaged with their work. They are more productive, identify organisational success with their own, and studies show that in organisations where employees are internally motivated, the work environment is better. However, it is more difficult to motivate employees intrinsically as it comes from within a person, and as each individual is different, there is no one-size-fits-all solution for organisations.
This study aimed to learn the main motivation factors at the non-profit organisation and understand how engaged non-profit employees are with their work. The case study was conducted at the Finnish non-profit organisation located in Helsinki.
This thesis analysed classical motivation theories to increase the validity of the research. The theories reviewed were Maslow's Hierarchy of Needs Theory, Herzberg's Two-Factor Theory and McClelland's Theory of Needs. The theories influenced research questionnaire design and analysis.
The exploratory research findings showed that non-profit organisation employees were highly engaged with their work. The highest-ranked motivation factors were intrinsic motivation factors, and the primary motivation factors were job characteristics, job security, social bonds, and opportunity for growth. Monetary incentives were among the least important motivation factors.