Motivation to study at Czech University of Life Sciences Prague

Bc. Niyatiben Mahendrabhai Vaghamshi

Diplomová práce

Abstract:

This diploma thesis is concerned with the topic of employee’s motivation in the learning individual, who is encouraged by external and internal motives. The study also examines the employees to work and reveals the factors influencing this. The theoretical part of the diploma thesis discusses motivation, and the theories regarding work environment. Motivation theories are divided into ERG theory, two-factor theory of Fredrick Herzberg, Acquired-needs theory of David McClelland’s and also comparison of the four motivation theories is also conducted. The practical part of diploma thesis introduces research conducted among the employee. The questionnaire was circulated via google forms. Subsequent part deals with the resulted with the questionnaire results in research and major differences among the internal and external motivation. The outcome of the result is the concluded from the correlation and regression conducted. The results suggest the motivation for an employee are internal or externally driven.1.Objectives & Methodology1.1Objectives•Empirical work is based on the concept of a learning individual, who is encouraged by external and internal motives.•The aim of the research work is to examine the motivation of university students to study and to reveal the factors influencing it.•The analogy of work motivation to study motivation is applicable, as the student's motivation to study is the equivalent of human motivation to work.1.2MethodologyThis thesis is comprised of two parts which comprises of theoretical part and case studies. Literature review that is covered under theoretical part will be composed of numerous motivation theories which will be used in next part of the thesis. Information will be extracted from the definition which will be extracted from online library sources, academic publishers as well as the related articles. Necessary information will be extracted from online library sources, academic publishes as well as related articles. Furthermore, among the target market, a survey is conducted to determine the motivation amongst employees. Recoomdeation and suggestion will be based on the results from the conducted survey.Practical part of the thesis covers theories such as:•Maslow’s•ERG•Fredrick Herzberg•Acquired-Needs Theory of David McClelland’sAn analyses on motivation factors and its impact on employee satisfaction includes variety of different topics such as, instrinsic or explicit etc. Since the optimum length of the diploma thesis is 60-70 pages, it is believed that focusing on limited number of theories has brought higher quality of work rather than slightly mentioning all of them. The focus will be on motivation amongst employees. Hypothesis of the regression analysis•H1: Intrinsic values such as the willingness to prove oneself is a factor that motivates the employees to work hard, sense of pride is related to work are some of the factors that drive employee to work at their full potential.•H2: Financial rewards such as job security, financial rewards are driving an employee to work hard. These factors are considered as motivating factors for putting in efforts in the organisation.Major findings As a primary research practice there was a questtionaire which can be seen in appendix part was conducted to estimate the understanding of an employee’s and their motivation. Results from survey that was conducted among the target market can be seen below. As we wanted to consider view of all the respondents, we have considered all the aspects of the employees and the motivation factors.•Almost 60 percent of the employee are driven by financial stability as a major factor motivator. One-fourth of the respondents are not affected by the financial recognition. Almost 16 percent are not at all in view of getting motivated due to financial rewards.•Motivation theories such as Maslow, Herzberg has termed it as a safety needs and hygiene factor respectively. They have considered j

Abstract:

ob security as an important factor. Almost 70 percent of the respondents have stated that they agree that they dont put in efforts as they dont find the work worth teh efforts. Almost 15 percent of the respondents have stated that they do not have job security as an important factor. •More than 80 percent of the respondents stated that they are motivated to work hard as they find their job exciting. The excitement of the work that they do is what drives them to work. Maslow’s theory states that it satisfies the psychological need, that is self-actualization states that excitement and creativity at work what drives the employees to work hard. ConclusionThe research results have exemplified many ambiguous motivators and definite motivators. The results have stated that intrinsic and extrinsic factors such as self-efficacy, interest, job satisfaction, feeling of association with the employer, and preferred aspect of work motivates the work. Employees have also stated that flexibility, and trust are also intrinsic values that drive the employees. Employees have also stated that flexibility, and trust are also intrinsic values that drive the employees. The study also indicates that all three basic need satisfactions stated in self determinant theory such as competence, autonomy and relatedness are necessary for the type of autonomous motivation that results from internalization and integration of extrinsic motivation.The primary response was conducted keeping in mind that the results should be exhaustive and inclusive of salary structure and age of the employees. One of the factors that was considered important was the number of years served in an organisation. A large part of the employees said that they have to prove their self-worth, and exciting job profile. Financial rewards which are extrinsic factors are also considered to be having a huge impact on the productivity of the employees. Employees are stated to be underperforming when they feel lesser association with the organisation and they feel bad about themselves. Work ethics and the factor of wastage of time is also a major reason when employees do not find motivating enough to work hard. In comparison to the results of the research with a diploma thesis the results are almost in the same lines. An aspect that differed was the readiness to work hard and the monetary benefits. Correlation was applied on the factors that are considered such as intrinsic and extrinsic factors. These instrisic and extrinsic factors are independent and significant. Variables such as financial rewards, to prove it to myself and exciting job profile depict these findings of intrinsic and extrinsic factors. Therefore, intrinsic and extrinsic factors play a crucial role in acceptance of the hypothesis. The findings from the Eigen value of variance decribes that intrinsic values are strong as the results of it are more than one, which involves strong correlation. Whereas, extrinsic values are weak components thus there is leeser impact of work motivation through extrinsic variation. The results also present that as there is more impact of work motivation through intrinsic factors. Thus, the study rejects null hypothesis and accpets alternative hypothesis.Another study of graduates from CULS, FEM desire expect to draw 10 thousand Czech crowns net per month more than students from Palacký University Olomouc. Owing to the lack of time and resources, the research does not go into such a depth and detail as it would desire. The various aspects that can be worked on first is improved sample design and method of sampling. The betterment in that aspect would result in better representative sample and generalize the results and findings. In addition, the questionnaire can be shortened and the questionnaire can be modified as per the results of pilot study. Furthermore, a pilot study should be conducted of the questionnaire to find out the authenticity and the usability of the questionnaire. Finally, Advanced statistical analysis and representation methods can be used to present the data.

Keywords

Motivation, Employee, Internal, External

Jazyk práce: angličtina

Datum vytvoření / odevzdání či podání práce: 6. 4. 2020

Obhajoba závěrečné práce

• Vedoucí: doc. PhDr. Luděk Kolman, CSc.

Česká zemědělská univerzita v Praze

Provozně ekonomická fakulta

Magisterský studijní program / obor:
Economics Policy and Administration / Business Administration