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PHD DISSERTATION ON
EMPLOYEE MOTIVATION Today's world is the world of the organization, and human potential is gaining in importance and becomes one of the most important factors of any organization. The work organization works to meet the common needs of all its members. Psychology in working organizations requires certain legality and care of its employees, the most important of which is the positive performance of the organization. The goal of the organization is to understand people's interests, work responsibilities and burdens, but also to encourage their motivation, enthusiasm and commitment to business. Motivation as the fundamental driver of human potential and ability creates an obligation for every manager to understand human nature and chooses adequate material and immaterial techniques for its realization. Motivation is the worker's inner relationship that is directed at the concrete goal (Henderson, 2006). With various material forms of motivation in this modern age, a number of non-material compensations are playing an increasingly important role. Numerous theorists and psychologists throughout history have been involved in researching the concept of motivation, by defining and detecting factors that motivate people. Before describing the definition itself, it is necessary to emphasize and explain the notion of manipulation which is often mistakenly indirectly identified in the concept of motivation. Motivating in the narrow sense can be explained as encouraging people to attain the goals of the company and personal goals, and these goals are mutually intertwined and often the realization of one indirect but simultaneously means the realization of others. Everyone wants more motivation, but he is not entirely sure what it is, some say they want to be more motivated, managers and leaders say they want a more motivated team or group, and employers want to hire a motivated person, for example, the person they seek and want to employ should be self-motivated. During the history, the idea of management and employee understanding, the resources that should be maximized, changed to the potential that needs to be directed and guided. Today, often the notion of motivation and manipulation is identified or mistakenly interpreted. Manipulation over the management and management of human potentials through motivation differs in a situation where motivated employees and managers "team up" and act in the same direction towards achieving the common goal. According to a simple understanding, manipulation would be telling someone to do something because we want them to do it, while motivating to be someone's suggestion to do something because he wants it. In understanding the difference between these two terms, it is important to emphasize the two questions that arise: - what type of manager would you like to manage, - are you such a person? In addition to manipulation, the key employee-related concept and motivation is the success of employees in their work and performing their everyday tasks, as well as monitoring, evaluating and adequately rewarding their success. With the aim of raising the overall organizational capability and achievement of the company's goals, managers need to monitor and evaluate employee performance on an adequate and continuous basis. Monitoring and encouraging