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Visoka škola za poslovnu ekonomiju i preduzetništvo , Beograd , Serbia
Visoka škola za poslovnu ekonomiju i preduzetništvo , Beograd , Serbia
Visoka poslovna škola strukovnih studija „Prof. dr Radomir Bojković“ , Kruševac , Serbia
Competitiveness is today a precondition for survival of business systems, particularly in the global environment. Sustainable competitiveness of the business system stems from its size, resources, and ability to mobilize knowledge, technological skills and experience, and to continuously develop and implement new products, processes and services. Key business system resources are capital, physical resources, workforce, management, time and intellectual potential of employees. In this paper, the focus is on management and its key stakeholders, managers. In order for managers to be effective and efficient they must be motivated. Therefore, numerous studies of their motivation were conducted so far. The purpose of this paper is to contribute to these studies, as well as to identify the specifics of motivation of managers of business systems in Serbia in order to design an adequate model of motivation, which would improve the competitiveness of business systems. In this paper we present the results of an empirical study of key factors of motivation of managers. Research design is based on the following methodology: definition of sample, sample selection, questionnaire design, design of web tools for interviewing selected managers, data collection, statistical data processing, analysis of the processed data, and drawing conclusions and proposals. The study sample included 85 managers from 66 business systems located in 24 towns in Serbia, which differ in terms of ownership status, age and number of employees. Managers differ in terms of hierarchical levels, the number of subordinates (managers and nonmanagers), work experience, years in managerial positions. Quantitative approach measured the dimensions of motivation from the perspective of managers needs, and also the key factors that influence job satisfaction of managers. Qualitative approach identified the elements of key factors that cause dissatisfaction of managers. The analysis indicates that quantitative results are largely consistent with the motivational theories of needs and can be used for developing a model of motivation of managers, and also that the key elements of demotivating factors can be used to design future extended studies on the same subject.
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