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• Examination of the motivation of generation Z university students in a sample of students from the Faculty of Economics and Business and the Faculty of Informatics at the University of Debrecen

  81-91

  Franciska Hajdu

  Views:

  81

  Nowadays, organizations place increasing emphasis on motivating employees, as the effectiveness of an organization is greatly influenced by the motivation level of the employees, knowing that a motivated employee can perform better and remain loyal to the organization. In order to motivate employees effectively, it is essential that managers are aware of the various incentives available. In this study, I focus primarily on intrinsic motivation, as it is increasingly proven that extrinsic motivation tools alone are not enough to achieve the desired level of motivation for employees. My overall goal is to assess the motivational characteristics of students in my environment, including the relationship between extrinsic and intrinsic motivation. In the first part of the article, I present the literature on intrinsic motivation, which presents the topic in a more and more practical way, adapting to the needs of the present age. In the following, I present my research using a shortened version of the Aspiration Index. A total of 470 people from the Faculty of Economics and Business and the Faculty of Informatics of the University of Debrecen took part in my quantitative research. For the evaluation of the results I used both descriptive and mathematical statistical methods. After analysing the answers, I concluded that intrinsic motivation has a greater impact on students than extrinsic motivation, but money is still an essential motivational tool. I thought there was a difference in the answers of men and women and students of different programs, which led me to the conclusion that the generation should not be treated according to a scheme, it is worth developing the methods and techniques of motivation considering the individual characteristics. In conclusion, I try to formulate suggestions for managers based on the conclusions drawn from the research results. Thereby I hope that the Z generation entering the labour market in the future will be motivated more effectively.

• Is the glass ceiling a self-fulfilling prophecy?! – Research of career opportunities among female workers

  98-109

  Gerda Szántó

  Views:

  114

  „Is the glass ceiling a self-fulfilling prophecy?! – Connection between career opportunities and competencies among female workers” research has focused on the presence of women in the labor market. The objective of the questionnaire research is to assess whether women are stuck at certain career levels due to the lack of competence and motivation. During the research, I was able to gain insight into women’s attitudes towards careers, which showed a positive picture. I assessed that they were motivated, and I also got answer to the main question, that significant percentage of the 161- person sample would like to work as a leader, and they would have the appropriate skills. However, I was also told that they are building their own barriers to the workplace, many of them are happy with their current job, but not wanting more. The presence of a glass ceiling in the workplace is important to get proper attention as women make up a significant part of the labor market.

• Labor retention in the domestic SME sector in Somogy county

  66-77

  Szilárd Berke

  Zsolt Kőműves

  Views:

  139

  Companies face many new challenges as a result of ever-changing HR trends. One of the most significant problems in recent years has been the ever-changing workforce. Employee loyalty is no longer a matter of course, it must be actively pursued. The root of the problems often goes back to recruitment, as many employers try to attract the workforce by “beautifying” the job advertisement, focus on creating a better image of the organization. Many times we encounter that recruitment was not adequately prepared, not enough attention was paid to select the right workforce. However, it is also important to emphasize that it is not enough to get the workforce, you need to be able to keep it as well. In our questionnaire research, we have examined how the recruitment process takes place, what steps have been taken to ensure employees to remain being committed and to stay loyal to their employer. Based on the results, we can conclude that employers know and apply labor retention methods. The most commonly used procedures were longer learning times, involvement in decisions, organization of trainings, or just job rotation.