| Papers [1-14] of 100 :: [Page 1 of 8] | | Go to page : 1 2 3 4 5 6 7 8 —> | Search results on "HERZBERG FACTOR THEORY": |
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Herzberg's Two Factor Theory, 2005.
Applies this theory by behavioral psychologist, Frederick Herzberg, to a workplace situation.
1,454 words (approx. 5.8 pages), 8 sources, APA, £ 34.95
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Abstract
In an increasingly hyper-competitive, globalized world, the topic of motivating employees has become evermore important. Maximized employee productivity is crucial to an organization?s competitiveness in the marketplace and, in the end, has a powerful influence on the organization?s bottom line. Effective and efficient employees who are motivated are a boon to a business. Those who are not can be the primary cause of their demise. Behavioral theorist, Frederick Herzberg, developed his Two Factor Theory, which outlines human motivators in the workplace. This paper discusses the theory?s application to a telesales work force and the positive changes they can make to increase productivity and sales revenue.
From the Paper
"In addition, working conditions must be addressed for telesales employees. This can involve improving technology to include auto dialers and headsets to make their tasks much easier. In addition, the sterile surrounding of a cubicle can be improved upon either by allowing the employee to decorate it, or by positioning them so that window views are possible. And even the selection of telesales employees? chairs is crucial in eliminating a common area of dissatisfaction. However, these changes are merely quick fixes, and simply by removing dissatisfaction factors, does not equate to satisfaction - for this reason, to increase productivity, the telesales organization must move forward to intrinsic changes as well (Buhler, 2003)."
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Herzberg's Theory, 2004.
An analysis of how Herzberg's two-factor hygiene and motivation theory can help solve companies? problems with dissatisfied and unmotivated employees.
1,574 words (approx. 6.3 pages), 11 sources, MLA, £ 36.95
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Abstract
This paper provides an overview of Herzberg?s two-factor hygiene and motivation theory. The paper presents an assessment of how companies can apply these techniques to their own management initiatives, followed by a summary of the key points covered. A summary of the research is provided in the conclusion, together with relevant recommendations based on Herzberg?s approach.
From the Paper
"Today, the attempt to design jobs so as to increase worker motivation has been called job enrichment or enlargement (Katzell & Yankelovich, 1975), or employee empowerment and other like terms (pers. obs). Further, employee motivation continues to be of concern to every manager; because management is all about getting things done through others, knowing how to motivate others can improve the effectiveness of managers (Buhler, 2003). One of the early pioneers in the effort to improve job design and employee productivity was Frederick Herzberg and his colleagues who conducted extensive interviews with two hundred engineers and accountants using the critical-incident method for data collection in 1959."
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Herzberg's Theory of Motivation, 2002.
An overview of the life of Herzberg and his hygiene-motivation theory.
1,150 words (approx. 4.6 pages), 3 sources, £ 31.95
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Abstract
This paper is a discussion of Herzberg's theory. The paper includes a brief biography explaining how he was led to his theory, a summary of the hygiene-motivation theory, discussion of its relevance today, and a summary of others' views about his theory.
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Motivation-Hygiene Theory, 2002.
Analyzes of Herzberg's Motivation-Hygiene Theory and applies the theory to the workplace.
1,400 words (approx. 5.6 pages), 3 sources, £ 37.95
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Abstract
This paper will discuss how the theory of Herzberg can be applied to a situational worker and how his theories can be used in this way. The Motivational Theories or Motivation-Hygiene Theory of Herzberg will be implemented to show the ways that an employee can be better influenced to motivate on the job. An analysis of this perspective will show how the two correlate and make a systematic format to help keep an employee up to the standards that an excellent company should apply in this workplace dimension.
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Motivation Theory, 2004.
An assessment of Frederick Herzberg's motivation theory.
920 words (approx. 3.7 pages), 2 sources, APA, £ 22.95
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Abstract
This paper studies Frederick Herzberg's motivation theory by applying it to the corporation NVR, Inc. The paper begins by briefly discussing Herzberg's theory as a framework for analyzing components of the workplace. Then the paper uses the theory to analyze NVR, Inc.'s, focusing on the company's application of motivational processes to increase workplace productivity.
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Motivation Theories, 2004.
This paper discusses motivation theories, especially the theories of Maslow and Herzberg.
1,895 words (approx. 7.6 pages), 11 sources, APA, £ 42.95
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Abstract
This paper explains that motivation needs are very difficult to state because human motivations encompass a wide variety of topics and arenas; nonetheless, Maslow and Herzberg's theories are beneficial in identifying road maps that the electronic industry can use to motivate, challenge, and offer job satisfaction and enrichment. The author points out that every individual is molded and shaped by the experiences that life has presented to that individual, and these experiences can impact the manner and attitude by which they perceive Maslow's hierarchical needs. The paper recommends that a company identify the needs of its workers as they exist in the facility and apply the appropriate mix of ideas from different motivational theories to ensure that the worker is offered the best choices and options for improvement.
Table of Contents
Introduction
Discussion
Abraham Maslow's Motivational Theory
Frederick Herzberg's Motivation-Hygiene Theory
Conclusion
Recommendations
From the Paper
"Motivation from the perspective of the employee/employer dynamic and not just the individual's relation to the environment is also important. Many of these motivational factors change over the period of employment. It is easy to observe and comprehend that the Workforce Commitment Index (WCI) will change. The WCI identifies five different workforce needs: Safety/security (safe environment for the worker to work in physically and psychologically), Rewards (Compensation and benefits-an extrinsic factor), Affiliation (a sense of belonging to the organization), Growth (the growth of both the individual and the organization) and Work/life harmony (balancing of personal life and work responsibility.) It is true that as workers move up the hierarchical ladder of the organization the needs they expect also tend to change and move for the next level. Balancing the need for providing these services with the organization's needs can be difficult."
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Fredrick Herzberg, 2002.
An explanation of Fredrick Herzberg's "Motivation to Work" which explores the concepts of motivation in the workplace and positive and negative work environments.
946 words (approx. 3.8 pages), 11 sources, MLA, £ 23.95
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Abstract
A practical essay about the two-factor theory of motivation hygiene with implications for management and their role. The paper also includes a general comparison between this theory and Maslow's hierarchy of needs. Finally, it analyses the strengths and weaknesses of Hertzberg's theory. The paper explains that the motivation hygiene theory implies that management must design the job for employees so that there are avenues for job enrichment. Some examples of ways to provide job enrichment include increasing accountability while removing controls, making periodic reports available to workers as well as supervisors (open book), management granting job freedom, introducing new and challenging tasks, and assigning specific or specialized tasks.
From the Paper
"Psychologist, Fredrick Herzberg, introduced the motivation-hygiene theory (also know as the ?two-factor theory?). Herzberg rejected Abraham Maslow?s ?hierarchy of needs? and decided to carefully study and research key factors affecting a worker's performance. Following this research, Herzberg developed the motivation-hygiene theory, which which was published in "The Motivation to Work". Under this theory, Herzberg forwarded the idea that there are satisfiers (motivation-factors) and dissatisfiers (hygiene-factors) (Vroom, 1975: 87). Satisfiers include recognition and achievement, the presence of these factors, under Herzberg?s theory, has a positive effect on motivation and satisfaction where as the absence of these factors have no negative effect on motivation or satisfaction."
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Employee Motivation, 2006.
A discussion of F. Herzberg's theory of employee motivation and how it relates to good management.
2,935 words (approx. 11.7 pages), 7 sources, APA, £ 61.95
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Abstract
This paper presents an overview of F. Herzberg's theory of employee motivation, detailing Herzberg's factors-attitude-effects complex approach to studying the topic, his two-factor theory and his differentiation between motivation and movement. The paper further explains how Herzberg's theories of employee motivation are relevant to all types of business management and, in particular, the hotel industry where motivation of employees is especially important.
From the Paper
"Herzberg conducted his test by asking unrestricted questions explicitly concerning an employee's experiences at specific times when he or she felt more positive or negative about their work than ordinarily. Instead of the method of grading previously conceived and prepared motives that are restricted by researcher. The dialogue was partially controlled with some questions formed the starting point of the analysis and the interviewer was at liberty to follow other methods of questioning. Herzberg's rationale of this dialogue on attitude was to evaluate the necessity of attitude as a beginning point of his two factor theory and to demonstrate his method of examination and study of motivation and hygiene factors. Two different lists of reasons showed connections to tasks, while the other was mainly active when emotions of unhappiness or bad attitudes were apparent. Herzberg discovered these emotions were associated to the milieu of that particular job and were not associated directly to the job itself."
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Breast Cancer Risk Factors, 2007.
A discussion on breast cancer risk factors in Japanese-Americans.
7,696 words (approx. 30.8 pages), 21 sources, MLA, £ 118.95
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Abstract
The paper discusses how, when Japanese women move to the United States and adopt an American life-style, their risk of getting breast cancer almost doubles. The paper examines the importance of this fact in the search for better ways to prevent and cure the disease. The paper further examines how these factors suggest that the breast cancer rates among these groups may be due to behavioral factors that can be altered to lower breast cancer rates for all women, regardless of genetic make-up or exogenous factors.
Outline:
Introduction
The Study Population
Literature Review:
The Risk Factors
Clues from Other Ethnic Groups
Assessing the Risk in Japanese Americans
Meta-analysis of the Studies
Conclusion
Works Cited
From the Paper
"One of the major problems found among this population is that they tend ignore activities leading to early diagnosis and treatment. Therefore, their cancer is in an advanced stage long before it is diagnosed. For instance, 48% of Filipino women fail to receive pap smears at the recommended time. Nearly 25% of Filipino women and 38% of Korean women do not get colorectal cancer screening at the recommended time (Maxwell, Bastani, and Warda, 2000). No information was found for the Japanese population. Approximately 79% of Asian-born Asian American women who develop breast cancer have greater proportion of tumors larger than 1 cm at the time of diagnosis (Hedeen, White, and Taylor, 1999). This indicates an absence of breast self-examinations among this population and mammography for early detection. This was confirmed by a study conducted by (Tang, Solomon, Yeh, and Worden, 1999)."
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Factor Analysis, 2005.
This paper discusses factor analysis, a statistical tool to determine patterns in data.
1,115 words (approx. 4.5 pages), 6 sources, APA, £ 27.95
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Abstract
This paper explains that factor analysis analyzes the patterns of relationship among several variables, with the aim of finding something about the character of the independent variables, which influence them, even though those independent variables, called factors, were not assessed directly. The paper explains that the results gotten by factor analysis are essentially more theoretical and provisional than is true when independent variables are spotted directly. The author stresses that, in order for the factor to be analyzed, the data must be bi-linear; this implies that the row entities and the column entities must be independent of each other.
From the Paper
"Factor analysis can handle over hundred variables at a time; recompense for random and meaningless mistakes, and unravel difficult interrelationships into their major and distinct reliabilities. But, factor analysis has disadvantages. It is mathematically problematic and requires varied and various relevant factors. Its technical terms include strange words like 'eigenvalues, rotate, simple structure, orthogonal, loadings, and communality'. Its product usually takes up a dozen or so pages in a given report, giving little space for a procedural foreword or clarification of terms."
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Environmental Factors in Marketing, 2007.
This paper discusses environmental factors that affect marketing decisions, focusing on the J.R. Simplot Company.
981 words (approx. 3.9 pages), 4 sources, MLA, £ 24.95
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Abstract
This paper provides an overview of the J.R. Simplot Company. The writer explains that Simplot conducts business on a global and domestic scale and engages in strategic marketing initiatives for both markets. The writer notes that environmental factors affect global and domestic marketing decisions. The high-level domestic and global environmental factors that affect marketing decisions are detailed, along with how technology affects marketing decisions. The paper also provides an analysis of the importance of social responsibility and ethics in relation to Simplot's organizational marketing.
Outline:
Abstract
Organizational Overview
Environmental Factors
Technological Impact
Social Responsibility and Ethics
Conclusion
From the Paper
"The J.R. Simplot Company is a privately held organization based in Boise, Idaho. Simplot services food and agribusiness customers domestically and globally. Simplot employs more than 10,000 people and is one of the largest beef-cattle producers in the U.S. as well as a top agricultural fertilizer producer. Recognized globally as a leader in frozen potato production, the scope of this paper focuses on Simplot's global and domestic potato production business. Simplot distributes frozen potatoes to foodservice distributors across the U.S. to Australia, Canada, Mexico, Europe, Korea, Guatemala and China."
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The Five-Factor Model of Personality, 2002.
This paper looks at the different components that make up the five-factor model that is used by many psychologists in the determination of a person's self-esteem.
1,610 words (approx. 6.4 pages), 2 sources, APA, £ 36.95
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Abstract
This paper is an extensive analysis of the five-factor model of personality theory. Using different sources, it relates these five factors to an individual's sense of self-esteem. The model's main goal is to identify which personality constructs shape self-esteem on both the individual and the global levels. The author suggests that extraversion, conscientiousness, emotional stability, agreeableness, and openness to experience are associated with high (as opposed to low) self-esteem. The paper then offers a ten-item personality test that can be used as a means with which to measure self-esteem in terms of the five factor model.
From the Paper
"Self-esteem is widely viewed by personality theorists as a multidimensional construct of an individual?s universal emotional orientation toward the self (Farmer, Jarvis, Berent, & Corbett, 2001; Robbins, Tracy, Trzesniewski, Potter, & Gosling, 2001). Self-esteem can be predicted in research settings by evaluating how much importance an individual places on self-evaluations (Farmer, et al., 2001). Based on such predictions of an individual?s self-esteem, researchers can then use the five-factor model of personality (FFM) as a framework for organizing the central paradigms involved in global self-esteem (Robbins, et al., 2001). The FFM has been very useful in determining which of the five personality correlates--extraversion, conscientiousness, emotional stability, agreeableness, and openness to experience--are associated with high versus low self-esteem."
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Women and Bulimia: A Review of Psychological Factors, 2003.
Explores research concerning the psychological factors that are associated with causing bulimia in women.
1,858 words (approx. 7.4 pages), 15 sources, APA, £ 41.95
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Abstract
This paper reviews recent studies that attempt to identify the psychological factors?body dissatisfaction, self-esteem, perfectionism and abuse?associated with bulimia nervosa and women. While perfectionism and abuse have been hypothesized as risk factors in the multifactorial model of bulimia, body dissatisfaction and low self-esteem seem to contribute more to bulimic behavior. However, the processes that might account for such a link are not yet well understood. The review of literature aids in developing a framework for further research and treatment.
From the Paper
"In the past 20 years, the prevalence of eating disorders has increased dramatically, where approximately 90 percent of patients suffering from an eating disorder are female aged 15 to 29. The two main types of eating disorders are anorexia nervosa and bulimia nervosa (more commonly known as anorexia and bulimia). Their prevalence estimates tend to range from about 3 to 10 percent of women with bulimic patients outnumbering anorexic patients by at least 2 to 1. Both can lead to a wide range of physical health complications, including serious heart conditions and kidney failure, which may lead to death. In the United States, they appear to be about as common in Hispanic women as in Caucasians, more common among Native Americans, and less common among blacks and Asians."
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Retention Factors of Female Police Officers, 2008.
An analysis of the factors affecting the retention of female police in the United States.
2,351 words (approx. 9.4 pages), 15 sources, APA, £ 51.95
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Abstract
This paper analyzes the unique factors that affect the retention of female officers and the implications for law enforcement. These factors include the effects of gender and race, education, family, and career opportunities. The paper concludes that female officers are unique in the fact that they deal with workplace problems and stressors like men do, but have other issues that are exclusive to their status as women and minorities. The paper also concludes that there is a need for agencies to incorporate and embrace females in policing.
Table of Contents:
Introduction
Gender and Race
Education
Family
Career Opportunities
Implications for Law Enforcement
Conclusion
From the Paper
"Several recommendations can be suggested to law enforcement agencies that desire to retain more female officers. Agencies need to study their organizations to get an idea of the climate and the attitudes of their officers. Organizations should utilize anonymous surveys so that officers do not fear retaliation for their views. Recruitment videos and brochures should portray females being utilized for police work to help attract more women. Also, agencies should educate their employees by providing sexual harassment and discrimination training for all members. By implementing some small changes organizations can save money, time and create a more diverse work force that is representative of their community."
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