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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 in the Workplace, 2006.
A discussion regarding the changing workplace and employee motivation.
994 words (approx. 4.0 pages), 3 sources, MLA, £ 24.95
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Abstract
This paper discusses how employee motivation has become more challenging. The paper reviews various factors that influence employee motivation. The paper further discusses the unique needs that employees have acquired as a consequence of modern times.
From the Paper
"For example, if a valued employee requests the opportunity to work from home due to family obligations, every effort should be made to allow this if the nature of their work responsibilities allow it. To integrate motivational elements into this arrangement, the worker should be communicated to that they are being allowed to do this because they are a valued part of the team, and their contributions are essential to the goals of the firm. In this way, the employee feels motivated about something that they may have felt guilty having to ask about, the supervisor is able to motivate, and the firm does not lose the talent of a valuable worker. The fulfillment of the basic needs of the employee through motivation ties back to Maslow's Hierarchy of Needs, which is discussed in other sections of this paper."
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Motivation in the Workplace, 2008.
This paper evaluates motivational strategies and applies them to the hairdressing industry.
1,740 words (approx. 7.0 pages), 7 sources, APA, £ 39.95
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Abstract
This paper explains that, to motivate employees effectively, managers must understand and appeal to the varying values and attitudes of a diverse workforce. The author points out that incentive programs, which are designed to reward employees in straightforward and simplistic means, will not be as effective at motivating employees as strategies that are adaptive, flexible and individualized. The paper relates that incentives that are actual investments in the long-term success of employees, including education, training and tangential rewards, are more effective than one-to-one rewards because they can actually improve the employee's feeling that he or she is valuable to the company. The author stresses that the most important characteristics that managers can pursue to build relationships of trust include dependability, transparency and confidentiality.
From the Paper
"In industries that have a strong customer service component, creating a staff that is happy and motivated is a requisite for a staff that is productive and able to deal with the public in a positive and effective manner. To accomplish this requires continuous support and investment from the organization and from management to constantly improve the level of staff involvement and continue to provide them with appropriate and tailored incentives to improve motivation. One specific tack would be to reward behaviors and actions that are only tangentially related to the job task."
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Incentive Programs and Motivation in the Workplace, 2003.
This paper discusses the numerous incentive programs available to employers and examines which programs really work.
3,919 words (approx. 15.7 pages), 16 sources, MLA, £ 73.95
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Abstract
This essay analyzes the difference between incentive and motivation and shows how they are related. Several motivational theories are also compared and shown how they relate to the various incentive programs, such as profit sharing and gain sharing, that can be used by companies.
From the Paper
"In today?s hectic work environment, it is sometimes difficult for management to keep employee satisfaction in mind. Many managers are often heard saying ?I have so many things to do that I don?t really have time to pat employees on the back for everything they do.? At the company where I am employed, one of my bosses has said on numerous occasions ?We don?t say things like good job around here because that?s just the way it?s always been. You can just assume if you don?t hear anything that you?re doing fine.? It is for reasons like this that many Americans feel little or no satisfaction with their jobs. Perhaps supervisors embracing this type of management philosophy are not lazy, but just not used to recognizing people, and are in essence creating an unsatisfied group of employees. Whatever the reason, it is imperative that companies teach managers how to create satisfied employees as well as implement programs that give employees an incentive to want to do well at work. Companies need to learn how to create a healthy balance between those things that affect job satisfaction or dissatisfaction. Hygiene factors, such as pay and policies affect job dissatisfaction, while motivator factors, such as recognition and responsibility affect job satisfaction. Without balance between these two factors, employees will either be dissatisfied or get no satisfaction from their jobs. There are many ways companies can use incentives to motivate employees, and several will be examined and compared to one another."
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Workplace Motivation, 2008.
A look at motivation in the workplace with a focus on Maslow's "hierarchy of needs".
1,269 words (approx. 5.1 pages), 4 sources, APA, £ 30.95
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Abstract
This paper explores various types of motivational strategies but focuses on and emphasizes Maslow's "hierarchy of needs" and how it relates to the Property Claims Offices of Allstate Insurance Company. It also explores how these motivational strategies have a profound impact on employee performance, and productivity as well as some employee's resistance to not only change but productivity as well.
Outline:
Introduction
What Motivates at Allstate Insurance Company
The Effects of "In my Good Hands..." on Employee Productivity
Employee Resistance to Increased Productivity
Motivation Philosophy of Management
Conclusion
From the Paper
"In an insurance office work life can be fairly monotonous; insurance can be repetitive work that needs to completed every single day of the year. While the details may change what must be accomplished to close and settle a claim does not. The fact that the job can become somewhat monotonous has not gone unseen by upper management with Allstate Insurance Company so the company rolled out a new internal / external campaign designed to drive morale and empower employees to take ownership of their work and make a change. "In My Good Hands, I'll Make it Count" (Allstate 2007) was the slogan that was behind one of the biggest changes the company has ever made. This slogan embodied every employee doing everything they could to make sure that the claims they handled were settled in a fair, honest and pleasant way for the customer."
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Workplace Motivation, 2002.
A discussion of recent workplace motivational theories.
1,400 words (approx. 5.6 pages), 13 sources, £ 36.95
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Abstract
This paper suggests that employee motivation in the workplace is one of the most important aspects of the managers job without which the level of productivity will decrease drastically.
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Workplace Motivation, 2008.
This paper discusses the use of incentives in motivation program designs.
1,536 words (approx. 6.1 pages), 8 sources, APA, £ 34.95
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Abstract
The paper explores contemporary research on the motivation of employees in the workplace. The paper explains the motivational strategies of goal setting and incentive programs, with a focus on media advertising sales.
From the Paper
"The motivation of employees in the workplace was the focus of many researchers following the publication of the Hawthorne study result. Several theories appeared as a result of the increased interest in employee motivation. The most important theories, the classics of motivation research that have led to our understanding of motivation are Maslow's need-hierarchy theory, Herzberg's two- factor theory, Vroom's expectancy theory, Adams' equity theory, and Skinner's reinforcement theory."
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Government Workplace Motivation, 2008.
Explores employee motivation at the Center for Disease Control (CDC) and its National Center for Health Marketing (NCHM).
3,655 words (approx. 14.6 pages), 8 sources, APA, £ 70.95
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Abstract
This paper describes the structure, mission, change and employee problems of the Center for Disease Control (CDC) and its National Center for Health Marketing (NCHM). The paper points out that, to motivate employees, it is essential to develop systems, which create environments where individuals can look at the many tasks ahead of them and be engaged and empowered, which is the clear key to motivation of the workforce, in and out of the public sector. The paper also points out that allowing government employees a stake in decisions by employing techniques, which stress employee engagement, enablement and integrity, is crucial.
Table of Contents:
Introduction
Statement of Problem
Review of Literature
Analysis
Solutions
Reflection
Appendix 1: CDC NCHM Leadership
Appendix 2: Key NCHM Activities
From the Paper
"Lastly, Trahant stresses the importance of fostering integrity, especially in the public sector, where much of the public opinion, with regard to bureaucratic integrity has waned as popular media frequently emphasizes integrity failings within the existing and past systems, marking it as the reason for countless misappropriation of funds, as well as in other failings to the public. Without this aspect of motivation, and the existence of high levels of integrity within the system there is a clear sense that the government will continue to be curtailed in efforts to provide public services."
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Workplace Motivation, 2008.
A discussion on motivational performance management.
1,414 words (approx. 5.7 pages), 7 sources, APA, £ 32.95
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Abstract
This paper addresses different approaches to motivational performance management. The paper discusses Maslow's hierarchy of needs, the expectancy theory of Victor Vroom and Douglas McGregor's two theories by which managers perceive employee motivation. The paper points out that managers must keep in mind that employees have different motivators that encourage them. The paper concludes that regardless of whether one bases a person's motivation on Maslow, Vroom or McGregor, the most essential encouragement is recognizing each person as an individual who has his or her own strengths and means for reaching personal end goals.
From the Paper
"Much has changed regarding the way an employee is recognized in the work place. At the beginning of the Industrial Revolution, the workers were only seen as another cog in the wheel and a means to the end of production and services. Frederick Winslow Taylor stated that workers were primarily motivated by money. They do not enjoy work and have to be watched carefully. However, as psychologists and social psychologists began to study the work setting and what encouraged employees to be more satisfied, increasing emphasis was placed on needs and motivations in the workplace."
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Motivation Theories in the Modern Workplace, 2002.
A look at motivation theories in the modern workplace.
1,400 words (approx. 5.6 pages), 4 sources, £ 36.95
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Abstract
This six-page junior paper discusses " Motivation Theories in the Modern Workplace". It includes the research work on business management issues; and how will future management theories/techniques, compare to past theories/techniques?
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Motivation, 2007.
This paper examines theories of motivation and how they affect the workplace.
3,666 words (approx. 14.7 pages), 10 sources, APA, £ 70.95
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Abstract
This study looks into the distinction between promotion versus prevention motivation theories. The author defines these terms , and further discusses how these two character types can work together or separately. The workplace is used as the setting for examining these theories. The pros and cons of using one approach exclusively are discussed. The author concludes that a blending of management style and employee focus is necessary to maximize the gains and minimize the harms associated with both strategies.
Outline:
Introduction
Prevention versus Promotion: The Research
Promotion versus Prevention: Application within the Workplace
Promotion versus Prevention within the Workplace: Test
Results
Conclusion
From the Paper
"The study of motivation is a central principle within the science of psychology. When people fail and succeed, especially in the workplace, their tendencies and actions give a clear description of their personality and character. Some people fail and give up on their attempts, taking the perspective that is always easier to prevent themselves from failure again rather than keep trying. While conversely, others may fail and try harder, motivating themselves to succeed through failures. Both of these types of feedback signs are found in empirical studies, however, little application has been found in how to use this data in interpreting workplace relationships and the motivational tactics of management. "
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Behaviorism and Motivation, 2008.
This paper examines the theory of behaviorism in relation to motivation in the workplace.
3,730 words (approx. 14.9 pages), 15 sources, APA, £ 71.95
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Abstract
The paper discusses the extent to which behaviorism explains employee motivation and reward. The paper looks at the roots of behaviorism, employee empowerment and at the motivational theory of reward.
Outline:
Introduction
History of Behaviorism
Motivational Theory in the Workforce
Conclusion
From the Paper
"Behaviorism's connection to cultural issues such as the development of employee motivation began in the 1920s as psychology became the viable domain for the development of a better understanding of human ills and needs. The trends of the culture of America were detailed and expounded upon by psychologists that attempted to answer the question of the perceived social problems of the day, including what some considered a lack of human motivation to work and be prosperous. (Lutz 1996, p. 259)"
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Motivation, 2001.
This paper presents two theories on how to better motivate employees in the workplace.
2,905 words (approx. 11.6 pages), 22 sources, APA, £ 59.95
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Abstract
This paper examines certain theories that make people work harder to achieve their goals. This paper shows that our behaviors, particularly our desire to strive to achieve a goal, are influenced by several factors and that these factors can be manipulated to control behavior. The author examines the idea that a person?s perception of his ability to achieve success is more important than his actual ability to do so.
From the Paper
"A manager who constantly threatens with punishment and tells his employees they are worthless and lazy can expect nothing more than to have worthless, lazy employees. If he tells his employees that they are the best in the business, then he can expect no more than the best efforts that his employees can give. Involving the employees in decisions and letting them make suggestions will give them a more internal locus of control. Setting reasonable goals and giving positive encouragement to achieve them will make them want to do even more than expected. Applying the principles of expectancy/value theory and attribution theory can cause employees to be self-motivated into achieving ever-greater levels of success."
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Motivational Theories, 2005.
Examines motivational theories in the workplace .
1,610 words (approx. 6.4 pages), 4 sources, APA, £ 38.95
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Abstract
This paper examines motivational theories in the workplace. Maslow's Hierarchy of Needs and McClelland's Acquired Needs Theory are applied to a fictitious manufacturing firm. It argues that both theories are applicable, but that an assumption that worker goals correspond directly to functional divisions of the firm is simplistic.
From the Paper
"A manufacturer of customized heavy vehicles and equipment Excelsior Specialty Equipment Corporation has undertaken an effort to improve productivity by evaluating the workplace ..."
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