Welcome to the Uniglobe Library
From this page you can:
| Home |
Class number details
658 Library items with class number 658.314
Refine your search Apply to external sourcesBeyond training and development / William J. Rothwell
Title : Beyond training and development Material Type: printed text Authors: William J. Rothwell, Author Publisher: Jalco Publication Date: 2009 Pagination: 227p Size: Books Price: Rs.792 Languages : English Descriptors: Performance standards
Performance technologyKeywords: 'training and development technology' Class number: 658.314 Beyond training and development [printed text] / William J. Rothwell, Author . - [S.l.] : Jalco, 2009 . - 227p ; Books.
Rs.792
Languages : English
Descriptors: Performance standards
Performance technologyKeywords: 'training and development technology' Class number: 658.314 Hold
Place a hold on this item
Copies
Barcode Call number Media type Location Section Status 934 658.314 ROT Books Uniglobe Library Technology Available 935 658.314 ROT Books Uniglobe Library Technology Available
Title : Employee motivation and customer satisfaction: a cases of Nepalese commercial banks Material Type: printed text Authors: Rachana Acharya, Author Publication Date: 2016 Pagination: 193p. Size: GRP/Thesis Accompanying material: 193/D Languages : English Descriptors: Employee motivation Class number: 658.314 Abstract: Employee motivation is of great significance in enhancing an organizational performance. The level of employee efficiency and output will be significantly increased thus leading to higher profitability of the organization. The performance of employees in any organization is vital, not only for the growth of the organization, but also for the growth of individual employees (Meyer and Peng 2005). A large number of companies neglects to evaluate employee’s motivation level while conducting customer satisfaction surveys however many studies have confirmed that employees are internal customers and their satisfaction contributes to the overall customer’s satisfaction and organizational performance (Chen, 2011). Customer satisfaction is a key factor in formation of customer’s desires for future purchase (Anderson & Mittal, 2000). Furthermore, the satisfied customers will probably talk to others about their good experiences. This fact, especially in the Middle Eastern cultures, where the social life has been shaped in a way that social communication with other people enhances the society, is more important (Jamal & Naser, 2003).
The major purpose of this is to analyze the impact of employee motivation on customer satisfaction in Nepalese commercial banks. The specific objectives of this study are: (a) to investigate the impact of employees motivation on customer satisfaction, (b) to analyze the relationship of working environment and salary & incentives with customer satisfaction, (c) to assess the impact of job promotion and recognition on customer satisfaction, (d) to find out the impact of career development and training on customer satisfaction, (e) to study the important factors which are needed to motivate and empower the employees in their service delivery towards the enhancement of customer satisfaction.
Primary data are used for the purpose of the study which is collected from primary questionnaire survey. The primary sources of data are used to assess the opinion of respondents with respect to their satisfaction level. This study is entirely based on the response of 224 respondents from 20 commercial banks in Kathmandu valley. Descriptive and casual comparative research designs are used to test the significance of the determinants of employees’ motivation and customer satisfaction.
The result revealed that there is a positive relation between customer satisfaction and its employee motivation factors (working environment, salary and incentives, job promotion, recognition, career development and training). The coefficients of beta are positive and significant for all determinants at 5 percent level of significance. Of all the selected variables, the most important factor of employee motivation are training followed by career development, recognition, working environment, job promotion and salary and incentives. The study found that motivated employees as well as product and services provided by the bank play a major role in yielding the satisfaction to the customers. The result showed that the majority of the respondents are not satisfied with their banks as the majority of respondents think that there are no better career opportunities in their bank.
The major conclusion of the study is that motivated employees and satisfied customers are the valuable asset of banking organization as it is much more difficult to attract new customer than to retain old ones. It is concluded that respondents are neither highly satisfied nor highly dissatisfied with the Nepalese commercial banks. They are not getting the optimum level of satisfaction. Their satisfaction somehow is being compromised.
Employee motivation and customer satisfaction: a cases of Nepalese commercial banks [printed text] / Rachana Acharya, Author . - 2016 . - 193p. ; GRP/Thesis + 193/D.
Languages : English
Descriptors: Employee motivation Class number: 658.314 Abstract: Employee motivation is of great significance in enhancing an organizational performance. The level of employee efficiency and output will be significantly increased thus leading to higher profitability of the organization. The performance of employees in any organization is vital, not only for the growth of the organization, but also for the growth of individual employees (Meyer and Peng 2005). A large number of companies neglects to evaluate employee’s motivation level while conducting customer satisfaction surveys however many studies have confirmed that employees are internal customers and their satisfaction contributes to the overall customer’s satisfaction and organizational performance (Chen, 2011). Customer satisfaction is a key factor in formation of customer’s desires for future purchase (Anderson & Mittal, 2000). Furthermore, the satisfied customers will probably talk to others about their good experiences. This fact, especially in the Middle Eastern cultures, where the social life has been shaped in a way that social communication with other people enhances the society, is more important (Jamal & Naser, 2003).
The major purpose of this is to analyze the impact of employee motivation on customer satisfaction in Nepalese commercial banks. The specific objectives of this study are: (a) to investigate the impact of employees motivation on customer satisfaction, (b) to analyze the relationship of working environment and salary & incentives with customer satisfaction, (c) to assess the impact of job promotion and recognition on customer satisfaction, (d) to find out the impact of career development and training on customer satisfaction, (e) to study the important factors which are needed to motivate and empower the employees in their service delivery towards the enhancement of customer satisfaction.
Primary data are used for the purpose of the study which is collected from primary questionnaire survey. The primary sources of data are used to assess the opinion of respondents with respect to their satisfaction level. This study is entirely based on the response of 224 respondents from 20 commercial banks in Kathmandu valley. Descriptive and casual comparative research designs are used to test the significance of the determinants of employees’ motivation and customer satisfaction.
The result revealed that there is a positive relation between customer satisfaction and its employee motivation factors (working environment, salary and incentives, job promotion, recognition, career development and training). The coefficients of beta are positive and significant for all determinants at 5 percent level of significance. Of all the selected variables, the most important factor of employee motivation are training followed by career development, recognition, working environment, job promotion and salary and incentives. The study found that motivated employees as well as product and services provided by the bank play a major role in yielding the satisfaction to the customers. The result showed that the majority of the respondents are not satisfied with their banks as the majority of respondents think that there are no better career opportunities in their bank.
The major conclusion of the study is that motivated employees and satisfied customers are the valuable asset of banking organization as it is much more difficult to attract new customer than to retain old ones. It is concluded that respondents are neither highly satisfied nor highly dissatisfied with the Nepalese commercial banks. They are not getting the optimum level of satisfaction. Their satisfaction somehow is being compromised.
Hold
Place a hold on this item
Copies
Barcode Call number Media type Location Section Status 193/D 658.314 ACH Books Uniglobe Library Technology Available
Title : Impact of employee motivation on organizational performance in Nepalese commercial banks Material Type: printed text Authors: Poonam Regmi, Author Publication Date: 2018 Pagination: 100p. Size: GRP/Thesis Accompanying material: 9/B Languages : English Descriptors: Employee motivation Class number: 658.314 Abstract: Banking sector business in Nepal is most competitive sector where employee's performance is the only way out to beat the competition. It is therefore, necessary to find out the impact of employee motivation and organizations performance of banks of Nepal. In Nepal most of the public as well as private enterprises are failed due to the inefficient management. There are no much investigations are made till about the employee motivation and organizations performance of Nepalese commercial banks. Though the problems for poor job motivation are identified and analyzed but devices to prevent the employee's dissatisfaction are not adopted. A successful and highly productive business can be achieved by improving employee performances. Nowadays, the importance of employee motivation for the success of organizations cannot be overstated. Employees are the human capital of organizations and their performance is a key indicator for organization to achieve its goals. Companies today are forced to compete and to act professionally in those harsh times; therefore, it is very important to have capable employees who can account on them to create competitive advantage.
This study investigates the impact of employee motivation in Nepalese commercial banks. The study has employed descriptive and causal comparative research design to estimate the relationship between dependent variable such as organizations performance with independent variables (reward system, promotion, employee participation, performance appraisal system, training culture, working condition and leader-employee relations). The study is based on primary sources as well as secondary sources of data. The primary data are used to extract the information from the employees regarding the perception of employee on the various factors affecting employee motivation in Nepalese commercial banks. Altogether 18 commercial banks were selected for the study and total of 201 questionnaires were collected. To achieve the purpose of the study, structured questionnaire is prepared.The result shows that there is a positive relationship of reward system and promotion with net profit after tax and return on assets. This indicates that better the reward and promotion system, higher would be the organizations performance. The study also shows that there is a positive relationship between performance appraisal system and return on assets and net profit after tax. It indicates that increase in the level of performance appraisal leads to increase in organizational performance. The study also reveals that training has a positive relationship with return on assets and net profit after tax. It indicates that higher the level of training, higher would be the organizations performance. Likewise, result shows that there is a positive relationship between working condition and return on assets and net profit after tax. It indicates that better the working environment in the organization, higher would be the organizations performance. The regression results also show that beta coefficients are positive for reward system, promotion, performance appraisal system, training, working environment, and leader-member relations. It indicates that increase in level of reward system, promotion, performance appraisal system, employee participation, training, working environment and leader-member relations leads to increase organizations performance.
Impact of employee motivation on organizational performance in Nepalese commercial banks [printed text] / Poonam Regmi, Author . - 2018 . - 100p. ; GRP/Thesis + 9/B.
Languages : English
Descriptors: Employee motivation Class number: 658.314 Abstract: Banking sector business in Nepal is most competitive sector where employee's performance is the only way out to beat the competition. It is therefore, necessary to find out the impact of employee motivation and organizations performance of banks of Nepal. In Nepal most of the public as well as private enterprises are failed due to the inefficient management. There are no much investigations are made till about the employee motivation and organizations performance of Nepalese commercial banks. Though the problems for poor job motivation are identified and analyzed but devices to prevent the employee's dissatisfaction are not adopted. A successful and highly productive business can be achieved by improving employee performances. Nowadays, the importance of employee motivation for the success of organizations cannot be overstated. Employees are the human capital of organizations and their performance is a key indicator for organization to achieve its goals. Companies today are forced to compete and to act professionally in those harsh times; therefore, it is very important to have capable employees who can account on them to create competitive advantage.
This study investigates the impact of employee motivation in Nepalese commercial banks. The study has employed descriptive and causal comparative research design to estimate the relationship between dependent variable such as organizations performance with independent variables (reward system, promotion, employee participation, performance appraisal system, training culture, working condition and leader-employee relations). The study is based on primary sources as well as secondary sources of data. The primary data are used to extract the information from the employees regarding the perception of employee on the various factors affecting employee motivation in Nepalese commercial banks. Altogether 18 commercial banks were selected for the study and total of 201 questionnaires were collected. To achieve the purpose of the study, structured questionnaire is prepared.The result shows that there is a positive relationship of reward system and promotion with net profit after tax and return on assets. This indicates that better the reward and promotion system, higher would be the organizations performance. The study also shows that there is a positive relationship between performance appraisal system and return on assets and net profit after tax. It indicates that increase in the level of performance appraisal leads to increase in organizational performance. The study also reveals that training has a positive relationship with return on assets and net profit after tax. It indicates that higher the level of training, higher would be the organizations performance. Likewise, result shows that there is a positive relationship between working condition and return on assets and net profit after tax. It indicates that better the working environment in the organization, higher would be the organizations performance. The regression results also show that beta coefficients are positive for reward system, promotion, performance appraisal system, training, working environment, and leader-member relations. It indicates that increase in level of reward system, promotion, performance appraisal system, employee participation, training, working environment and leader-member relations leads to increase organizations performance.
Hold
Place a hold on this item
Copies
Barcode Call number Media type Location Section Status 473/D 658.314 REG Thesis/Dissertation Uniglobe Library Technology Available
Title : Impact of employee motivation on organizational performance of Nepalese commercial banks Material Type: printed text Authors: Usha Poudel, Author Publication Date: 2016 Pagination: 81p. Size: GRP/Thesis Accompanying material: 5/B General note: Including bibilography Languages : English Descriptors: Banks
Banks and banking
Commercial banks
Employee motivation
NepalKeywords: 'human resources employee participation training return on assets' Class number: 658.314 Impact of employee motivation on organizational performance of Nepalese commercial banks [printed text] / Usha Poudel, Author . - 2016 . - 81p. ; GRP/Thesis + 5/B.
Including bibilography
Languages : English
Descriptors: Banks
Banks and banking
Commercial banks
Employee motivation
NepalKeywords: 'human resources employee participation training return on assets' Class number: 658.314 Hold
Place a hold on this item
Copies
Barcode Call number Media type Location Section Status 153/D 658.314 POU Thesis/Dissertation Uniglobe Library Technology Available
Title : Impact of employee motivation on work performance in Nepalese commercial banks Material Type: printed text Authors: Pooja Pathak, Author Publication Date: 2018 Pagination: 79p. Size: GRP/Thesis Accompanying material: 11/B Languages : English Descriptors: Employee motivation Class number: 658.314 Abstract: Employees are the human capital of organizations and their performance is a key indicator for organization to achieve its goals. A successful and highly productive business can be achieved by improving employee work performances. Employee's motivation is important factor in work performance of the workers. There are no much investigations are made till about the inefficiency and poor productivity of employees in this sector. The major purpose of the study is to examine the impact of employee motivation on work performance of Nepalese commercial banks.
This study investigates the impact of employee motivation on work performance of Nepalese commercial banks. The study has employed descriptive and causal comparative research design to estimate the relationship between dependent variable such as employee workperformance with independent variables (working condition, salary and incentives, job promotion, career development, training and motivation). The study is based on primary sources of data. The primary data are used to extract the information from the employees regarding the motivation of employee on the various factors affecting employee work performance in Nepalese commercial banks. Altogether 20 commercial banks were selected for the study and total of 131 questionnaires were collected. To achieve the purpose of the study structured questionnaire was prepared.
The result shows that there is a positive relationship between working condition and employee work performance. It indicates that better working condition leads to increase inemployee work performance. The result also shows that salary and incentives practices are positively correlated to employee work performance, which indicates that increase insalary and incentives leads to increase in employee work performance. The result shows that there is a positive correlation between job promotion andemployee work performance.It indicates that increase in job promotion leads to increase in employee work performance.Similarly, career development is positively correlated to employee work performance. It indicates that better career development, higher would be the employee work performance. Likewise, the study shows that training is positively correlated to employee work performance. It indicates that higher level of training leads to increase in employeework performance. The result shows that there is a positive relationship between motivation and employee work performance. It indicates that increase in the level of motivation leads to increase in employee work performance. The regression result also shows that beta coefficients are positive for workcondition, salary and incentives, career development, job promotion, training and motivation practices.
Impact of employee motivation on work performance in Nepalese commercial banks [printed text] / Pooja Pathak, Author . - 2018 . - 79p. ; GRP/Thesis + 11/B.
Languages : English
Descriptors: Employee motivation Class number: 658.314 Abstract: Employees are the human capital of organizations and their performance is a key indicator for organization to achieve its goals. A successful and highly productive business can be achieved by improving employee work performances. Employee's motivation is important factor in work performance of the workers. There are no much investigations are made till about the inefficiency and poor productivity of employees in this sector. The major purpose of the study is to examine the impact of employee motivation on work performance of Nepalese commercial banks.
This study investigates the impact of employee motivation on work performance of Nepalese commercial banks. The study has employed descriptive and causal comparative research design to estimate the relationship between dependent variable such as employee workperformance with independent variables (working condition, salary and incentives, job promotion, career development, training and motivation). The study is based on primary sources of data. The primary data are used to extract the information from the employees regarding the motivation of employee on the various factors affecting employee work performance in Nepalese commercial banks. Altogether 20 commercial banks were selected for the study and total of 131 questionnaires were collected. To achieve the purpose of the study structured questionnaire was prepared.
The result shows that there is a positive relationship between working condition and employee work performance. It indicates that better working condition leads to increase inemployee work performance. The result also shows that salary and incentives practices are positively correlated to employee work performance, which indicates that increase insalary and incentives leads to increase in employee work performance. The result shows that there is a positive correlation between job promotion andemployee work performance.It indicates that increase in job promotion leads to increase in employee work performance.Similarly, career development is positively correlated to employee work performance. It indicates that better career development, higher would be the employee work performance. Likewise, the study shows that training is positively correlated to employee work performance. It indicates that higher level of training leads to increase in employeework performance. The result shows that there is a positive relationship between motivation and employee work performance. It indicates that increase in the level of motivation leads to increase in employee work performance. The regression result also shows that beta coefficients are positive for workcondition, salary and incentives, career development, job promotion, training and motivation practices.
Hold
Place a hold on this item
Copies
Barcode Call number Media type Location Section Status 467/D 658.314 PAT Thesis/Dissertation Uniglobe Library Technology Available
Permalink
Permalink
Permalink
Permalink
Permalink
Permalink
Permalink
