Dissertation for Master's Degree
Financial Oriented Public Management
Abstract:
In recent years, the private sector has gradually tended to use temporary labor contracts in order to escape from the restrictions of the labor law. Under these contracts, workers are hired with contracts of less than 90 days and under the minimums set by the Supreme Labor Council. In this situation, awareness of motivational factors and the severity of their importance or impact can be of particular importance.
Similar to the research conducted in Sweden, based on the two-factor motivational model, a research has been conducted in the cities of Kashan, Aran, and Bidgol to determine the degree of influence of motivational and health factors. In this research, the statistical population of the workers working in: Qutb Rawandi, Amir Kabir, Hilal and Suleiman Sabahi industrial estates, 640 people were selected by the Cochran formula and stratified random method, and 625 items were returned from the questionnaires distributed. Variance analysis method and correlation has been used for quantitative variables in order to analyze concordance, and finally Student's t-test was used to measure the average effect or importance of factors. The results showed that:
1- Age, gender, marital status and history do not affect the type of opinion of people and people agree regardless of demographic characteristics, while regarding the level of education it showed that it affects their opinion.
2- The results obtained regarding the effect of health, growth and motivational factors are different and the most important is related to the health factor of the wage level.
3- The results related to the importance or degree of influence of factors regarding temporary workers. Swedish and temporary research areas are different. In Iran, the highest level of importance is related to the salary level and the lowest level of importance is related to vocational technical education. But in the Swedish research, the greatest impact or importance is related to the skill required to provide a good job and the least related to the amount of benefits. Keywords: temporary workers, Herzberg model, motivation Management is working with others and through others. One of the important resources in organizations is human resources, which is the basic skill of management, i.e. communication skills, the formation of human resource accounting as a new subject, and according to the belief of some, such as Peter Drucker, that management is summed up in working with others, it points to the importance of this huge capital in organizations.
The optimal use of huge human resources requires knowing the behavior and factors affecting the behavior of human resources in organizations.
Motivation as the reason for behavior (Kabiri, 1375) have defined. Many theories and different researches have been done in relation to the recognition of behavior, motivational factors or motivating behavior and the process of motivation. The theories and expertise of organizational behavior management have been formed based on the central discussion of motivation in the direction of knowing, predicting and directing or influencing the behavior of employees in order to achieve organizational goals. Some researches or theories seek to identify and prioritize motivational factors, among which the theories of Abraham Maslow, Herzberg, McClelland, McGregor can be mentioned. Herzberg's two-factor theory is one of the content theories that divides motivational factors into two general categories, including health factors whose presence in the organization leads to employees remaining in the workplace and their absence leads to leaving the organization, and motivational factors that are effective in motivating employees. Many researches have been conducted in connection with the application of motivational models, including Herzberg's two-factor model, in various production and non-production organizations.
In Iran after the revolution, including with the approval of the Labor Law, the relationship between the quality and quantity of work and wages has been broken, and as soon as people are hired, because simply having an employment relationship on the one hand and being physically present in the workplace on the other hand was the basis for receiving their salaries and benefits, they had no motivation to work, and the level of productivity and efficiency in organizations that had employment force decreased to a significant extent.In private companies, temporary labor contracts were gradually used to escape from the labor law, so that they could take advantage of the factor of job security and the possibility of firing or terminating the employment relationship at any time to increase the productivity or efficiency of employees. They use this tool.
Although these days movements have started in the direction of reforming the labor law, but the fact that currently in the private sectors almost all the forces and in the public sectors a significant percentage of the forces are working under temporary labor contracts; It is an undeniable fact.
The temporary nature of the employment relationship can consider the worker or employee as a temporary force instead of lifelong employment. In foreign countries, they use temporary workers in service sectors in certain seasons of the year or when needed, which can be considered as temporary workers in terms of employment relationship. Evaluation of the influence of motivational factors and the degree of importance of each of these factors in these forces can be done under different models. In this research, Herzberg's two-factor model has been used in a comparative comparison between Iran and Sweden, in relation to temporary workers.
1-2 Necessity and importance of the research:
Some aspects of the importance and necessity of conducting this research are:
1- Employment of more than half of the working population of Kashan, Aran and Bidgol cities in production and non-production units based on temporary contracts.
2- Implementation of the targeting plan of subsidies and as a result of increasing the share of fuel and energy costs, transportation in the cost price and as a result, reducing the competitive power of domestic units and the need to increase the efficiency and productivity of manpower.
3- The importance of finding the motivation of employees in production units in order to increase the competitive advantage, reduce the cost price and as a result increase the profitability and wealth of shareholders in the territory under investigation.
1-3 statement of the research problem:
After the revolution, with the approval of the labor law in Iran, due to the attitude of protecting the workers that was considered in the drafting of this law, the provisions of the said law cut off the relationship between the quality and quantity of work with wages and deprived almost the majority of the tools of power from the managers in guiding the workers. On this basis, as soon as the employment was confirmed, the workers considered dismissal from the factory to be ruled out and they did not see the relationship between quality and quantity and wages, they gradually lost their motivation in performing assigned tasks and increasing quantity and quality and production. On the other hand, employers and managers in production and non-production units thought of a solution and gradually temporary work contracts were formed. On the basis of the temporary labor contract, it was tried to pay the workers based on the minimum approved by the labor law as a fixed amount, and to adjust the additional payments in a way related to the quantity and quality of their performance.
Although due to legal pressures, a small percentage of production units followed this procedure at the beginning, but gradually temporary contracts became widespread and even extended to government organizations. Based on these contracts, at the end of the contract period, the employer has the option of terminating the employment relationship or re-employing it based on a new temporary contract by granting the legal rights and rights of the worker. Although the productivity and efficiency in the production or non-production units related to temporary contracts is significantly higher than the units related to the use of workers with a permanent employment relationship, gradually the feeling of job insecurity and the possibility of firing the worker at any moment, according to the opinion of the management or the employer, weakens the motivation to work and compassionate production in temporary workers.
On this basis, for the employer and management, in such units, the use of motivational levers in order to increase the efficiency and productivity of workers became a fundamental issue. The proper process of motivating and motivating workers in such environments, which now account for more than half of the production workers in the country, is of special importance, and this requires knowing a suitable model in order to motivate employees. A model that can evaluate the factors affecting employee motivation and the intensity of the impact or the degree of importance of each one.
One of the famous models among the motivation models is Herzberg's two-factor model.