| Papers [1-14] of 100 :: [Page 1 of 8] | | Go to page : 1 2 3 4 5 6 7 8 —> | Search results on "MOTIVATION WORK PLACE": |
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Motivation in the Work Place, 2008.
A discussion of what motivates people in the work place.
1,381 words (approx. 5.5 pages), 8 sources, APA, £ 32.95
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Abstract
This paper examines what motivates employees and looks at how companies can satisfy an employee's needs. The paper explains that increasing motivation in the workplace will not always create more productivity. The paper looks at how poor equipment, poor materials, a negative work environment, politics and many other factors can have significant impact on production. The paper also discusses Abraham Maslow's research on human behavior and motivation and how this relates to motivation in the workplace. The paper also shows that there are specific things that a manager can do to create positive employee motivation, for example provide feedback, listen actively, hire superior people, provide recognition, and build empowered teams.
From the Paper
"After the publication of the Hawthorne Studies, the study of understanding what motivated employees was the focus for many researchers. One of those researchers was Abraham Maslow. He did his investigation of human behavior between 1939 and 1943. Maslow believed that motivation was based on five specific human needs, physiological, safety, love, esteem, and self-actualization. These needs are known as Maslow's Need Hierarchy Theory. When the physiological need, having food or water is met, the need for being safe from harm is next. After the safety need is fulfilled the need for love is the focus. Self confidence, strength and the need for recognition from others are factors of the esteem need which is the next rung on the ladder, leading to the final need of self-actualization or becoming the best one can be. As we move up the ladder of needs they become harder and harder to achieve. The company or the manager is responsible for satisfying the higher needs."
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Is Money an Effective Motivator at Work?, 2006.
A critical discussion with references to relevant theory research about money as an effective motivator at work.
1,301 words (approx. 5.2 pages), 5 sources, MLA, £ 30.95
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Abstract
This paper discusses whether money is an effective motivator at work. It presents theories that may or may not support our common knowledge of money being an effective motivator, but they all have one thing in common - that their premises are based on observations of outward behavior and reports made by individuals who participated in the studies.
From the Paper
"Our long-standing belief is that money is what keeps our farmers cash-cropping, our nurses flocking abroad, our athletes training for competition, our writers pleasing their editors, and our telemarketing agents on the job at three in the morning. But is it really cold, hard cash that makes the world go round? Is it the only thing that keeps us up and about and motivated to do a good job?"
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Diversity in the Work Place, 2002.
A study into effective strategies used by companies to achieve the goals of diversity in the work place.
14,091 words (approx. 56.4 pages), 41 sources, MLA, £ 172.95
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Abstract
The purpose of this study is to identify effective strategies that may be applied by employing organizations to attain diversity goals. Data was collected and analyzed from a sample of 32 private sector organizations with 500 or more employees. The study found that both functional and hierarchical diversity in organizations are related significantly to: diversity program structure, rank and file support for the program, community support for the program, top management support for the program, program participation requirements, and program communications. The paper includes charts and statistics as well as the questionnaire used in the study.
Contents:
Introduction to the Study
Statement of the Problem
Purpose of the Study
Importance of the Study
Scope of the Study
Rationale of the Study
Definitions of Terms
Overview of the Study
Review of the Literature
Introduction
Group Values and Social Identity
Formation and Roles of Groups
Governmental Framework for the
Management of Diversity
The ?Glass Ceiling? Issue
Alternative Explanations for the
Under Representation of Women in
Top Management
The Role of Achievement Motivation
Organizational Strategies for the
Management of Diversity
Dimensions of Diversity and
Diversity Management
Responses to Increased
Cultural Diversity
Discussion of the Literature
Review Findings
Literature Review Summary
Methodology
Introduction
Research Design
Hypotheses
Operationalizing the Variables
Population and Sample
Instrumentation and Data Collection
Data Analysis
Data Analysis
Overview of the Findings
Results of the Hypothesis Testing
Hypothesis 1 Results
Hypothesis 2 Results
Hypothesis 3 Results
Hypothesis 4 Results
Summary, Discussion and Recommendations
Summary of the Study
Discussion of the Findings
Recommendations for Further Research
Appendix
References
From the Paper
"Mandatory participation in diversity programs was found to be associated with the highest levels of diversity, and optional participation in diversity programs was found to be associated with higher levels of diversity than that found in organizations with no diversity programs. Program communication that was both frequent and scheduled was found to be associated with the highest levels of diversity, and programs were communication was sporadic were found to be associated with higher levels of diversity than that found in organizations with no diversity programs."
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Motivations and Needs for Working in a Non-Salaried Organization, 2002.
Identifies the reasons why people work for non-salaried organizations.
1,078 words (approx. 4.3 pages), 3 sources, MLA, £ 25.95
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Abstract
There are organizations that employ individuals without the benefit of a salary or monetary compensation. These individuals work for various reasons. These reasons are discussed in detail, as this paper explores the motivations and needs in individuals who agree to work for non-salaried organizations. The paper applies psychologist David McLelland's "Need Theory" to prove that the need for power, achievement, and affiliation are the primary reasons why individuals are motivated to work in non-salaried organizations.
From the Paper
"The need for power is perhaps a suggestive term if not properly identified in accordance to McLelland?s definition and category. The need for power is best described as an individual?s ?desire to influence, coach, teach, or encourage others to achieve? (Kreitner 1995 150). This definition categorizes that the need for power of an individual is constructive and has positive results, as opposed to power where an individual desires to control others for his or her own achievement only. In the study of individuals who have needs for power in non-salaried organizations, it can be construed that the organization?s employees or members are motivated by the experience that they get out of leading for the organization."
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Motive Of Revenge In Two Works, 2002.
Examines motivating force of revenge in Homer's epic poem THE ILIAD & in the 1972 film THE GODFATHER.
900 words (approx. 3.6 pages), 2 sources, £ 21.95
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Abstract
Examines motivating force of revenge in Homer's epic poem THE ILIAD & in the 1972 film THE GODFATHER. Differences in revenge sought by the hero and by the villain. Action of THE ILIAD, and Achilles' desire for revenge coupled with the concept of righteous action. Plot of THE GODFATHER. Subculture of the Mafia. How character of Michael is drawn to revenge. Role of rules, hierarchies, cultural norms and expectations in both works.
From the Paper
Revenge is a strong motivating force in a wide variety of ancient, and indeed, revenge is one of the prime motivations for heroes and villains alike. The primary difference between the revenge sought by the villain and the revenge sought by the hero is that the hero represents good and therefore has an excuse or a righteous reason for his revenge. Revenge is a central motivation in both The Iliad by Homer and the film The Godfather (Coppola, 1972), and in both, issues of revenge are played out in carefully designed meetings between opposing forces.
The action of Homer's epic The Iliad brings two huge armies together, one inside the walls of Troy and the other outside, as a massive act of revenge for the stealing of Helen. More immediately, though, the poem depends on the desire for revenge on the part of Achilleus. Achilleus is a great warrior, and he
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Motivation and the Work Place, 2005.
A discussion on motivational theory in the work place.
900 words (approx. 3.6 pages), 4 sources, £ 24.95
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Abstract
This paper offers a high level presentation of three candidates for promotion, each with a different motivational theory as the basis of their desire, namely, biological, psychosocial and interactionist. Finally a composite fourth individual is presented with his desire for promotion and the motivating factors he is struggling with. Assumed drives and the satisfaction of needs are discussed for each individual.
From the Paper
"How we behave and what motivates us have a profound effect on our levels of success. Different motivational styles, however, often say more about the person than the end results. This paper examines the motivational styles of three individuals who all seek a promotion in their workplace. According to Hudy (1992) motivation is a type of energy that initiates behavior, maintains the behavior and moves it towards directed goals. Each of the following three people are striving toward the same end but are motivated by different means. Ella, Marcelo and Masoko all want to obtain a promotion at their place of employment. Each have different basis for their level of motivation: * Ella's motivation can be accounted for by the biological theory of motivation. * Marcelo's motivation can be accounted for by the psychosocial theory of motivation. * Masoko's motivation can be accounted for by the interactionist ..."
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Sales Manager Motivation, 2004.
A research report to examine whether remotely-based sales managers are more motivated and effective than branch-based sales managers.
10,700 words (approx. 42.8 pages), 43 sources, APA, £ 147.95
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Abstract
With internet technology allowing for easy communication between remote locations, telecommuting becomes a feasible option for many organizations. Telecommuting is also becoming a popular option for employees, with this method of working allowing for better management of work and family demands, greater flexibility in time management, and fewer of the stresses that are associated with the work environment. This paper shows that, in theory, it appears that telecommuting is an option that is beneficial to all concerned. However, telecommuting does not always provide the many benefits expected. This paper considers and compares the option of remotely-based sales management to branch-based management, point-by-point, and the overall benefits of each are discussed. This research report determines the motivation and effectiveness of telecommuting workers and non-telecommuting workers. The study looks specifically at sales account managers employed by G.E. Capital, with the information obtained used to determine whether account managers based remotely are more motivated and effective than those who are branch-based. When overall motivation levels of the two working options are compared, remotely-based sales account managers are found to be more motivated and effective than branch-based sales account managers.
Table of Contents
Introduction
Research Objectives
Scope and Limitations
Research and Methodology
Definition
Hypotheses
Hypothesis Number One
Hypothesis Number Two
Hypothesis Number Three
Motivators
Employee Motivators
Company Motivators
Negatives for the Company
Negatives for the Employee
Telecommuting Background
New Paradigms
Factors Influencing the Leap to Cyberspace
Results of all these Factors
The Downside Risks
Training for Success
Developing Successful Telecommuting Arrangements
Telecommuting Satisfaction
Supervisory Support
Child Care
Family Disruptions
Life Satisfaction Factors
Conclusion
Appendix A: Tips for Smoothly Implementing a Telecommuting Program Appendix B: Ground Rules for Successful Telecommuting
Appendix C: Tips for Making Telecommuting Productive
From the Paper
"In fact, some companies are using electronic check-in procedures. In the United States, the federal government?s General Services Administration (GSA), the government?s office and telecommunications supply service, has implemented a plan in which employees can telecommute by using any of 17 office stations closer to their homes than the Crystal City, Virginia, main site. Workers using the system have reported more time and less stress in their lives. They also feel they are more productive. It is easy for supervisors to verify such claims. In the Nilles-type scenario, when workers arrive, they swipe a magnetic card through a scanner to enter the center. When workers reach their workstations, they type in several passwords to access personal telework centers and the GSA computer accounts they need."
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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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