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Labor productivity is the result of the interaction of a number of complex factors, including employee motivation, allocated resources, the work environment, the level of education and experience, and the financial performance of the economic entity. Integrating effective strategic approaches aimed at increasing performance indicators can contribute significantly to the overall productivity growth and long-term success of the organization. To this end, databases of companies operating in the construction and engineering industry were used to pursue this analysis and the relationships between labor productivity and performance indicators were tracked. The results indicated a significant positive correlation demonstrating the association between productivity and performance. We conclude in the present study that labor productivity can be influenced by the increase in financial performance and the way top management integrates strategic decisions aimed, at the expense of investment in human capital, at increasing productivity.

The aim of this study is to identify the elements that motivate employees in small and medium-sized enterprises operating in Bangladesh. The data were obtained using a survey methodology targeting employees who work in small and medium-sized enterprises located in the northern geographic region of Bangladesh. The sample included 284 employees surveyed from May 2023 to June 2023. The paper utilized a five-point Likert scale to evaluate the responses. Regression techniques were used to test the hypotheses. Moreover, to evaluate the hypotheses, a significance level of 5% was utilized, and the data pertaining to the subject matter and purpose of this study were examined using the SPSS program. The results of the paper indicate that employee motivation at SMEs is significantly influenced by employee empowerment, job security, and job training opportunities. Employee empowerment (β = 0.583) has the highest effect on motivation compared to the other two factors. Additionally, a substantial correlation coefficient (r = 0.498) is found between employee motivation and employee empowerment. This study contributes to the literature by investigating the external determinants of employee motivation within small and medium-sized enterprises.

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In today’s world, where remote work is becoming the norm, it is important to understand how it affects organizational efficiency and personal productivity. The presented study examines the impact of remote work on these aspects through the lens of transformational leadership. The main task of the research work is to identify strategies that will help organizations effectively adapt to new working conditions, maximize the potential of their teams and scale the business. The methodology includes qualitative methods, such as Establishment surveys, analysis of working hours and staff efficiency according to data of the Jira system. The sample consists of 50-60 employees of various specialties. The results show that productivity increased by 15–25% due to the lack of commutations and better concentration, although there are challenges with logistics and communication. Further research should focus on the impact of transformational leadership on remote work and improvements in data collection methods. The practical significance of the research lies in recommendations for organizations to adapt to remote work, which will help maintain employee motivation and competitive advantages. Social impacts include improved working conditions and reduced stress among employees. The originality of the study lies in the analysis of the role of transformational leadership in the context of remote work, which adds new knowledge in the field of management.

Using the correct type of motivation is pivotal in triggering employees’ affirmative work attitudes, such as work performance, job satisfaction, or voluntary retention, ultimately leading to increasing the organization’s overall efficiency. Despite the ongoing academic debate, academics provide practitioners with mixed results on which motivation factors are relevant for targeted employee groups whose needs are under the economic and socio-psychological pressure of the rapidly evolving environment. Elton Mayo was the first to acknowledge these socio-psychological factors as significant motivation drivers almost a century ago.

This study aims to analyze and test the effect of information technology on organizational performance in the cement industry in South Sulawesi, namely PT Semen Tonasa and PT. Bosowa Cement. This research was conducted quantitatively using a questionnaire as a data collection tool. The structural equation model is used to test the hypothesis using the Smart-PLS Version 3.0 program. Data was collected by administering questionnaires to 94 employees of the two cement companies. The results of this study indicate that information technology has a direct and significant effect on organizational commitment. Information technology has no direct significant impact on employee motivation. Information technology, organizational alerts, and employee motivation have a direct positive impact on organizational performance. Information technology positively and significantly indirectly affects organizational performance through organizational commitment and employee motivation.

The behaviour of a leader has a significant impact on the actions and feelings of employees. Many European university researchers have recently focused on the impact of effective leadership behaviour on the behaviour of subordinates. Positive behaviour of the leader toward his subordinate creates a sense of belonging to the organization, which reduces the outflow of employees from the organization and improves support for the leader. Leader's behaviour was studied within our research. The object of the research was the Ministries of Economic Profile of Georgia. The purpose of this article is to analyze the influence of the leader's behaviour in terms of gender on such issues as the respondent's perception of himself as a valuable member at work, support for the respondent's career development, motivation of employees to perform the work, effort invested by the respondent at work, and desire to change the leader. Furthermore, the study aimed to investigate the impact of financial benefits on employee satisfaction and motivation. In total, 821 respondents participated in the study. The SPSS software package was used to analyze the obtained data. In such countries as Georgia, there is a stereotypical attitude towards women. Sometimes, the mentioned factor is also reflected in the leader's behaviour. As a result, women have to overcome a variety of challenges, frequently face the glass ceiling phenomenon, and have to break stereotypes. In some cases, as a result of research, it is clear that not only women but also men show a negative attitude toward the leader's behaviour, which indicates the shortcomings of the current management style. Five hypotheses were formulated during the research process, and based on their analysis, we developed recommendations that we believe to be an effective way to solve multiple challenges.

This research explores the interplay between employee motivation and leadership qualities within the Ministry of Economy and Sustainable Development and the Ministry of Finance of Georgia. A survey involving 821 government employees was conducted to identify the factors influencing employee motivation and the potential barriers associated with dissatisfaction with supervisors. The study uses statistical methods to identify critical factors shaping motivation, including principal component analysis and Spearman correlation coefficients. Key determinants include satisfaction with supervisors, external motivators, and performance evaluations. Employee engagement emerges as a significant driver, particularly for men and younger employees. The study also reveals variations in motivation related to gender and age, with women and senior employees displaying higher motivation levels. Furthermore, the research identifies dominant leadership qualities that impact employees' desire for managerial change, a primary motivational barrier. This study offers practical insights for enhancing employee motivation and optimizing leadership strategies, particularly within the Georgian Ministry of Economy and Sustainable Development and the Ministry of Finance.