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1

Awarding Bonuses According to the Gainsharing Method

100%
Sekula Z.
Ekonomika i Organizacja Przedsiębiorstwa
|
2006
|
vol. 57
|
issue 1(672)
79-85
EN
The article discusses the application of the gainsharing method (participation of employees in generated effects) on the example of a domestic appliances manufacturer. Awarding bonuses according to this method brings objecftive benefits both to the enterprise and its personnel.
2

Motivating Sales Representatives

100%
Sekula Z.
Ekonomika i Organizacja Przedsiębiorstwa
|
2007
|
issue 12(695)75-
75-82
EN
The methods of motivating sales representatives in two companies (A and B) selling car accessories are presented in the paper. Special character of sales representatives' work influences the selection and significance of various motivating means. The author of the article analyzes and evaluates the following issues: choice of profession, professional preparation, work relations and communication, work independence, training and professional development, employees' appraisal, types and importance of the applied economic and non-economic motivators. The respondents from A and B companies have differently evaluated particular motivators.
3

Studies on Discrimination in Employee Remuneration

100%
Sekula Z.
Zarządzanie Zasobami Ludzkimi
|
2006
|
issue 1(46)
57-66
EN
The methods that can be used to analysis and evaluation of the existence of discrimination in the wages of workers are presented on the example of actual firm. The following methods are used in the study: the essential evaluation of the construction of constituent elements of the fee system, questionnaires and work valuation. The results of the investigation are used to work up the project of the fee scale charges and to show the range of discrimination of work.
4
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Motivating Midlevel Medical Personnel

63%
Sekula Z., Sabat M.
Zarządzanie Zasobami Ludzkimi
|
2008
|
issue 2(61)
94-104
EN
This article presents the results of research questionnaires conducted among nurses and midwives on the staff of the Wrocław Medical Academy Clinic. Values linked with work, vital, possible, and real motivating factors applied to nurses and midwives, type of compensation and its motivating qualities, and the importance and range of professional training were all analyzed. It was proved that the most important motivator is the value and satisfaction of the work itself. However, the Clinic fails to create adequate conditions for its implementation. Salary levels, both as a whole and constituent parts, were assessed negatively. The need for changes in the nurse and midwife motivation system is clearly demonstrated.
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