Dr. Arlinda HALLUNOVI (Ymeri)
Dr. Azra ZMIJANEJ
University of Shkodra “Luigj Gurakuqi”, Albania Faculty of Education
Faculty of Education Science; “Luigj Gurakuqi” University, Shkoder, Albania.
ABSTRACT
Working in organizations increasingly needs to coordinate teamwork and pay attention to the individual commitment of each employee. As one of the most important assets in the results of the work of the organization the human factor and the management of special human resources. Human potential seeks to be valued for the motivations it carries and the behavior they give as a consequence. Therefore, by paying attention to motivation in a practical sense, managers can achieve the expected results from working in the organization. They strive to create a conducive work environment so that employees are not dissatisfied with the work environment. But this does not mean that they are necessarily satisfied. But what is the connection between job satisfaction and motivation and organizational suitability and good job performance? Is there a relationship between the above variables and if so how is this relationship and what impact does it have on the organization’s climate and the product or result at work?
Since this is a wide-ranging issue that affects many dimensions, we will focus only on the analysis of motivation and performance.
In this perspective the hypothesis has been raised:
Employee motivation affects the performance of these employees at work.
Key words; performance, motivation, organization, human potential, competence.
Volume 8. No.1(2023)
ISSN 2661-2666 (Online) International Scientific Journal Monte (ISJM)
ISSN 2661-264X (Print)
DOI : 10.33807/monte.20233010
DOI URL: https://doi.org/10.33807/monte.20233010
Full Text: PDF
This is an open-access article under the CC BY-NC-ND license (creativecommons.org/licenses/by-nc-nd/4.0/)