Abstract:

Human potential can be perceived as a dynamic strength of the university and represent the greatest asset for long-term prosperity and achievement of the university goals. It is important to know what employees need to achieve the required performance, and what keeps them motivated and satisfied in the long term. The aim of the article is analysis of factors motivated pedagogical staff, science and research staff at the University of Zilina, what they consider important for maintaining adequate performance, but also what are the risks of insufficient employee motivation at the university. The research was conducted at the time of the COVID-19 pandemic, so the results take into account the preferences and needs of employees in this time. The results show that employees are more concerned about their health and therefore prefer to work from home if possible. They would also welcome benefits aimed at health care or regeneration of the workforce. At the same time, however, personal contact with colleagues and students remains important for them, especially maintaining correct relationships in the workplace. The risk of insufficient motivation is mainly an increase in work frustration and a reduction in the work commitment of employees. The results of the analysis were used in the design of a motivation system taking into account the individual preferences of pedagogical staff, science and research staff at the university.

Keywords:

Teachers well-being, teachers motivation, preferences and needs of teachers, motivation program, cafeteria system of benefits.