Motivation and remuneration of employees

Employees represent one of the most important element of the organization and serve as a pivotal competitive asset. Contemporary discourse places significant emphasis on factors such as employee satisfaction, motivation, and remuneration. This thesis seeks to explore the determinants that drive enhanced performance among employees. To achieve this objective, the study employs a multifaceted approach, encompassing a comprehensive review of pertinent literature, targeted research within the field, and original investigations. The primary research methodology involves conducting interviews and administering questionnaires to employees within the HR department of a consulting firm. The questionnaire aims to discern the relative importance of various motivational factors as perceived by respondents, while the interviews delve into the firsthand experiences of HR personnel concerning motivational strategies, satisfaction assessment, and reward systems. The findings underscore several key insights: financial compensation is primarily viewed as a hygiene factor rather than a motivator; interpersonal relationships are assuming greater significance in the workplace milieu; and the adoption of flexible work arrangements, encompassing both time and location, is emerging as a critical practice for maintaining organizational competitiveness.