MOTIVATIONAL TOOLS FOR TRAINERS

Motivational Tools for Trainers

ABSTRACT

The purpose of the study is to find out the motivationals toosl for traniner and to demonstrate to what extent non-monetary incentives are utilized in the public sector of US and whether non-monetary incentives have the potential to increase the motivation of public employees as much as the monetary incentives. Incentive is any means that makes an employee desire to do better, try harder and expend more energy. Non-monetary incentives such as participation in decision making, verbal or written recognition of good work etc. are the kinds of incentives that do not involve direct payment of cash. To realize the objectives of the thesis, a survey study was administered at the General Directorate of Investment and Enterprises, under the Ministry of Culture and Tourism. According to the results of the study, most of the employees think that the level of utilization of the non-monetary incentives in their organization is inadequate. Also, the findings suggest that they value nonmonetary incentives as much as monetary incentives. Thus, within the limitations of the survey study, it may be concluded that non-monetary incentives have the potential to increase the motivation of personnel in this public organization.

TABLE OF CONTENTS

ABSTRACT2

CHAPTER I: INTRODUCTION4

Purpsoe of the Study5

Limitations of the study5

Significance Of The Study6

CHAPTER II: REVIEW OF LITERATURE7

Motivation10

Intrinsic Motivation11

Motivational Interventions12

Measurement of VIE elements14

Nonmonetary Incentives17

Moderators of the goal-performance relationship19

Job Characteristics Model20

CHAPTER II: RESEARCH METHODS22

Training methods22

Cross-cultural training23

CHAPTER IV: ANALYSIS25

The Issue Of Motivation In Public Sector30

CHAPTER V: CONCLUSION32

References34

CHAPTER I: INTRODUCTION

It is widely accepted by the organizational theorists that manpower is one of the most important assets of an organization because things are getting done through employees. In other words, the success of an organization in realizing its objectives heavily depends on the performance of its employees. Therefore, it is important to focus on the factors affecting the performance of the employees. Performance is considered to be related with the concepts of ability, opportunity and motivation. Ability is a function of skills, education, experience and training (Deci, 2001). Opportunity refers to the infrastructure needed to perform a job. Finally, motivation is the desire to achieve a goal and willingness to exert effort for it. Motivation is something that can lead to better performance when other conditions are met. But, it has an advantage over others in the sense that while the opportunity and ability tend to be stable and difficult to change for the personnel, motivation has a flexibility, that is, it can be changed by some means.

Moreover, it is apparent that in the absence of willingness to perform; capacity and opportunity will not generate the desired results. If the situation is to be explained by a proverb; you can take the horse to the water but you cannot make it drink. All organizations, whether public or private, need motivated employees to be effective and efficient in their functioning, in addition to the other factors. Employees who are motivated to work energetically and creatively toward the accomplishment of organizational goals are one of the most important ...