Abstract
The objective of this paper is to identify the relationship between the dimensions of performance motivation and value preferences of project managers in large companies. To examine the relationship, it was first necessary to find out what the value system of project managers is and what their motivational profile is. The research took the form of a questionnaire survey in large Czech companies, which belong to CZ-NACE C. Standardized questionnaires were used for data collection. The PVQ questionnaire was used to determine the value system and the LMI questionnaire was used to determine the motivational profile. Data were evaluated by using descriptive statistics and relationships were evaluated by using Person's correlation coefficient. Student's t-test was used to verify statistical significance. It was found that the analyzed values in the set of respondents are almost the same, all analyzed values are perceived by the respondents as significant. The most represented value among the respondents is benevolence and the least represented is tradition. We identified identical findings in the case of analysis of performance motivation. Of the four dimensions of motivation examined, the project managers addressed confidence in success to be the most important. A statistically significant relationship was found between commitment and power and success, between flexibility and stimulation, universalism and benevolence, between self-control and power, success, conformity and safety, and between confidence in success and power, success and stimulation. Doi: 10.28991/esj-2021-01282 Full Text: PDF
Highlights
These days, a person is important for the organization both as a source of labour and as a creative being who brings new ideas and innovative solutions into the organization
The first, second and third research questions concerned the content of the value system of senior and junior project managers in the analyzed companies
To know what to expect from managers, as values tend to manifest in behavior
Summary
These days, a person is important for the organization both as a source of labour and as a creative being who brings new ideas and innovative solutions into the organization. We can teach employees something, but what a person can do is determined by a certain set of knowledge and skills that the manager can influence only partially. It is important how the manager motivates employees to use their potential, knowledge, skills and at the same time reduces employee turnover. This is possible if the manager knows the motivation of employees and knows what the individual needs, how intensely he demands it and where he is going
Sign-in/Register to view highlights & summary Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
