|
(2007, 1700 words)
The paper attempts to validate the argument that a happy worker is a productive worker providing evidence to justify the statement. First a link is developed between non monetary incentives & employee happiness/motivation and improved productivity and, secondly, a link between high performance and monetarily satisfied worker
(2006, 1000 words)
The paper reviews the theories of motivation focusing on the goal theory and expectation theory, and discussing their applications in management. The main goals of managers are identified highlighting the significance of self-motivation, psychological success, competency and employee motivation.
(2006, 4500 words)
The paper examines the concept of motivation providing a critical review of literature on motivation theories, i.e. Maslow’s Hierarchy of needs theory, Herzberg’s 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, 8500 words)
The paper examines the concept of motivation reviewing academic opinions on the dimensions and barriers of work motivation, managerial approaches to motivation including quality management, employee involvement programmes, job designs, award systems, etc. Case studies of motivation applications in Turkish companies are conducted comparing their approaches to motivation and discussing the effects of the modern management programmes they use.
(2005, 2000 words)
The paper examines the concept of motivation as a driving force in business. Literature on the theory of motivation is reviewed including Herzberg's two-factor theory and Vroom's expectancy model; the application of motivation theories in organisations is discussed.
(2003, 900 words)
Motivation is a process of arousing and sustaining goal-directed behavior induced by the expectation of satisfying individual needs. An employee's performance typically is influenced by motivation, ability, and the work environment. Knowing how and why to motivate employees is an important managerial skill. Clayton Alderfer derived the ERG theory, which is an extension of Maslow's hierarchy of needs. Alderfer classified the needs into three categories: existence, relatedness, and growth. Existence needs are the physiological and safety need categories. Relatedness needs involve interpersonal relationships. Growth needs are those related to the attainment of one's potential. Measuring employees performance and evaluating the contribution of each individual is essential to achieve the goals of a company. To increase organizational productivity and employee performance, managers have to employ certain motivational techniques within their operational processes. This article gives an insight into the operational processes used by Hitachi Automotive Products to derive the maximum output from its employees, motivating them to work harder for companys growth. In return Hitachi provided compensational packages to the best employee in order to motivate and arouse. Hitachi enjoys the benefits of retaining employees for a long period by ensuring the fulfillment of their essential needs. Thus they used the ERG theory to their maximum advantage. Managers should focus on meeting employees' existence, relatedness, and growth needs in order to provide them with job satisfaction. It is essential that before a manager can motivate others, he himself must be motivated. Managers must recognize that an employee has multiple needs to satisfy simultaneously.
(2004, 3500 words)
This essay is a synthesis of basic motivation theories (Behavioural, Humanistic, Cognitive and Social Learning Approaches to Motivation) and principles of motivation that have emerged from research into the affect of motivational practices on school learning. It addresses more traditional aspects, such as intrinsic-extrinsic, achievement motivation and goal orientation, as well as the teacher's practices that promote motivational beliefs, motivation strategies, willpower, self-efficacy, self-regulated learners, cooperative learning or attention.
(2004, 3000 words)
This is an HRM essay on motivational theories. This does not describe an endless amount of theories, however, it picks a few including Maslow's hierarchy, Herzberg's 2 factor model, Vroom's expectancy theory. The essay looks more in depth at these and critically analyses them. It also looks at the motivational methods used in todays organisations.
(2004, 2500 words)
This essay considers an understanding of motivation is important to managers in carrying out their professional role. What motivates people to work is a key issue for any organisation to address. Since organisational behaviour was born, motivation becomes one of the most contentious and important within the framework of organisational behaviour, çhow do we motivate our worker? Whether we are a manager or someone being managed, motivation is a prime concern and considerable social and economic significance. What we are trying to do is illustrate the opinions from both sides of the debate in order to find out what are the implications of the statement of ´individual workers are different, particularly in relation to their behaviour, socio-economic status, and expectations; for managers attempt to motivate workers.
(2004, 2500 words)
Since the organisational behaviour came into peoples sense in early 1980s, the debate whether its a distinctive discipline or just a fashion name of the human behaviour in organisational contexts has never stopped. Moreover, one of the most contentious, important and frequently debated issues in organisational behaviour and workplace is motivation, çhow do we motivate our worker? Whether we are a manager or someone being managed, motivation is a prime concern and considerable social and economic significance. Therefore, we are trying to do is illustrating the opinions from both sides of the debate in order to find out to what are the implications of the statement of çindividual workers are different, particularly in relation to their behaviour, socio-economic status, and expectations for managers attempt to motivate workers.
(2003, 2000 words)
The objective of this essay is to draw some conclusions regarding the practical value of motivation theories to managers. In order to evaluate the importance of these theories, writer examines formal theories of motivation such as physiological theories, cognitive theories and behaviourist/social theories.
(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.
(2002, 1600 words)
(2003, 1500 words)
In summery, Maslow's five level hierarchy suggests that higher-order needs become the driving force behind human behaviour as lower-level needs are satisfied. In effect, it is saying that it is dissatisfaction that motivates behaviour. Whereas Freud believes that satisfaction and gratification are the driving force behind motivation.
(2003, 1200 words)
This paper outlines the importance and effects of motivation by identifying key factors that determine the rate of motivation in employees. These factors are linked directly to their individual needs, behaviours and attitudes, as you will find out from the following content. The paper outlines different motivation theories (FW Taylor, Elton Mayo, Abraha Maslow, Herzberg), Effective Management of people, Financial reward systems and Corporate cultures.
Page 2>
|
