| Papers [1-14] of 100 :: [Page 1 of 8] | | Go to page : 1 2 3 4 5 6 7 8 —> | Search results on "MOTIVATION HYGIENE 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, £ 36.95
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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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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, £ 30.95
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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 Theories, 2004.
This paper discusses motivation theories, especially the theories of Maslow and Herzberg.
1,895 words (approx. 7.6 pages), 11 sources, APA, £ 41.95
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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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Motivation, 2007.
A look at the theories behind what makes employees perform.
5,870 words (approx. 23.5 pages), 15 sources, MLA, £ 97.95
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Abstract
This paper discusses how the most challenging continual responsibility for any manager is the motivating of employees. It looks at how the challenges of doing this well have been exacerbated by the expectations of what many employees expect in terms of both extrinsic and intrinsic rewards from work, including the opportunity to align their personal passions with those of their professions. The intent of this paper is to review the dominant theories and models of motivation, and explain how each can be used for creating motivational strategies that make sense for the specific needs of employees. Included is an assessment of change management strategies organizations use to better handle the transitions from one strategy to another, and as is often the case, from one organizational structure to another.
Outline:
Abstract
Review of Motivational Theories
Maslow's Need Hierarchy
McClelland's Learned Needs Theory
Vroom's Theory
Adams's Theory
Skinner's Theory
Herzberg's Motivation-Hygiene Theory
Analyzing Herzberg's Motivation Hygiene Theory
Hertzberg's Model of Two Needs
Creating Strategies Based on Hygiene Factors in an Organization
Creating Motivation Strategies in Organizations
Making Job Enrichment Work
Keeping Motivation Focused While Managing Change
Overview of the DICE Model
Managing Motivation Where the Only Constant is Change
From the Paper
"Herzberg (1968) distinguishes between movement and motivation. When a task is completed so the person can obtain their compensation, the person has only moved. As long as there is remuneration, the person will move, but if the remuneration dries up, the movement will also stop. Herzberg makes the assumption that motivation includes commitment and enjoyment of the work or task at hand. Motivation is therefore an internal process that gets activated by a need or a motive. Herzberg's delineation of these two types of motivation elements is quite different than other theories that focus first on the environment and surrounding factors in addition to the inherent nature of the work. The analysis and explanation of external factors and the broader environment also play a role in Maslow's Hierarchy of Needs. "
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Motivation, 2007.
An examination of motivation theory and how Citigroup has used these theories to their advantage.
2,762 words (approx. 11.0 pages), 8 sources, MLA, £ 57.95
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Abstract
The paper discusses a variety of prominent motivational theories. The paper explores need theories, expectancy theory, and job detail theory, giving insight into what really motivates employees. Using these theories, the paper explores the motivational strategies used by Citigroup to garner a competitive advantage and secure their leadership position in the industry. The paper concludes that, through the use of motivational strategies, Citigroup is likely to continue on the path of success.
Outline:
Introduction
The Importance of Employee Retention
Motivation Theories Overview
Need Theories Overview
Maslow's Hierarchy of Needs
McClelland's Need Theory
Equity Theory
Vroom's Original Theory
Herzberg's Hygiene Theory
Citigroup's Use of Motivation as a Competitive Advantage and a Factor to their Success
Conclusion
References
From the Paper
"Knowledge management centers on employees acquiring and using knowledge to the benefit of the organization. When an organization can successfully utilize knowledge, they find they have a significant competitive advantage. For this reason, the loss of critical employees, and the loss of this knowledge base and the accompanying skills, can have a detrimental effect on the organization and reduce competitiveness (Ramlall, 2004, p. 52)."
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Administration Theory, 1993.
Discusses a variety of recent developments in the field of administration theory, including Japanese team management, hygiene theory, systems thinking, management by objective and the family business.
2,250 words (approx. 9.0 pages), 7 sources, £ 54.95
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From the Paper
"INTRODUCTION
Administration Theory is based on an analysis of how organizations are administered and on prescriptions as to how they should be administered. These theories address issues related to: motivation, or how to get people to do what is needed; questions of power, or how different levels of organization relate to one another; and the means that can be used to set goals and to get people to work toward those goals in a spirit of cooperation. Such theory is applied to all forms of organization. One type of organization with its own peculiar structure, problems, and means of problem-solving is the family business, which differs from other businesses in terms of ownership and the makeup of the leadership of the company. An examination of aspects of administration theory ..."
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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, £ 35.95
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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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Motivation, 2007.
This paper explores the needs that must be fulfilled that will ensure employee motivation.
1,059 words (approx. 4.2 pages), 5 sources, MLA, £ 25.95
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Abstract
The paper discusses how the day-to-day efficiency of an organization ultimately lies in the hands of the individual worker, thus the importance of employee motivation. The paper discusses Abraham Maslow's hierarchy of needs theory, the acquired-needs theory, the motivation-hygiene theory and the process theory. The paper examines these theories and shows how an organization's management must answer certain needs of its employees to ensure adequate motivation.
From the Paper
"The tendency of an individual which accounts for the energy and persistence exerted at work is directly affected by the leadership meeting the needs of its employees. While management is not responsible for creating motivation within the individual, effective leadership is one of the primary methods of setting the stage for motivation. Every individual within an organization possesses various needs which must be achieved in order to become motivated. Management's function is to produce opportunities for the employees so that they may obtain these needs. There are two main streams of thinking, each with multiple differing theories, that explain the necessity and function of individual needs."
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Understanding and Implementing Motivation Successfully, 2006.
This paper provides ideas and analysis of how to be better managers to employees in order to motivate them to do a better job.
5,003 words (approx. 20.0 pages), 9 sources, MLA, £ 87.95
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Abstract
In this paper the author recommends ways of how to motivate employees and managers to do a better job. He clearly states that motivation is something that comes from within but that through training, managers can learn to be effective motivators by adjusting their managerial style to the needs of their employees. The author analyzes various areas of management, and looks at how to teach managers to use specific approaches that will motivate individuals, instead of making the mistake of targeting an entire workforce in the same manner. The paper offers different methods of motivation that can be used. The author concludes that many of the motivation problems in companies are not caused by the deficiencies of individual employees, but by expecting people to excel in tasks requiring qualities they just don't have.
Table of Contents
The Bell Shaped Performance Curve
How Has the Bell-Shape Curve Formed?
Benefits Gained By Understanding Employee Motives
Winner's Motives- Accomplishment Motive and Power Motive
Survivors' Motives
Security Motives
The Dependency Motive
The Conformity Model
Comfort Motive
Fairness Motive
The Friendship Motive
Motivating Employees toward Change
Motivating an Employee with a Performance Problem
Motivation & Goal Setting
The Importance of Having a Dream
Setting the Goals
Setting Objectives
Policies Leading to Effective Motivational Systems
Summary
From the Paper
"People with a strong dose of the friendship motive spend a lot of time doing favours for people and trying to be popular. Their underlying motive is to make their private world as safe as possible by eliminating the possibility of adversaries. People with this motive don't mind being manipulated, and dislike disappointing people. For this reason, they do not excel in leadership roles-to keep employees happy they will make all kinds of exceptions to rules and give extra favours. This will result in a loss of discipline and productivity in the workforce. Motivating this group requires little effort since they are so eager to please. In managing this group, managers must be careful not to show undue favouritism towards them since they are so pleasing. It must be ensured that other subordinates do not conclude that they are an easy mark for a flatterer. The best way to keep this group motivated (and unagitated) is to speak to them in terms of continuing employment, i.e. if they continue doing a good job for you, you'll continue doing your best for them."
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Motivation in the Workplace, 2005.
A discussion regarding motivation in the workplace and various motivation techniques.
1,125 words (approx. 4.5 pages), 5 sources, £ 30.95
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Abstract
This paper discusses the critical role that motivation plays in the workplace and the fragility of the various means of motivation. This paper goes on to discuss some basic recommendations to promote increased motivation in the workplace, and the advantages and disadvantages there of.
From the Paper
"Motivation in the workplace is one of the greatest challenges for managers. High levels of motivations are directly connected to high levels of productivity. Increasing productivity is always a major goal of managers in any organization. A lack of motivation in the workplace is a major issue for managers and is associated with employees who see no value in the work that they do or see no reason to achieve the goals set out for them ("Incentives" 1). Therefore, understanding the role that motivation, both internal and external, can play in the workplace is crucial to creating a working environment in which all can succeed and thrive. Unfortunately, increasing motivation can be a tricky endeavor, one that has its pros and cons."
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Motivation, 2002.
A discussion of motivation and the theories of motivation.
580 words (approx. 2.3 pages), 2 sources, MLA, £ 14.95
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Abstract
This paper is a brief discussion of motivational theory. Various theories of motivation are outlined, including the most widely recognized modern motivational theory of opportunity-cost. The importance of motivation is also discussed.
From the Paper
"Motivation is the study of what makes us do things. Every day we are faced with many decisions. What choice we make is the study of motivation. There are several theories of motivation, the theory of opportunity-cost is the most widely recognized. This paper will discuss the major forces that drive us and influence our decisions.
The advent of the industrialized age forced many companies to study what motivates their workers in an attempt to boost production. It was believed that money was the key motivational factor in driving employee performance. It was later found that other factors besides money effect their attitudes and work ethics (Lindner, 1998). This led to further studies in an attempt to understand the factors that motivate employees. These included Maslow?s need-hierarchy theory, Herzberg?s two-factor theory, Vroom?s expectancy theory, Adam?s equity theory, and Skinner?s reinforcement theory (Lindner, 1998). All of these theories centered on one factor. Modern motivational theory believes that all of these theories are summarized in one idea, opportunity-cost (Lindner, 1998). This idea is centered on the idea that every action has a cost. This cost may be time, money, or emotional. In making our decisions we weigh the potential gain from the action against the cost (Lindner, 1998)."
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Importance of Motivation, 2007.
This paper explores the importance of motivation with regards to learning and acquiring knowledge.
1,966 words (approx. 7.9 pages), 14 sources, MLA, £ 43.95
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Abstract
In this article, the writer discusses motivation as an important factor that decides the outcome of learning. The writer provides a brief overview of the subject of motivation in the context of its effect on the learning outcome. In the process, the writer studies some real life examples to illustrate how motivation greatly shapes success. The writer concludes that motivation is the single most important factor that decides the learning outcome of children. Further, the writer notes that even among adults, motivation is the vital characteristic that drives them to develop new relationships, continue to learn and accumulate knowledge, adapt new strategies and increase their leadership potential.
Outline:
Thesis
Introduction
Motivation
Motivation (Extrinsic and Intrinsic)
Theories of Motivation (Three Theories)
Reasons for Lack of Motivation
Improving Student Motivation
Real Life Examples
Helen Keller
Benjamin Franklin
Conclusion
Bibliography
From the Paper
"According to the Attribution theory, the motivation level of students is largely determined by three factors namely, internal- external, Stable-unstable and controllable-uncontrollable. If students ascribe their failure to external or uncontrollable factors then motivation levels are considerably low. This is important because parents and teachers have considerable impact on students in terms of their expectations and the self-belief of the students. The Goal theory on the other hand revolves around what students perceive as the main reason for their achievement. Ability goal orientation and task goal orientation are the two different perceptions in the goal theory of motivation. In the first case students' view competence and display of skills as the motivating factors while in the latter self-improvement and knowledge accumulation are the main motivating factors. Studies have revealed that students with 'Task goal orientation' have better learning outcomes in terms of the quality, as they exhibit greater willingness to learn from their peers without any prejudice."
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Motivation, 2006.
An analysis of several motivational theories and the importance of motivation in the corporate world.
1,702 words (approx. 6.8 pages), 12 sources, MLA, £ 38.95
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Abstract
Motivation is the driving force behind all actions and must therefore be understood comprehensively to exploit its benefits. This paper examines how the phenomena of motivation has been explained by a large number of theorists as per their perceptions. In particular, it looks at how in the business world, workforce motivation means making the employees to exert a high degree of effort and to keep doing that consistently. It also demonstrates how motivation in any workplace can not be generated by one factor alone. It is a combined effect of workplace culture, organizational strategy and management style.
Outline:
Important Theories of Motivation
Importance of Motivation in Business
Reasons for Low Levels of Motivations in a Business Environment
How to Raise Levels of Motivation
Conclusion
From the Paper
"Motivation is basically the reason for doing anything. It is the driving force behind all actions of human beings, animals, and even lower organisms ("Motivation-2," par. 1). Various theories have evolved over the period of time that adequately explain the process of motivation. There is in fact a jungle of theories of motivation. What ever the approach being adopted to give meanings to the word motivation, it in any case is the art of helping people to focus their minds and energies on doing their work as effectively as possible (Gellerman 3). A critical appraisal of the motivational theories that focuses on the labels people use to identify thoughts, emotions, dispositions, and behaviors, traces its roots to the information processing approach to learning. The cognitive dissonance theory developed by Leon Festinger states that when there is a discrepancy between two beliefs, two actions, or between a belief and an action, we will act to resolve conflict and discrepancies. "
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Motivation in Organizations, 2001.
This paper describes the importance of motivation in organizations and how to motivate employees.
2,190 words (approx. 8.8 pages), 3 sources, MLA, £ 47.95
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Abstract
This paper explains how an organization?s success depends on the ability of managers to provide an environment which motivates personnel and maintains an environment of productive, happy and satisfied employees. This paper explores different theories of motivation and determine what is involved in creating an ideal state of performance and motivation in the work force. This paper details tips and methods of motivating all employees of any organization.
From the Paper
"An organization?s success depends on the ability of managers to provide an environment which motivates personnel and maintains an environment of productive, happy and satisfied employees. This paper will explore different theories of motivation and determine what is involved in creating an ideal state of performance and motivation in the work force.
Effective appraisal systems are tools, when used properly, which evaluate employees? performance. Appraisal systems contain an evaluation system and a feedback system. The purpose of the evaluation system is to identify when an employee?s performance does not meet acceptable organizational standards."
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