Abstract
Differences in employee motivation in Slovak manufacturing enterprises during the years 2013 and 2014 are analysed in the paper. Independent samples t-test is used to compare the equality of averages and to calculate the significance level p for individual motivation factors. Definition of the significant increase or decrease of the average level of motivation factors and the comparison of an order of the importance of motivation factors in the year 2013 and 2014 are the findings of the paper. Despite no significant change in various motivation factors they need to be included in the motivation programme of enterprises owing to their importance. Statement that the enterprise management should pay adequate attention to motivation programmes updating because of the interannual changes in employee needs is the research finding. Future development of the level of employee motivation can be predicted following the findings.
Highlights
Current financial crisis affecting the global economy started in the USA in early 2007
Analyses of motivation in manufacturing enterprises were focused on the manufacturing enterprises in Slovakia all along
They were carried out in almost all regions of Slovakia using random selection method and the structured questionnaire. 7,009 employees of the manufacturing enterprises in Slovakia were analysed by the end of the year 2013
Summary
Current financial crisis affecting the global economy started in the USA in early 2007. It became evident in Slovakia in the second half of 2008. Anybody expected such a high impact of the financial crisis on the global economy. Subsequent problems of many financial institutions and uncertainty and risk in the financial markets caused mainly American and European economy to slow down [1]. Several enterprises experience the problem how to motivate staff remaining in the enterprise after restructuring and downsizing the workforce, without having to increase financial resources. An ideal way how to do it is to start using other forms of motivation and to invest in the development of remaining staff. The objective of our paper is to compare interannual differences in the level of motivation in Slovakia, to define potential significant interannual change and to mention a need to adapt employee motivation
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