| Abstract [eng] |
The importance of employee motivation is undeniable. The effectiveness of human resources can determine the high of low performance and development of every organization. Modern organizations often invest in the development of the motivational environments, motivational systems or consultations with human resource specialist to find the most efficient ways to motivate their employees and to increase their work productivity. Motivating employees is an important element of external motivation that the organization can control. In the 20th century many scientists analysed the behaviour of employees in order to find the main factors that influence their productivity and their motivational state. There are many famous theories that are considered to be the basic motivational theories in this field. Few of the main ones are well known for the analysis of human needs written by Taylor (1911), Murray (1938), Maslow (1943), Vroom (1964), Hezberg (1966) etc. These theories helped many researchers such as Perry (1996), Leete (2000), Weright (2007), Bright (2008), Latham (2012), Matheson (2012), Rashid and Rashid (2012), Bentle, Coates, Dobson, Goedegebuure and Meek (2013), Kjeldsen ir Hansen (2013) and many others to analyse employee motivation in public and private sectors. Every year there are new analysis and research being done in this field however there is still a need for more concrete conclusions about the main motivational differences in the public and private sectors. Analysing many fields of activities and work sectors it can be said that in Lithuanian higher education sector there is very little research being done to analyse the motivation of employees. In order to ascertain the main aspects of motivation in the public and private sectors, to research the main differences and the factors that influence employee motivation and to analyse the tendencies in Lithuanian sectors it is important to research this field further. On this basis, the main question of this thesis is – how does the public and private sectors employees’ motivation in the context of the field of activities of the organizations differentiates? The aim of a thesis – to analyse and to compare factors of motivation in the public and private sectors. The object of a thesis – employee motivation. The objectives of a thesis: 1. To analyse the theoretical factors of employee motivation in the public and private sectors; 2. To identify the differences and similarities of employee motivation in the public and private sectors and to review the characteristics of the subject and the organizations being researched in Lithuania; 3. To perform a comparative analysis of the employee motivation in the higher education institutions of public and private sectors. After analysing the employee motivation in the higher education institutions of the public and private sectors, it can be said that the employee motivation in both sectors is average but comparing them separately private sector employees are more motivated. Important factors of motivation for private sector employees are personal goals and the goals of the organization they work at, the fulfilment of their personal needs, personal development and appreciation they receive. For public sector employees the most important factors are financial benefactions, work itself and personal goals. In the public sector the most motivated employees are the administrational staff and in private the academic staff. For both sectors employee’s motivation depends on inner and external motivation factors. It can be said that this is the result of the higher education sector itself because of the close connection to society. The thesis consists of three parts – theoretical, methodological and research. The first part of thesis deals with the concept of employee motivation the main theories on motivation and needs as well as motivating employees in public and private sectors. The second part reviews previous research on the employee motivation subject and their main findings, as well as it presents the subject, the characteristics of the organizations, and methodology of the research. The third part presents a comparative analysis of the employee motivation. Conclusions and recommendations are placed at the end of the thesis. The research methods being used in this thesis are: scientific literature analysis, secondary data analysis, document analysis, comparative analysis, questionnaire data analysis, quantitative and qualitative analysis. |
