Your driver is DiDi and minutes away from your pick-up point’: Understanding employee motivation in the gig economy of China (Published)
In recognition of importance and expansion of the gig economy, largely in developed and BRICs economies along with the growing literature surrounding it, this research contributes towards an empirical and conceptual understanding of how employee motivation and retention are managed by the mobile-app based multiple payment-enabled car-pooling Chinese giant DiDi. Both the exponential usage and evidently a diversified range of services offered by Didi has not only transformed the Chinese perception of using cabs over personal vehicle in the 1.4b populated country in the world, but also invites new research in learning the employee retention tools of a company with such a high regional scale of operations across nearly all provinces in China. While the company employs over a million employees at various contractual levels, the objective of this paper is to evaluate how levels of employee motivation, in a gig economy setting, largely affects the efforts and long hours of performance of DiDi drivers in major Chinese cities. The objective of this research is to qualitatively investigate the nature and effectiveness of Didi as a customer customiser using a thematic analysis and a conceptual framework; while also adding contextual knowledge on how a relatively new transport company with mass public use options retain employees in a major BRIC economy that is embedded with many faces of gig economy.
Sustainable Motivational Factors towards the Enhancement of Employees Productivity and Efficiency (Published)
Motivation is the psychological process that gives behavior purpose and direction to achieve organization’s desired goals and objectives. Motivation is one of the most significant ways to attract and retain employees in an organization as well as to make them to do most productive and efficient work. Motivational factors and strategies are very significant concept of management activities to retain and make them loyal employees. All over the world, the large multinational corporations to medium and even small firms recognize that there is no best alternative ways than motivational strategies to communicate with employees and motivate them to most desired and productive work in the most efficient ways. The more a firm knows about its employee’s base, their needs, the easier it is to develop a motivational strategy that will appeal to these characteristics and motivated them well. The purpose of the study is to fine out and determine the distinct motivational strategies and factors which will suit the best to motivate employees. In the present competitive world if any business organization has to survive, it needs to keep an eye on the distinct needs of employees as well as the factors that motivate them well. The study investigates, measures, and evaluates the motivational activities of any organization from the reflection light of employee’s perceptions. To do this Five-Point Likert Scale has been used to survey employees. The study actually reveals the state of employee driven motivational activities and strategies and the employee perception on this perspective and whether these activities are standard and employee perceptions are able to increase productivity and efficiency in every organization. The study also focused to the extent that whether these activities and the defined employee perception can create positive impact on organization and be able to create positive contribution on the building of brand image of the organization. The study found that different motivational activities and its dimensions bound employees to perceive value chain of their work differently and motivate them well. So every organization should analyze the motivational factors and strategies as well as employees expectations first and then it should make a diagram or plan so that the organization can meet its target goals and objectives in the long run through employee satisfaction.
Keywords: ERG Theory, Employee Satisfaction, Employee driven motivation strategies, Equity Theory, Goal Setting Theory., Motivation, Motivation Strategies, Motivation-Hygiene Theory, expectancy theory