Impact of civil servant salaries on the performance of local public administration in Kosovo

Mr.Sc. Naim Ismajli, Dr.Sc. Ermira Qosja

Abstract


Motivation is defined as the willingness to exert high level of effort to reach organizational goals, conditioned by the ability of these efforts to satisfy some individual needs (Robbis / De Cenze p, 407). As motivating factors are: wage increase in career, workplace safety, work contracts, working conditions, organizational culture, leadership in working organizations, the level of responsibility at work and rewards. All these factors have different scale in motivating employee performance. Based on the theory of many authors in the field of Human Resources, presented in scientific literature, scientific journal articles, reports of international institutions (UNDP, World Bank, Human rights etc.)that explore human resources comes the conclusion that the salary is one of the most important motivating factors for employee performance level.

Main  problem treated in this research is the salary; salary level, its structure, the methodology of determining the current legal framework does not provide a realistic reflection based on needs and performance-oriented employees, so as it is does not  motivates either increase public service quality.This work reflects over presented theoretical part from literature, scientific articles, as well from own experience and the main conclusion is that wage is motivating factors in the performance of civil servants in the public administration in local level.

Research questions are; which is unsatisfactory levelwithin worker's salary?, What is the salary structure?, What is actual legal framework?, Is it wage rate based on performance or work time?

For this research will be used combined methodology; first collection of the primary, secondary data, and interviews, with the objective to draw scientific conclusions of this research.

The purpose of this research is to come out with recommendations for institutions to develop policies, local government, human resource managers, executives managers at all levels, but also for its employees to develop policies, to build structures and apply procedures who will enable management technology to increase the salary management system as a key influential factors for high performance level within public sector in Kosovo. 


References


Strategic human Resource Management Second edition 2; Jeffrey A.Mello, Towson University

Hyrje në menaxhimin e burimeve njerëzore; Paul Banfield.Rebecca Kay (përkthim ;Jonida Bregu

Human Resource Management Ethics and Employment edited by; Ashly Pinnington,Rob Mocklin and Tom Campbell.

A Handbook of Human Resource Managemente Practice; Michael Armstrong

Menaxhimi i Burimeve Njerëzore; Dr Galantina Canco (Doracak),(f. 182-222)

Human Resource Management; Derek Torrington, Laura Hall, Stephen Taylor

Menaxhimi i Resurseve Humane ; Dr Enver Kutllovci (f.71-76)

Arthur J. B. (1994), Effects of human resource systems on manufacturing performance and turnover, Academy of Management Journal, VOL. 37, Nr. 3.

Laursen K., Foss N. J., New human resource management practices complementarities and the impact on innovation performance, Cambridge Journal


Full Text: PDF

DOI: 10.21113/iir.v2i2.158

Article Metrics

Metrics Loading ...

Metrics powered by PLOS ALM

Refbacks

  • There are currently no refbacks.




Copyright (c) 2016 Mr.Sc. Naim Ismajli, Dr.Sc. Ermira Qosja

Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 International License.
x
Message