Motivation and Social Media are important tools in market economy

: Social networking sites (e. g., Facebook, LinkedIn, Google+) are one of six types of social media tools identified by Kaplan and Haenlein on the basis of the degree of self-presentation and self-disclosure required, the degree of intimacy and the immediacy of the medium, and finally the amount and the type of information that can be transmitted in a given time (described as media richness). The remaining five categories include collaborative projects (e. g., Wikipedia, Google Docs), blogs and micro-blogs (e. g., WordPress, Blogger, Twitter), content communities (e. g., YouTube), virtual game worlds (e. g., World of Warcraft), and virtual social worlds (e. g., Second Life).In the majority of the organisations interviewed, all of the staff did not have access to social media for business purposes. Several reasons were identified for this and included other work requirements preventing staff from actively participating in social media use. Other suggestions were reluctance of staff to use social media for fear of saying something inappropriate about the business and lack of familiarity with social media in some staff members. This paper aims to give a clear description of the terms and concepts of social media and motivation in organization and also aims to identify factors that affect the motivation of employees in public administration from the perspective of Expectancy Theory of Vroom. Motivation and Social media is a hypothetical construct that is used to explain behavior and it should not be equivalent to it. Abstract: Article explains the need for the introduction of the use of the development potential of the leasing market research. The results of this approach to marketing research and determine their impact on the development of the leasing services. In addition, the article to reflect the unique aspects of leasing services, to enable the Lessors promote innovative leasing issues.


Introduction
Most of the businesses in the survey made use of analytics tools to track whether social media resulted in conversions to customers. However, three of the businesses described the difficulty of effectively monitoring how social media interaction converts to value for the business.Motivation and social media, being at the same time very complex and contradictory, is probably one of the management of which much has been written because a working environment with a high motivation staff is alive, energetic, collaborative, and flexible where everyone finds pleasure to work there. A demotivated working environment is drab and listless, full of conflicts, characterized by abstention and low productivity and is uncomfortable [1].The study of motivation and its role in the dynamics of each activity is increased continuously in recent years and currently motivational issues today have regained the attention of various scholars, both in theoretical and in practical terms. These gained experiences have stimulated intensively the development of different motivational theories. This means that currently most of today's researchers and researches on motivation conclude that in this regard there are enough gaps and deficiencies, which must be repaired.

Social media and marketing
Marketers target influential people on social media who are recognised as being opinion leaders and opinion-formers to send messages to their target audiences and amplify the impact of their message. A social media post by an opinion leader can have a much greater impact (via the forwarding of the post or "liking" of the post) than a social media post by a regular user. Marketers have come to the understanding that "consumers are more prone to believe in other individuals" who they trust [2].Use of social media platforms and websites to promote a product or service is very important in market economy. Most of these social media platforms have their own built-in data analytics tools, which enable compa-nies to track the progress, success, and engagement of ad campaigns. Companies address a range stakeholders through social media marketing including current and potential customers, current and potential employees, journalists, bloggers, and the general public. On a strategic level, social media marketing includes the management of the implementation of a marketing campaign, governance.

Data collection
The paper was conducted in both institutions, such as the Institute of Health Care Insurance and the Treasury Department of Tirana, in Tirana city. Entrance to these institutions was mediated through the authorization and permission of the director of the relevant institution and then the procedures were eased in order to establish contact with the employees of these institutions. The method of data collection has been through face to face interviews in order to complete the questionnaires and in some cases the questionnaire was left to be filled by employees themselves. Firstly, to the employees were explained the purpose of the study and the fact that it is anonymous, as well as its rights to stop at every moment that he didn't want to continue and as well to ask for any confusion that may have. After this explanation, to employees were asked the approval for participating in this study. After the approval has been preceded with the completion of the questionnaire, which lasted about 15-20 minutes. In some cases the questionnaire was left to be filled in work environments and is taken in a second time after it was completed. At the same time in this case the necessary explanation is given to unclear questions. At the beginning of each questionnaire, employees were explained about the purpose of the relevant questionnaire, referring to his instructions, and the way in which to respond which varied according to the survey.

Analysis of the third section of the questionnaire (Measurement of motivation of employees in the organization)
The third section of the questionnaire has as its goals to measure the motivation of the employees in the organization. The third section is divided into three issues: 1. Connection: Efforts -Performance, 2. Connection: Performance -Reward and 3. Realization of expectations.

Expectancy (E): Effort → Performance (E→P)
Based on the analysis made to the data of this question resulted that 2 persons or 4% of respondents answered No, 3 persons or 5% of the respondents answered a little, 12 individuals or 20% of the respondents answered neutral, 13 individuals or 22% of the respondents answered good and 29 individuals or 49% of the respon-dents answered very good. From these data it appears that the majority of respondents 49% or 29 individuals stated that, if they work harder, they have the potential to reach a maximum performance at work. Graph 1: If you work hard, are you able to achieve maximum performance?

Conclusions
Popular social media such as Facebook, Twitter, LinkedIn, and other social networks can provide marketers with a hard number of how large their audience is nevertheless a large audience may not always translate into a large sales volumes [3].
Social networking websites are based on building virtual communities, that allow consumers to express their needs, wants and values, online. Social media marketing then connects these consumers and audiences to businesses that share the same needs, wants, and values. Through social networking sites, companies can keep in touch with individual followers.The purpose of this paper was based on contemporary literature in the field of motivation, to build a picture of the reality regarding the motivation of employees in public administration, according to the Expectancy Theory of Vroom, and to see which factors affect motivation of employees in the public sector.
At the end of this work we are able to realize that motivating employees is a very important element, which has a direct influence on the economic success of the companies, but not only that, it also improves the emotional and psychological state of employees making them more willing to work and to improve their performance. Also, we are able to identify some of the techniques of motivation, as well as factors that make it necessary the employee motivation. Motivation, being at the same time very complex and contradictory, is probably one of the management issues of which much has been written because a working environment with a high motivation staff is alive, energetic, collaborative, and flexible where everyone finds pleasure to work there. A demotivated working environment is drab and listless, full of conflicts, characterized by abstention and low productivity and is uncomfortable [4]. The study of motivation and its role in the dynamics of each activity is increased continuously in recent years and currently motivational issues today have regained the attention of various scholars, both in theoretical and in practical terms.