Assessment of the Practice and Problems of Compensation, Employee Motivation and Morale: in the Ethiopian Management Institute (Emi)—Addis Ababa, Ethiopia.
Assessment of the Practice and Problems of compensation, Employee Motivation and Morale: in the Ethiopian Management Institute (EMI)—Addis Ababa, Ethiopia.
Abstract
The availability of sufficient and equitable compensation practice, in any organization, is the major source of employee motivation. As it is evident that organizational members have different personalities and behaviors, individuals get motivated by different motivating factors. And it is also often surprising that at how well some organizations seem to carry out under incredibly difficult circumstances, while others are continually failing to perform under much more favorable conditions. And why do people in some organizations seem to throw themselves at their work with wonderful enthusiasm, while in others, they come to work and do as little as possible? Why is it that some organizations have a vision that puts them in the forefront of improvement, while others are all the times lagging behind, not knowing where they are going? This organizational paradox could definitely be either the issues of motivational problems of employees or the capability of organizational leaders-including the Human Resources Manager and other subordinates-to guide and direct the organization in the right track to achieve goal (Vecchio, 1998: P. 38). Thus, this term paper endeavors to assess such issues of compensation policies, employee motivation and morale as well as the related practices undertaken in the Ethiopian Management Institute (EMI) by assessing the existing methods, process and the practices of actions taken by Management to promote employee satisfaction within the institute. To do so the study has been conducted by employing qualitative and quantitative descriptive survey method with the instruments of questionnaire, interview and document analysis, only in the Head Office of the institute. This method entails the primary and secondary data; by using this method, the study can find the right actions and
Abstract
The availability of sufficient and equitable compensation practice, in any organization, is the major source of employee motivation. As it is evident that organizational members have different personalities and behaviors, individuals get motivated by different motivating factors. And it is also often surprising that at how well some organizations seem to carry out under incredibly difficult circumstances, while others are continually failing to perform under much more favorable conditions. And why do people in some organizations seem to throw themselves at their work with wonderful enthusiasm, while in others, they come to work and do as little as possible? Why is it that some organizations have a vision that puts them in the forefront of improvement, while others are all the times lagging behind, not knowing where they are going? This organizational paradox could definitely be either the issues of motivational problems of employees or the capability of organizational leaders-including the Human Resources Manager and other subordinates-to guide and direct the organization in the right track to achieve goal (Vecchio, 1998: P. 38). Thus, this term paper endeavors to assess such issues of compensation policies, employee motivation and morale as well as the related practices undertaken in the Ethiopian Management Institute (EMI) by assessing the existing methods, process and the practices of actions taken by Management to promote employee satisfaction within the institute. To do so the study has been conducted by employing qualitative and quantitative descriptive survey method with the instruments of questionnaire, interview and document analysis, only in the Head Office of the institute. This method entails the primary and secondary data; by using this method, the study can find the right actions and