Motivation of Kaunas travel agencies’ employees and application of motivative means

The topic of the work: motivation of Kaunas travel agencies’ employees and application of motivative means. The object of the work: employees motivation and application of motivative means. The problem of the research: nowadays competition makes organizations seek excellence in services they provide, be exceptional and have qualified employees. Employees are only urged to seek results and they are also required to do their job qualitatively and professionally. Thus, there are a lot of requirements for subordinates, but the question is if they are being motivated to seek the higher results. Organizations want to be the best, but they do not want to invest in their employees or motivate them. The aim of the work: to reveal motivation of Kaunas travel agencies’ employees and application of motivative means. The tasks of the work: o To analyze the conception and nature of motivation and motivating. o To reveal the existing motivation theories. o To provide motivation models applied in Lithuanian organizations and in worldwide practice. o To analyze a motivation system and motivative means proposed by different scientists. o To research motivation of Kaunas travel agencies’ employees and application of motivative means. Main conclusions: 1. After separating the travel agencies into two groups according to the number of employees, a research on motivation of Kaunas travel agencies’ employees and application of motivative means was conducted. Therefore, we can state that: ü The motivative means encouraging employees in the first group (travel agencies with up to two employees) to work are: base salary and appreciation by the manager. This group of the researched is motivated by both monetary and psychological means. However, one fifth of the respondents feel they are not motivated at work, and most of them are partially unsatisfied by their salary. Three fifths of the respondents feel that they are not appreciated. A teaching and qualification system was evaluated as a bad one by most of the respondents. Employee motivation and motivative means are not applied or are applied ineffectively. ü Motivative means in the second group of the researched (travel agencies with more than two employees) are: base salary, appreciation by the manager and coworkers, a teaching and qualification system and bonuses and premiums. Three fifths of the respondents in this group of the researched feel appreciated at work, they do not lack motivation, and they also evaluated a teaching and qualification improvement system well enough. More than half of the respondents are satisfied with their salary. Thus, employees in this group of the researched are motivated and monetary and psychological means are applied to increase motivation. ü After comparing the results to motivation theories, we can draw a conclusion that the respondents of both researched groups feel motivated when low or high level needs are satisfied. Most needs that are pointed out in motivation theories and have influence on motivation level also consist with the priorities pointed out by the respondents. And only the priority given to salary by the first group does not consist with purposeful work, emphasized by F. Herzberg