- مبلغ: ۸۶,۰۰۰ تومان
- مبلغ: ۹۱,۰۰۰ تومان
In the dynamic business world of today, gaining a competitive advantage is one of the key objectives for the success of an organization. A number of organizations recognize this as their highest aspiration for survival in an aggressive industry. Indeed, to attain this goal of existence, organizations rely heavily on a workforce that is effective, efficient, dedicated and highly motivated. Improving motivation of the workforce has always been a significant area of concentration for practitioners and academicians. Employees with a low level of motivation are most likely to concentrate less on their jobs, shirk their duties and responsibilities, deceive their supervisors and leave the organization if provided with another opportunity. However, employees who are motivated are more loyal, innovative, productive, and yield high quality results for work that they readily engage in. Previous studies (e.g., Hassan 1995, Ahmad 2008, Ahmad and Fontaine 2011, Amin 2011, Kamil et al. 2011, Sulaiman et al. 2013, Sulaiman et al. 2014, Bhatti et al. 2015) provide an understanding of an employee’s beliefs, expectations, aims and objectives in life. Additionally, these studies assist organizations in understanding their employees’ goals in both their professional and personal lives, whilst recognizing the need to motivate them. At the same time, they look to improving the involvement, loyalty, and commitment of the employees towards their firm. Certainly, understanding the factors that affect the motivation of employees is an immense challenge for companies, leaders and managers (Ahmad and Fontaine 2011, Sulaiman et al. 2014). This holds true, especially as people value diverse objectives in life. People may have different needs and wants, values, goals, intentions, and expectations in life (Ahmad and Fontaine 2011).