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(2008, 4300 words)
The paper offers a management report on the motivation techniques that can help management in maintaining role performance and develop relationship between the managers and staff of the Wetherspoon pub. The study uses focus group interview as a primary research tool; secondary data are obtained from academic literature on the theory of motivation and HRM. Recommendations for further research are suggested.
(2006, 1000 words)
The paper examines the concept of motivation presenting a brief overview of motivation theories, namely, the Content theory, including the Maslow’s hierarchy of needs theory, Herzberg's two-factor theory, etc., and the process theory including Vroom’s expectancy theory, Locke’s goal-setting theory and Adam’s equity theory.
(2005, 15 500 words)
The dissertation investigates the drivers of employee motivation (EM) conducting case studies of EM in Burger King and Mc DonaldÌs. The review of literature provides information about the food manufacturing industry, motivation theories (i.e. MaslowÌs hierarchy of needs theory, HerzbergÌs motivator-hygiene theory, equity theory), the issues of employee retention, rewards, training and development, etc. The research uses the methods of primary data collection through sampling, interviews and a questionnaire incorporating the findings into secondary data analysis. Conclusions are made about the factors that affect staff motivation thus enhancing their performance and productivity.
(2006, 4500 words)
The paper examines the concept of motivation providing a critical review of literature on motivation theories, i.e. MaslowÌs Hierarchy of needs theory, HerzbergÌs Motivation- Hygiene theory, Reinforcement theory, Goal setting theory, Expectancy theory, etc. Organisational applications of motivation theories are illustrated with practices adopted in an Indian pharmaceutical company.
(2006, 4500 words)
The paper examines the concepts of motivation and stress discussing the reasons that motivate staff performance and reviewing the theories of Frederic Hertz berg, Abraham Maslow, John Garnet, etc. Motivation practices in various companies are described including Cadbury’s, John Lewis, Ford, etc. Causes and effects of stress in individuals are outlined; the role of group work is highlighted; legislation on employment protection is reviewed.
(2006, 2000 words)
The paper looks at several management concepts – motivation, leadership, and team building – and tries to identify if these are the keys to better corporate performance and superior financial results. The author scrutinises the three concepts to find out that these have various types and modifications, which should be taken into account by managers in order to achieve company goals.
(2006, 2000 words)
The paper describes the experience of a call centre agent relating the problems encountered at the working place and discussing them in the context of the motivation theory.
(2006, 2500 words)
The paper investigates the link between performance and payment critically reviewing literature on scientific management, motivation, reward, performance related pay (PRP) systems, etc. Conclusions are made about the difficulties of measuring reward and linking performance to pay.
(2006, 1500 words)
The paper examines the mechanisms of employee motivation providing a review of theories, i.e. Maslow’s Hierarchy of needs theory, Alderfer’s ERG (Existence, Relatedness, Growth) theory, McClelland’s achievement theory, and Hertzberg’s hygiene motivation theory including Goal Setting theory, Expectancy theory and Equity theory. The theories are discussed from the perspective of their usefulness to organisations.
(2006, 1500 words)
The paper reviews theories of motivation including McClelland’s theory of needs, Hertzberg's Two Factor theory, the ‘organismic’ theory of Maslow, etc. discussing various aspects of financial rewards.
(2006, 2200 words)
This report gives an insight into the two of the most popular motivational theories in the organizational behavior texts. The theories have been chosen from two different schools of thoughts i.e. content and process. The report is aimed at providing a discussion on comparing and contrasting aspects of both the theories under the light of their contribution in management practices. The analysis is based on an in-depth research based on books and academic journals. The chosen theories are Maslow’s Hierarchy of Needs Theory from content school and Vroom’s Expectancy Theory from process school of thought.
(2006, 3000 words)
The paper analyses the motivation of workforce is being managed at General Electric. Having reviewed the changes which were introduced by previous GE chief, the paper analyses the degree of fit of the introduced changes in the context of Anglo context. The assessment of the fit is made with the use of Herzberg two-factor theoretical framework.
(2006, 2400 words)
The paper reviews the way motivation effects employees willingness to perform. Referring to various theories on work-related motivational factors, the paper highlights the multi-dimensional and complex nature of motivation. With reference to Maslows needs hierarchy, Herzbergs two factor theory, Porter & Lawler extended expectance theory the paper explains the way motivation works and what can be done by managers to stir the motivational driver in the required direction.
(2005, 2000 words)
The paper reviews literature on the theories of motivation, management and leadership styles including Maslows hierarchy of needs theory, Herzbergs two factor theory, McClellands needs theory, Vroom valence expectancy model, Adams equity theory, Lockes goal setting theory, team theory, etc.
(2005, 6500 words)
The paper addresses the issues of volunteer work reporting on one of the learning centres of the Vital Regeneration (VR) charitable organization, QPNMC. The backgrounds of the organization and the centre are presented analysing their methods of finding customers, business environment, corporate strategy and policy, etc. Literature on volunteering and motivation is reviewed. A volunteer co-ordination programme for VR is worked out on the basis of primary research (questionnaires and interviews) and secondary data analysis.
(2005, 3200 words)
This essay attempts to give an explanation of why money is considered to be a common choice used by managers to motivate employees. In order to explain that, the expectancy and equity theory are examined. The essay answers on the following question: “Money can motivate some people under, some conditions, so the issue is not really whether or not money can motivate; the more relevant question is: Does money motivate most employees in the workforce today? Some researchers on this question proposed a No.”
(2005, 2000 words)
The paper examines the policy of continuous professional development (CPD) of employees for a consultancy firm reviewing its types, stages, variations for different workgroups, etc. A case study of Poks carpet business is conducted offering a business strategy of workforce motivation.
(2005, 1200 words)
This paper briefly discusses the theories of motivation and their support for leadership of effective teamwork. Suggests theories of Maslow, Herzberg, expectancy theory, equity theory, goal setting, and reinforcement. Looks at transactional and transformational leadership role.
(2005, 4000 words)
This dissertation proposal sets out a case to examine the different drivers that motivate sales staff within Vodafone UK, a high tempo sales environment. A robust methodology is provided, discussing aspects of research philosophy (epistemology; ontology), research methodology (ethnography; grounded theory), research methods (participant observation; focus groups; survey design; sampling) and ethical considerations. A literature review of the eight main content and process theories of motivation is set out and discussed. This proposal would be useful for anyone interested in motivation in the workplace, sales environments, the case organisation, Vodafone, and those who want to know how to write a coherent dissertation proposal with a strong methodology and literature review.
(2005, 2500 words)
This paper takes the suggestion that happy worker is productive worker as base stone and works runs a number of considerations around it. In particular, it goes into such details as motivation, participation and involvement, empowerment, description and definition of good day at work and overall discussion about the causes of workers happiness. The paper also takes into account the opinions of leading academics and provides own conclusions and recommendations.
(2005, 9300 words)
Many firms in the private, public and voluntary sector face levels of staff turnover, employee morale and motivation, staff commitment and job satisfaction that are lower than they would hope. This refers to what we call employee engagement. When employee engagement is low, or lower than a firm wants it to be, productivity and profitability are likely to be severely affected. However, there are a plethora of other potential reasons why firms may want to invest in employee engagement initiatives. After all, employee engagement is not just about the bottom line, or at least, this is what this dissertation aimed to investigate. This was achieved by conducting a focus group with a practitioner firm that sold employee engagement schemes, two other focus groups with firms who had implemented such schemes and a questionnaire sent to those firms to elicit further information. The results were analysed and discussed in light of the literature review. The literature review provides a comprehensive discussion of the key literature on employee engagement, which comprises detailed discussion of job satisfaction, employee commitment and motivation theory, as well as related aspects of work and physical conditions, job characteristics and roles, teamwork and co-workers, and the impact of leadership. This dissertation would be useful for anyone interested in employee engagement or its major facets – job satisfaction, employee commitment and motivation theory – for which there is a comprehensive literature review. It is also useful in highlighting how to perform and analyze primary research and then apply those findings to the literature that has been set out.
(2003, 1900 words)
This paper examines how content and process theories of motivation can be used by managers in organisations today. Identifying employee needs and expectations either as individuals or as a group is of paramount importance to managers, as organisational goals are only achieved if people are influenced to apply their efforts. The theories within this paper include Maslow, Herzberg, McClelland, Vroom, Adam and Locke. These theories are also illustrated with examples of practical applications.
(2004, 1000 words)
The "motivation" phenomenon is critical for maximizing the return of investment of Human Capital. The available evidence indicates that organizations, which adopt a strategic approach to "motivation management" significantly, improve their competitiveness. This paper discusses the sufficiency of financial rewarding as a major motivating factor. On the basis of various motivational theories the discussion outlines the number of factors that affect human motivation in organisations. The argument is based on such theories as theory X, theory Y, cathexis, needs hierarchy, maintenance theory and complex man.
(2004, 4000 words)
This essay analyses whether effective communication have a positive effect on employee motivation and performance and how communication is used as a motivational tool. Essay is illustrated by several examples of how communication is used to motivate employees. It is analysing current issues in communication management and is backed up with relevant theories
(2004, 10700 words)
The focus of this Dissertation is Cross-cultural analysis of motivational factors that shape employees level of motivation in Russian and UK banks. It critically evaluates vital subconstructs, that determine motivational level and then relates this to the Literature Review and Primary Data Analysis. The review of existing literature on motivation related issues identifies the absence of universal techniques and approaches in measuring motivation level within an organization, in particular within banking industry environment. Due to the complexity of "motivation" phenomenon and absence of empirically proven measurement tools, the phenomenological paradigm is chosen to explore the issue. The research develops and tests the measuring inventory. The difference between UK and Russian banks' employee's perceptions is explored with the application of qualitative and quantitative techniques. The developed measuring tool is tested on the purpose of fit. It proves adequate fit within UK context, but faces certain difficulties when applying to the Russian bank. However, it does not significantly affect the power of the research, as the factor analysis is used as reliability tool, rather than in terms of exploratory tool. The findings from both questionnaires are descriptively analyzed. The analysis of ranking scores showed the different priority of motivational constructs across the cultural boundaries. The decision to compare the different constructs according to their ranking priorities is taken as it fits in the "maintenance theory" framework. The findings are mapped in order to provide a clear visual picture of current motivational levels in both banks and identify the zones of improvement. The study has certain limitations due to its chosen research and methodological strategy, inherent features of human nature and particularities of the chosen cultural segments. The paper meets its aim through the set objectives. It devised the appropriate approach for measuring the motivation level in banking industry across the cultures. The specific model was developed and tested. The testing procedure and comparative analysis identified certain difficulties, which can be attested to the fact that Russia and UK can be attributed to different cultural clusters. Despite it, the study proved the possibility of cross-cultural comparative analysis even between culturally diverse countries as UK and Russia. The relevant solutions for improving the motivation in both banks were introduced, with specific focus on every one.
(2003, 2000 words)
(2002, 7000 words)
This paper looks at the meaning of motivation, approaches to understanding of motivation, content and process theories of motivation, Expectancy theory, Goal-Setting Theory and Reinforcement Theory. It is being argued that there is no best way to motivate the worker, the best approach depends on the circumstances in which the manager finds himself.
(2003, 1500 words)
This paper explores the Theoretical and methodological difference between content and process theories of motivation. It analyses Maslow's a hierarchy of human needs, Herzberg's two-factor theory, Theory X and theory Y and many other models.
(2003, 1200 words)
This essay looks at different motivation theories attempting to outline the best way of workforce motivation.
(2003, 4000 words)
The present paper reviews the case study of Dalesman Clothing UK. On the basis of the company's historical performance it identifies challenging issue that shall be addressed by the management team. These issues cover strategic thinking area. It reviews the environmental issues and defines the possible directions of the company's development. Besides, it identifies problems in retail and mail order business sides that might hinder the implementation of planned strategies. The strategic change program is proposed. The plan of activities and subsequent costing information is developed.
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