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EDUCATION AND CAREER DEVELOPMENT AS MOTIVATIONAL FACTORS IN COMPANIES IN BOSNIA AND HERZEGOVINA

Year 2012, Volume: 4 Issue: 1, 201 - 210, 01.06.2012

Abstract

Globalization, increased complexity, turbulent and uncertain business environment, as well as technological innovations have all contributed to knowledge obsolescence. Therefore, companies must participate in different educational programs or trainings in order for their employees to acquire additional knowledge and skills, which are, in turn, required as present and future job prerequisites. Through acquisition of new skills and knowledge, employees are able to perform more challenging and complex tasks. This also means that employees can prepare for future tasks in accordance to organization’s aims. The purpose of this paper is to analyze through what extent do education and career development opportunities motivate employees in companies across Bosnia and Herzegovina. In order to confirm the relationship between company characteristics and stimulating effects of education and career development, the research includes employees from various organizations. The methodological framework of this study is found in Herzberg’s two-factor theory of motivation, according to which achievements, recognition, job challenges, responsibility, growth and advancements depend on employee satisfaction and motivation. The results of this research could be of help to managers of companies across Bosnia and Herzegovina, notably in the process of employee motivation, education costs and creation of career development frameworks

References

  • Afting, Matthias and Voelpel Sven (2011), „Die Rendite der Weiterbildung“,
  • Harvard Business Manager, 07/2011, pp. 73-78.
  • Argyris, Chris and Schoen, Donald (1978), Organizational Learning, A theory of action perspective, Reading, Mass, Addison-Wesley.
  • Fernandez-Araoz, Claudio, Groysberg Boris and Nohria, Nitin (2011), „High
  • Potentials richtig foerdern“, Harvard Business Manager, 12/2011, pp. 20-28.
  • Drucker, Peter. F. (1993), Post – capitalist Society, Oxford, Butterworth- Heinemann.
  • Fiol, Marlene C. and Lyles, Marjorie A. (1985), Organizational learning. Academy of Management Review, 10, pp. 803–813. Hartman,
  • Weiterbildungsbeteiligung: multivariante Analyse“, (in: Rosenbladt, Bernhard von and Bilger, Frauke-Ed., Weiterbildungsbeteiligung 2010. Trends und Analysen auf Basis deutschen AES), Bielefeld, pp. 70-79. „Determinanten der Herzberg, Frederick (1964), One more Time, How do you motivate Employees?
  • Harvard Business Review, January-February, pp. 53-62. Huber, G. P. (1991), “Organizational learning: The contributing processes and the literatures”, Organization Science, Vol. 2, No. 1, pp. 88-116.
  • Kuper, Harm (2008), „Operationalisierung der Weiterbildung: Begriffswelten und
  • Theoriebezuege“, (in: Gnahs, Dieter, Kuwan, Helmut and Seidel, Sabine –Ed., Weiterbildungsverhalten in Deutschland. Band 2: Berichtskonzepte auf dem Prüfstand) Bielefeld, pp. 35–42. Nonaka, Ikujiro and Takeuchi Hirotaka (1997), Organization des Wissens, Frankfurt/M, Campus.
  • Rahimić, Zijada (2010) Menadžment ljudskih resursa, Ekonomski fakultet u Sarajevu, Sarajevo
  • Senge M. Peter (1990), The Fifth Discipline: The Art and Practice of The Learning Organization, New York, Doubleday/Currency.
  • Seufert, Sabine and Diesner Ilona (2010), „Wie Lernen im Unternehmen funktioniert“, Harvard Business Manager, 08/2010, pp. 8-12. (8)
  • Stoner Džejms, A.F., Gilbert Daniel R., (2002) Menadžment, Beograd, Zelnid.
  • Maslow, Abraham, (1954) Motivation and Personality, New York, Harper&Row
  • Weihrich Heinz, Koontz Harold (1994), Menedžment, Zagreb, Mate.
  • Kuwan, Helmut and Seidel, Sabine (2011), „Weiterbildungsbarrieren und
  • Teilnahmemotive“, (in: Rosenbladt, Bernhard von; Bilger, Frauke-Ed., Weiterbildungsbeteiligung 2010. Trends und Analysen auf Basis des deutschen AES) Bielefeld, pp. 159–172.
Year 2012, Volume: 4 Issue: 1, 201 - 210, 01.06.2012

Abstract

References

  • Afting, Matthias and Voelpel Sven (2011), „Die Rendite der Weiterbildung“,
  • Harvard Business Manager, 07/2011, pp. 73-78.
  • Argyris, Chris and Schoen, Donald (1978), Organizational Learning, A theory of action perspective, Reading, Mass, Addison-Wesley.
  • Fernandez-Araoz, Claudio, Groysberg Boris and Nohria, Nitin (2011), „High
  • Potentials richtig foerdern“, Harvard Business Manager, 12/2011, pp. 20-28.
  • Drucker, Peter. F. (1993), Post – capitalist Society, Oxford, Butterworth- Heinemann.
  • Fiol, Marlene C. and Lyles, Marjorie A. (1985), Organizational learning. Academy of Management Review, 10, pp. 803–813. Hartman,
  • Weiterbildungsbeteiligung: multivariante Analyse“, (in: Rosenbladt, Bernhard von and Bilger, Frauke-Ed., Weiterbildungsbeteiligung 2010. Trends und Analysen auf Basis deutschen AES), Bielefeld, pp. 70-79. „Determinanten der Herzberg, Frederick (1964), One more Time, How do you motivate Employees?
  • Harvard Business Review, January-February, pp. 53-62. Huber, G. P. (1991), “Organizational learning: The contributing processes and the literatures”, Organization Science, Vol. 2, No. 1, pp. 88-116.
  • Kuper, Harm (2008), „Operationalisierung der Weiterbildung: Begriffswelten und
  • Theoriebezuege“, (in: Gnahs, Dieter, Kuwan, Helmut and Seidel, Sabine –Ed., Weiterbildungsverhalten in Deutschland. Band 2: Berichtskonzepte auf dem Prüfstand) Bielefeld, pp. 35–42. Nonaka, Ikujiro and Takeuchi Hirotaka (1997), Organization des Wissens, Frankfurt/M, Campus.
  • Rahimić, Zijada (2010) Menadžment ljudskih resursa, Ekonomski fakultet u Sarajevu, Sarajevo
  • Senge M. Peter (1990), The Fifth Discipline: The Art and Practice of The Learning Organization, New York, Doubleday/Currency.
  • Seufert, Sabine and Diesner Ilona (2010), „Wie Lernen im Unternehmen funktioniert“, Harvard Business Manager, 08/2010, pp. 8-12. (8)
  • Stoner Džejms, A.F., Gilbert Daniel R., (2002) Menadžment, Beograd, Zelnid.
  • Maslow, Abraham, (1954) Motivation and Personality, New York, Harper&Row
  • Weihrich Heinz, Koontz Harold (1994), Menedžment, Zagreb, Mate.
  • Kuwan, Helmut and Seidel, Sabine (2011), „Weiterbildungsbarrieren und
  • Teilnahmemotive“, (in: Rosenbladt, Bernhard von; Bilger, Frauke-Ed., Weiterbildungsbeteiligung 2010. Trends und Analysen auf Basis des deutschen AES) Bielefeld, pp. 159–172.
There are 19 citations in total.

Details

Other ID JA99TP68TJ
Journal Section Articles
Authors

Zijada Rahimić This is me

Publication Date June 1, 2012
Published in Issue Year 2012 Volume: 4 Issue: 1

Cite

APA Rahimić, Z. (2012). EDUCATION AND CAREER DEVELOPMENT AS MOTIVATIONAL FACTORS IN COMPANIES IN BOSNIA AND HERZEGOVINA. International Journal of Business and Management Studies, 4(1), 201-210.
AMA Rahimić Z. EDUCATION AND CAREER DEVELOPMENT AS MOTIVATIONAL FACTORS IN COMPANIES IN BOSNIA AND HERZEGOVINA. IJBMS. June 2012;4(1):201-210.
Chicago Rahimić, Zijada. “EDUCATION AND CAREER DEVELOPMENT AS MOTIVATIONAL FACTORS IN COMPANIES IN BOSNIA AND HERZEGOVINA”. International Journal of Business and Management Studies 4, no. 1 (June 2012): 201-10.
EndNote Rahimić Z (June 1, 2012) EDUCATION AND CAREER DEVELOPMENT AS MOTIVATIONAL FACTORS IN COMPANIES IN BOSNIA AND HERZEGOVINA. International Journal of Business and Management Studies 4 1 201–210.
IEEE Z. Rahimić, “EDUCATION AND CAREER DEVELOPMENT AS MOTIVATIONAL FACTORS IN COMPANIES IN BOSNIA AND HERZEGOVINA”, IJBMS, vol. 4, no. 1, pp. 201–210, 2012.
ISNAD Rahimić, Zijada. “EDUCATION AND CAREER DEVELOPMENT AS MOTIVATIONAL FACTORS IN COMPANIES IN BOSNIA AND HERZEGOVINA”. International Journal of Business and Management Studies 4/1 (June 2012), 201-210.
JAMA Rahimić Z. EDUCATION AND CAREER DEVELOPMENT AS MOTIVATIONAL FACTORS IN COMPANIES IN BOSNIA AND HERZEGOVINA. IJBMS. 2012;4:201–210.
MLA Rahimić, Zijada. “EDUCATION AND CAREER DEVELOPMENT AS MOTIVATIONAL FACTORS IN COMPANIES IN BOSNIA AND HERZEGOVINA”. International Journal of Business and Management Studies, vol. 4, no. 1, 2012, pp. 201-10.
Vancouver Rahimić Z. EDUCATION AND CAREER DEVELOPMENT AS MOTIVATIONAL FACTORS IN COMPANIES IN BOSNIA AND HERZEGOVINA. IJBMS. 2012;4(1):201-10.