Abstract
This paper outlines the theory of motivation that is based on Abraham Maslow's hierarchy of needs. The paper looks at the factors of job satisfaction, job performance and the achievement of organizational goals and how they are affected by motivation. The paper then explores the use of rewards, incentives, benefits and feedback and describes examples of employee motivation in the AVIDIA and Southwest airlines organizations.

Outline:
Introduction
Motivation
Motivation and Organizational Behavior
Rewards, Incentives and Benefits
Feedback
Examples of Employee motivation
Conclusion

From the Paper
"Maslow's assertion was that physiological needs such as food and water must be fulfilled before a human being could be concerned with any other need in the hierarchy. With these things being understood Maslow asserted that human beings had the capacity to be motivated and that motivation is actually a primitive function of humanity. Although the theory motivation began in the realm of psychological study, it soon became a theory associated with organizational behavior, and this is the context in which it will be discussed for the purposes of this investigation."

Tags:Maslow, job, satisfaction, performance, rewards, incentives, benefits, feedback

Abstract
This paper presents the hypothesis that organizations fail to recognize the impact that employee motivation has upon retaining the organization's critical employees and because of the failure to understand this impact, organizations often fail to retain critical employees. The paper provides a literature review on motivation theories that demonstrates how motivation of employees involves meeting basic needs and then advancing to the more complex needs of the employee. The paper outlines a study on this issue and presents the findings that are relevant to managers who wish to retain their employees.

Outline:
Introduction
Statement of the Problem
Hypothesis
Rationale
Methodology
Literature Review
Herzberg's Motivation-Hygiene Theory
Self-Determination Theory
Maslow's Hierarchy of Needs
Contingent and Non-contingent Rewards
Participative Management Theories and Motivation
Vroom's Expectancy Theory
Strategic Human Resource Management
Wiley - Study on Forty Years of Motivation Surveys
Leadership and Motivation
The Study
Results
Conclusion
Recommendations
Questions on the Impact of Employee Motivation To Keep Critical Employees

From the Paper
"Past research has clearly demonstrated that motivation of employees determines whether they will remain with their employer or if they will instead seek work with a new employer. Many times critical and key employees leave their employment when that employee would have been satisfied to remain with their previous employer if only some seemingly unimportant issues were addressed. In the present business environment which is characterized by instability and an economic downturn, retaining critical and key employees is of vast important to organizations as maintaining organizational efficiency, stability, and productivity is critically reliant upon these specific key employees of the organization remaining in their positions of employment with the organization. Because of this, it is critically important that today's organizational leaders understand precisely what factors serve to motivate employees."

Tags:Herzberg, Maslow, Vroom, incentives, rewards, participative, management

Abstract
In this article, the writer notes that the issue of employee motivation is one that has become a central concern of management and leadership in modern business. The writer points out that there has been an increased realization in theory that employees are motivated by much more than salary and that in order to get the most from an employee there are many theories and practical motivational aspects that need to be considered. The writer concludes that the various theories and concepts of employee motivation have led management to reassess styles of leadership. These changes in leadership styles can be seen to be directly and indirectly linked to the cognizance of theories and concepts of employee motivation in the contemporary business world.

Outline:
Introduction
The importance of motivational theories and concepts
Theories of employee motivation
Overview
Theories of human and employee motivators
Maslow and the Hierarchy of Needs
Expectancy Theory
Frederick Herzberg
Career Anchors
Various other theories and concepts
Conclusion: the Practical implication of theory

From the Paper
"There are numerous theoretical perspectives relating to the subject of employee motivation. As mentioned, the issue of motivation in the workplace is at the center of modern leadership and managerial strategies. The different theories of motivation are based on psychological and sociological research and rely heavily on contemporary behavioral psychology. Each theory and theorist attempts to discern and isolate those aspects that are seen to be of critical importance in understanding the facets and factors that create a structure that is conducive to personal motivation."
"Motivation theory in general refers to the ubiquitous motivational aspects that are discerned in human nature. However, it must be noted at the outset that the subject of employee motivation refers mainly to the motivation factors that can be inculcated within a certain environment or, more specifically, within the work place."

Tags:self-esteem, leadership, working, environment, incentives

Abstract
This paper uses a mock scenario of a leader who must motivate three different classes of employees (production workers, salespeople and administrative workers) using three different motivation models or theories. The theories include Maslow's hierarchy of needs, Herzberg's two-factor theory, and Adams' equity theory of motivation.

From the Paper
"There is a great deal of evidence in the professional literature that leaders who achieve high levels of motivation in followers develop co-leaders highly committed to the firm's goals and who consistently perform at high levels of efficiency. Nearly two decades ago, John Kotter reported what is true even more in today's highly competitive, rapidly changing global business environment. "The more that change characterizes the business environment, the more that leaders must motivate people to provide leadership as well." Despite the strong need for motivation..."

Tags:performance, efficiency, job enrichment, job redesign, economic incentives, security needs, physical needs, inputs, outputs, organizational behavior, personality

Abstract
The paper examines the theories of motivation and how they are applied in "real life" situations. A hotel in Ireland was chosen as the basis of the research project. The paper examines four motivation theories: Maslow's hierarchy of needs, McGregor's theory X and theory Y, goal setting theory and expectancy theory. The paper then explores current issues of motivation in relation to the hotel and examines how managers design motivating jobs. Finally, the paper attempts to discover other methods of motivation that do not subscribe to classic theories. The paper includes two illustrations and a number of charts and tables

Outline
Introduction
Interview at the Clarion Hotel
The hotel
The manager: Mario Casinhas
Theories of motivation put in practice
Early theories of motivation
Contemporary theories of motivation
Current Issues in Motivation
Motivating unique groups
Designing motivating job
Conclusion
Bibliography
Appendices

From the Paper
"As a manager Mario places great emphasis being honest with his staff, he feels that if you are honest with your staff then they will be honest with you and that is the best way to build a team. His personal belief is controversial but effective and somehow he manages to get everyone on his side, stating that his only worry as a manager is having his coffee and reading the paper in the morning. He says a manager who does everything in the workplace is not effective because his team is not proficient. He believes a manager gets paid to ensure his team can do his job. Mario does not place great emphasis on Human Resource Management as he feels that this type of approach has too many rules and procedures. Rather he says talking to each other, giving praise or criticism when its due in non-formal conversations is more effective."

Tags:motivation, goal, jobs, carribean, cruise, workshops, rewards, praise, criticism, hierarchy, physiological, wages, social

Abstract
This paper examines the roots of motivation and how it impacts our lives, our interactions with other people, the decisions we make on a personal level as well as the implications of these decisions on others. First, the paper describes motivation as a theoretical concept. Various scholars and their studies on motivation are described. Additional theories are cited that discuss the sources of motivation, such as biological factors and simply the human need to survive. Another outlook on motivation is viewed in terms of the presence of rewards or incentives. The paper concludes by stating that motivation is a critical factor in determining and analyzing human behavior and action.

From the Paper
"There are several sources of motivation and a number of theories were formulated to explain motivation. One theory explaining motivation involves looking into the needs of the person. Proponents of this school of thought argued that needs are what give direction to behavior. Moreover, when a need is aroused, the individual is more or less automatically pushed in the right direction. Similarly, this perspective is related to biological factors, people are motivated to work because of their need to provide for their basic needs, physiological needs that include food, shelter and clothing. Maslow's hierarchy of needs discussed this premise as he labeled the physiological needs of the individual at the lowest point of his framework; at the peak of his framework is self actualization and fulfillment."

Tags:incentives, need, survival, reward and punishment, Maslow

Abstract
This paper discusses how organizations largely depend on their employees to increase their profitability and how the structured driving force for employees depends on the kinds of goals and objectives of the organization that collaborate with those of the employees. It looks at how the incentives that employees derive from objectivity often lead to goal accomplishments and how, for effective motivation plans, management, therefore, must partake in analyzing objectivity, aspiration, personal goals, and the elements that drive their employees before an effective operational motivation plan can be developed. It presents an example of an operational motivational plan that would ensure that employees are encouraged to demonstrate their abilities, incorporate their perspectives, and enable the organization to achieve its objectives.

From the Paper
"At the core of the motivation plan is the incentives. Some employees are motivated by benefits, long term plans for their personal lives as well as job security. On the other hand some employees are more concerned about career development in the form of scope and opportunities that exist in their being with the company. An organization is therefore responsible for developing the kind of incentive program that would allow for its employees to strive achieving their goals."

Tags:incentives, security, benefits

Abstract
The paper relates that over the years, there have been several theories of human relations and motivation that have been developed. Two of these are Maslow's Hierarchy of Needs Theory and Herzberg's Two Factor Theory of Motivation. These theories are briefly reviewed and compared in this paper.

From the Paper
"According to Badol, Tein, Matthews and Martin, human relations can be understood as a perspective that emphasizes the importance of the working environment for employees and how its social and other aspects combine to motivate employees in the work context. Motivation, on the other hand, is defined by the authors as an internal process that causes goal-directed behavior. Over the years there have been several theories of human relations and motivation that have been developed."

Tags:theory, of, motivation, and, human, relations

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."

Tags:management, Maslow's, hierarchy, theories

Abstract
This paper discusses the history of management as well as management theories and the elements that function as the background to organizational change. Organizations undergo various forms of change, planned, unplanned, and dictated by the economy. The writer categorizes the short and long-term effects of three major forms of organizational development and describes some popular models used by companies to develop change systems. The writer then provides two examples of change systems based on the two major marketing strategies, pull and push strategy. The paper concludes that companies need to be aware of changes occurring at both micro and macroeconomic levels and possess adaptable employees committed to their organization's development in order for the change systems to be properly implemented and produce the desired results. This paper includes a table and a figure.

Outline:
The Evolution of Management Practices
Background to Change of Current Organizations
Background to Change of Current Economy
Bureaucratic Organizations
Forms of Organizational Development
Change Systems

From the Paper
"In order for a change system to function, it has to be properly designed and modelled. "System modelling is a technique to express, visualise, analyse and transform the architecture of a system." It generally includes drawings, diagrams or any other visual features that might ease the understanding of the system. Change systems are complex models which cannot be universally valid. As such, they have to be independently created to fit the unique features of the company or the sector on which they will be implemented. Subsystems are branches of the entire model which also must be designed to fit the particular features. Potential subsystems for a change system could include the changes upon employees, upon consumers, their behaviour or upon the company's divisional and functional structures."

Tags:technologies productivity stockholder, multiple cause diagram, coordination motivation incentives bureaucracy hierarchy