研讨马达加斯加马达加斯加财政预算部员工激励对策

论文导读：
摘要：积极性是衡量员工及组织绩效的一个重要因素。无论是在私人部门还是公共部门，对员工积极性的担忧已成为一个全球性现象。很显然，员工积极性的提升需要部门内部乃至整个政府中相关利益者的齐心协力，人力资源部门和所有公务员在其中扮演着主要的角色。激发员工潜能的最重要因素包括了良好的工作环境、能力的切实提升以及规范的规章。然而，领导的力量在相关部门和整个部委内是有限的，以至于无法对其做出有效的优化。在马达加斯加，所有的奖励和测评系统都由法令予以确定，并在所有的部委和公共组织之间具有同等的适用性。由此，本探讨试图设计出员工激励的相关对策并予以评估，以确保马达加斯加财政预算部的绩效。激励对策的设计基于以下一些：管理方式的激励、薪酬情况相关的激励以及工作条件的激励。本探讨的结论可以为所有政府部委，尤其是财政预算部的管理者、政策制定者和人力资源管理部门主管合理地改善劳动条件和执行规程提供有效的指导。关键词：积极性论文激励对策论文马达加斯加论文财政预算部论文
本论文由www.7ctime.com,需要论文可以联系人员哦。摘要4-5
ABSTRACT5-6
TABLE OF CONTENTS6-9
LIST OF TABLES, FIGURES AND GRAPHS9-10
LIST OF ABBREVIATIONS AND ACRONYMS10-11
CHAPTER 1 INTRODUCTION11-15

1.1 Statement of the problem12-13

1.2 Aims of the study13

1.3 Research questions13

1.4 Research Hypothesis13-14

1.5 Limitations of the study14

1.6 Justification of the study14

1.7 Organization of the study14-15

CHAPTER 2 THEORETICAL FRAMEWORK AND METHODOLOGY15-36

2.1 Basic Concepts16-23

2.

1.1 Motivation16-20

2.

1.1 Motivation at work16-18

2.1.1.2 Intrinsic and Extrinsic Motivation18-20
2.

1.2 Ways of motivation20-21

2.1.2.1 Rewards, Incentives and Recognition20
2.

1.2.2 Working conditions20-21

2.

1.3 Motivation in pubpc sector21-23

2.2 Theories of motivation23-33
2.2.1 Maslow’s Hierarchy of needs Theory23-25
2.2.2 Existence, Relatedness and Growth (ERG) Theory25-26
2.2.3 McClelland’s Learned needs Theory26-27
2.2.4 Frederick Herzberg’s Motivation-Hygiene Theory27-28
2.2.5 Edwin Locke’s Goal-Setting Theory28-30

2.6 Skinner’s Reinforcement Theory30-32

2.7 Adam’s Equity Theory32

2.2.8 Taylori Theory of Frederick Winslow Taylor32-33

2.3 Methodology33-34

2.3.1 Research design33

2.3.2 Participants33

2.3.3 Data collection33

2.3.4 Questionnaire design33-34

2.4 Test of Hypothesis34-36

2.4.1 Hypothesis One (H1)34

2.4.2 Hypothesis Two (H2)34-36

CHAPT论文导读：tion’sstrategieortheMFB52-553.3.1AdvantagesofmotivationstrategieortheMFB53-543.3.2DisadvantagesandcostsofmotivationstrategieortheMFB54-55CHAPTER4STRATEGIESTOMOTIVATEEMPLOYEESINTHEMFB55-614.1Strategiesatwholesystemandpopcylevel56-604.

1.1Motivationbymanagem

ER 3 THE STATUS OFEMPLOYEE’S MOTIVATION IN THE MFB36-55
3.1 General statute of civil servants in Madagascar37-41
3.

1.1 General information37

3.1.2 Rights and obpgations of civil servants37-38
3.

1.3 Recruitment38

3.

1.4 Vocational training38-39

3.

1.5 Compensation and benefits39

3.

1.6 Reward and discippne39-40

3.

1.7 Regulatory position40

3.

1.8 Remuneration40

3.

1.9 Termination of service40-41

3.2 Organization and management in the MFB41-52
3.

2.1 Role and functions of the MFB41-43

3.2.2 Role and functions of the Human Resources Department in the MFB43
3.2.3 Employees’level of satiaction in the MFB43-47
3.

2.3.1 Employees’level of satiaction43-46

3.2.3.2 Factors of motivation and Causes of the lack of motivation in the MFB46-47
3.

2.4 The most valued incentives47-52

3.3 Evaluations of current Motivation’s strategies for the MFB52-55
3.3.1 Advantages of motivation strategies for the MFB53-54
3.3.2 Disadvantages and costs of motivation strategies for the MFB54-55
CHAPTER 4 STRATEGIES TO MOTIVATE EMPLOYEES IN THE MFB55-61
4.1 Strategies at whole system and popcy level56-60
4.

1.1 Motivation by management methods56-58

4.1.1.1 A clear and transparent internal communication56
4.

1.2 Recognition56-57

4.

1.3 Training57-58

4.1.2 Motivation by remuneration conditions58
4.

1.3 Motivation by working conditions58-59

4.

1.3.1 A good quapty of social cpmate58-59

4.

1.3.2 Usabipty at work59

4.1.4 Benefits, costs and disadvantages of strategies59-60
4.2 Several measures needed to be implemented60-61
CHAPTER 5 CONCLUSION AND RECOMMENDATIONS61-64

5.1 Conclusion62

5.2 Recommendations62-64

5.2.1 Recommendations for the government and for the MFB National level62-63
5.

2.2 Recommendations for popcy makers63-64

REFERENCES64-67