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MGT111 - Introduction to Public Administration Assignment No. 2 Solution and Discussion Spring 2014 of Virtual University (VU) Due Date: July 25, 2014

MGT111 - Introduction to Public Administration Assignment No. 2 Solution and Discussion Spring 2014 of Virtual University (VU) Due Date: July 25, 2014

(MGT111) 
ASSIGNMENT # 02 
DUE DATE: 25 JULY, 2014 
Instructions: 
Please read the following instruction carefully before preparing the assignment solution: 
• Be very specific and focused on the issue while answering a question. 
• Your answer should not exceed 300 words. 
ASSIGNMENT: 
Learning objective: 
• To reinforce the concept of Motivation and make you familiar with its importance 
in real world. 
Assignment Question: 
Do you think Work Motivation of public sector employees is different from that of 
private sector employees? Compare motivations for both kinds of employees and explain 
your stance with proper arguments

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Please Discuss here about this assignment.Thanks

Our main purpose here discussion not just Solution

We are here with you hands in hands to facilitate your learning and do not appreciate the idea of copying or replicating solutions.

dear admin, kindly give some ideas, or concept note how can be it done?

it is different like book topic.

regrads

Admin shyd kal jag jaen, lkn tb koi fiada na ho ga, so try it ur self.

sir g plzz assignment solution ...need

Please refer Lecture 13, I think this will be helpfull for us all.

I think dono sectors (public & private) men employee kasy kam krty han yahi btana ha. dono sectors men diffrence btana ha,
jasy k wapda 1 public sector ha, wahan k worker ka behavior Vs Private bank like HBL k worker ka devotion towards their job.

Public vs. Private Sector Motivation
The Industrial Revolution and the introduction of mass production factories
provided the impetus for the development of motivation, and especially work motivation,
theories. The need for businesses to improve work methods, quality, and productivity
became salient and propelled studies like those of Frederick Winslow Taylor’s “The
Principles of Scientific Management” in 1911, and Morris Viteles’s “Industrial
psychology” in 1932 (Latham, 2007, pp.11-14). Later theories were no different; the vast
majority of them were conceptualized while focusing on the industrial order, i.e. the
private sector.
Hence, before we can draw conclusions from the corpus of motivation theory and
apply them in the public domain, we must first establish whether or not there are any
differences between the motivational bases of behavior in the private and the public
sector. If such differences do exist, then we need to clarify whether we can still use
“traditional” theories to explain motivation in the public sector or should we turn to
public sector specific theories – or perhaps we can even use both.
To answer these questions we need to have a look at the variables that influence
motivational behavior. Kurt Lewin summarized the antecedents of behavior in his famous
formula: B = f (P,E). That is, behavior is a function of the interaction between person and
environment (Miner, 2005, pp.38-39). These two determinants can be further subdivided
into many categories. I find it useful to use the following three major categories of
variables: (1) individual characteristics, (2) job characteristics, and (3) work context
(Perry/Porter, 1982, p.89; Wright, 2001, p.562). The first variable focuses on the
employee as such and examines whether public employees are different humans beings,
insofar as they have other motives, needs, or morale than their private sector counterparts.
The second variable describes aspects of the job or task an employee performs, while the
third pertains to the characteristics of the organizational setting in which the employee
must perform the work, e.g. the organizational reward system, culture, and atmosphere. If
motivation is to be different in the private and public sector, than one or more of these
variables must be affected

From the research study, we have reached to the conclusion that public sector employees and private sector
employees were ranking the motivational dimensions in the different order. The results of study have confirmed
that work motivation of bank officers is significantly dependent upon their salary, fringe benefit, efficiency in
work, quality supervision, and co-worker relationship. Bank type (sector of choice or employment) is found to be
the most relevant to bank employees‘ job motivation. Private banks employees are found comparatively more
satisfied than those from public sector banks as they enjoy better salary, better fringe benefits, quality supervision,
good co-worker relationship, advancement opportunities and yield higher efficiency in work. On the other hand,
public sector bank employees have inadequate benefits and facilities, which result in comparatively, lower level
of workplace motivation.
Research data has confirmed hypotheses one and three that comparatively public sector employees attach
somewhat less importance to the inclusion of financial rewards and career development opportunities in their
work motivation than private sector employees. They are not considered much problem in view of the fact that
employees in public sector organizations found these dimensions less important compared to their private sector
colleagues for work place motivation. Hypothesis 2 is not confirmed because the public sector employees do not
attach a different level of importance to work/job content comparatively. Many studies report that public sector
employees are more motivated by job content, self-development, recognition, autonomy, interesting work, and the
chance to learn new things than private sector employees. Hypothesis 4 on the importance of social atmosphere is
also confirmed.

T-tests revealed that public sector employees attached more importance to work in supportive environment as compared to private sector employees. Hypotheses 5 on the motivational dimension ―work-life balance‖ is confirmed i.e. there is a significant difference in importance of work-life balance between public and private sector employees. T-tests prove that there is lesser work-family conflicts in public sector organizations.

There is a limitation in our empirical study that might limit the external validity of our results and findings cannot be generalized due to the fact of convenience sampling. The survey population is not sufficient to draw precise conclusions for other organizations in Pakistan. As, population in the sample comes from a specific type of industry (i.e. banking industry), it may not be truly representative of population in other industries and therefore would be problematic to generalize the results of the study. However, the study is relevant in understanding the situation of both public and private sector organizations in Pakistan with regards to the effectiveness of motivational factors.

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