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."

Tags:balance, behavior, compensation, dissatisfaction, feedback, gain, herzberg, home, job, maslow, motivational, organizational, profit, satisfaction, sharing, skinner

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."

Tags:sales, agents, goal-setting

Abstract
The writer reveals the results of the group motivation inventory test that showed how he functions quite well with others, and displays the traits of a mediator, fair leader and team player. The writer then discusses the test's implications for his future interaction with groups and the ways to encourage motivation in teammates or employees. The writer relates that he will take the information he learned from this test into future group situations so as to more effectively lead, motivate and ultimately, accomplish goals.

Outline:
An Introduction to What I've Learned About Me
Group Interaction Implications and the Future
Motivational and Incentive Recommendations
Incentive Customization
Conclusion

From the Paper
"Throughout the experience of having taken the "Group Motivation Inventory" (GMI), I have learned a considerable amount of information in regards to not only myself, but also how I operation in groups. However, the subjective results of this exercise brought me to learn that I actually function quite well with others, particularly given a few traits which I consistently exhibit. These traits would be those of mediator, fair leader, and team player. My capacity to lead in a fair fashion, which results in respect as opposed to opposition, is highly useful and also effective in groups, in that direction is essential should a destination or goal expect to be reached. When there is disagreement about a goal within a group, it is important to assess whether the task is structured but beyond that the consensus amongst the group must be assessed. (Engleberg, Wynn 30)"

Tags:mediator, leader, team, player, interaction, motivation

Abstract
In this article, the writer studies ways of motivating Circuit City sales employees. The goal of the proposed study is to attempt to motivate employees to increase sales in each of the city's five Circuit City stores through offering sales personnel in each of those stores, gift card incentives for reaching certain sales goals. The writer notes that the hypothesis for the study is that, during the month that the gift card bonus incentive program is in place, within the five target Circuit City stores city-wide, sales per employee, and overall sales per store, will increase as a result of these incentives.

Outline:
Introduction
Background of the Problem
Study Subjects
Independent Variables
Dependent Variables
Research Methods
References

From the Paper
"No magic formula exists, anywhere, for motivating employees, but when employees feel unmotivated, not only morale, but business itself suffers. Industrial psychologists might argue that secret(s) to motivating employees lie, in knowing and understanding what makes individual employees tick: what their interests, values, hobbies, and goals are; what they like to do outside work, what they enjoy most (or least) about their jobs, etc., as well as how employees work well together."

Tags:incentive, study, promotion, performance

Abstract
This paper examines the advantages of the institution of safety incentive programs to a business. It looks at how to raise the incentive of employees to follow safety regulations, such as offering motivational rewards and uses some examples of businesses to illustrate its points.

From the Paper
"Every year, 3.0 million workers in the United States are injured in job-related accidents. The Social Security Administration reported that employers and their insurers paid more than $39.0 billion in workers' compensation benefits in 1991, i.e., approximately $438 per covered employee. Statistics reveal 5.9 million work-related illnesses and injuries in the private sector, with a rate per 100 workers of 6.7%; it is estimated that injuries alone cost US businesses over $110 billion annually (1998 statistics)."

Tags:institute, workforce, employer, employee, advantage, safety, regulations, motivation, rewards

Abstract
This paper examines incentive plans in terms of their relation to meeting organizational objectives and assesses when they do and do not help the organization meet those goals and objectives.

From the Paper
"Incentive plans are generally intended to help an organization reach its goals and objectives by providing incentives to employees to do their best work. The concept of such plans is a quid pro quo arrangement in which the organization will provide extra pay, stock options or other incentives in exchange for the employees' working faster, harder or better in accordance with company objectives. In essence, most incentive plans are really pay-for-performance plans, where employees earn extra dollars or benefits on the basis of their performance. Many companies..."

Tags:incentive plans, motivation, organizational objectives

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. "

Tags:maslow, freud, management, culture, incentive

Abstract
This paper recommends a change to an employee incentive system in order to inspire greater motivation among employees. According to the paper, the current incentive system includes use of an annual performance appraisal to reward employees financially for performing above expected levels of performance. The change this paper suggests, is the implementation of an employee suggestion system.

Contents:
Purpose
Background
Analysis of Current System
Alternatives To Current System
Recommendations

From the Paper
"Drillings & O'Neil (1994) confirm that many motivational variables including "effort, anxiety and curiosity" contribute to performance at all levels within the organization. These variables can influence the "rate and ease with which individuals acquire new competencies" and can also discern the likelihood that effective learning will occur within the organization (Drillings & O'Neil, 2). Most individuals working within the organizational context have a predisposition toward different motivational cues. Thus not everyone will respond the same to a compensatory rewards program vs. a rewards program whose intent is to create more intrinsic motivation. "

Tags:financial, incentives, bonuses, employees, organizational, directives, suggestion, box

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 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