| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "IMPROVING EMPLOYEE MOTIVATION MONEY": |
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Improving Employee Motivation With Money, 2002.
Examines whether pay/wages is a useful method of improving employee motivation.
2,250 words (approx. 9.0 pages), 24 sources, $ 79.95
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Abstract
Examines whether pay/wages is a useful method of improving employee motivation. Links the concept of money to motivation theory & link with job satisfaction. Discusses causal models; hierarchy of needs model; Expectancy theory; goal setting; Management-By-Objectives (MBO). Assessment of money as the prime motivator. Performance-based compensation system. Concludes that compensation is not the only motivator.
From the Paper
"MONEY AS A MOTIVATOR: A REVIEW
Introduction
This review focuses on the following question: How useful is pay as a method of improving employee motivation? In the review, the concept of money as a motivator is linked to motivation theory.
Defining Motivation and Motivation Theory
Motivation is the process of persuading individuals to act in a desired way. Within most organizational environments, motivation is the process of persuading members of the organization to perform in a productive manner. The need to motivate members of an organization to perform in a productive manner is a well-accepted premise. Disagreement exists, however, in relation to the best means of motivating individuals within organization ..."
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temporarily unavailable
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Employee Morale and Motivation, 2003.
A discussion of methods for improving employee morale and motivation in order to increase supply chain efficiency and productivity.
5,282 words (approx. 21.1 pages), 60 sources, APA, $ 131.95
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Abstract
Improving employee morale and motivation is a critical concern for managers in order to increase productivity. This paper discusses employee morale and motivation, including a review of literature describing views on extrinsic versus intrinsic motivators and some of the debates regarding motivation in general. The paper closes with a classification of methods for managers on improving employee morale and motivation in five categories: monetary rewards; work-life balance; career-oriented benefits; entertainment; and status enhancing.
From the Paper
"As supply chain managers continue to seek innovative ways to improve efficiency, there are few changes that would impact the overall supply chain as much as improving employee morale and employee motivation. While improving employee morale and motivation might be more challenging during an economic downturn, there remain numerous low-cost avenues available to all managers. This paper addresses methods for improving employee morale and employee motivation in order to increase productivity."
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Employee Motivation, 2004.
An analysis of the importance of employee motivation.
1,613 words (approx. 6.5 pages), 4 sources, MLA, $ 52.95
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Abstract
In today's fast paced and competitive workplace environment, motivating employees for better job performance can be a difficult task. Understanding the vast range of motivational components and the different thought processes that bring about motivation can often be the most difficult part of encouraging employees to reach their peak performances. Additionally, sorting through the many myths about motivation, and determining the best approach for any given environment can add to the stress of motivating employees. This paper discusses the various theories of employee motivation, options used to motivate employees and the pros and cons of those options. Additionally, the paper outlines a plan of action designed to achieve a high level of employee motivation.
From the Paper
"First, understanding the concept of motivation is essential. Motivation can be thought of as a set of processes that leads an individual to a desired goal. For example, if an individual wishes to be head of a company, that person can be said to be motivated toward becoming the head of the company. Any behavior that the individual chooses to voluntarily pursue to achieve a goal can thus be thought of as motivated behavior. So, in the example given above, the individual may choose to work longer hours, and with extra care and responsibility, in order to become head of the company. Those voluntary choices for behavior are motivated behaviors, because they are brought about by the desire to become the supervisor (Allen, 1998). From a management standpoint, those choices are the key to motivating employees."
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HR and Employee Motivation, 2006.
A discussion regarding the role of the human resources department in employee motivation.
900 words (approx. 3.6 pages), 6 sources, $ 35.95
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Abstract
This paper discusses employee motivation as the primary function of any human resources department. This paper reviews strategies and tactics to ensure employee motivation, starting with an organizational environment in which employees become self-motivated.
From the Paper
"In examining the role of HR departments in employee motivation, it is evident that motivating employees is one of their primary tasks, for the human resources of any business cannot be fully utilized if motivation issues are not effectively addressed. Every employee is motivated to a certain extent, so the main goal for human resource departments is to create an organizational environment in which employees become self-motivated. All too often, manufacturing businesses fail to pay adequate attention to employee performance issues, absenteeism, turnover, and job satisfaction; and suffer the inevitable consequences. "
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Employee Motivation, 2006.
A discussion of F. Herzberg's theory of employee motivation and how it relates to good management.
2,935 words (approx. 11.7 pages), 7 sources, APA, $ 86.95
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Abstract
This paper presents an overview of F. Herzberg's theory of employee motivation, detailing Herzberg's factors-attitude-effects complex approach to studying the topic, his two-factor theory and his differentiation between motivation and movement. The paper further explains how Herzberg's theories of employee motivation are relevant to all types of business management and, in particular, the hotel industry where motivation of employees is especially important.
From the Paper
"Herzberg conducted his test by asking unrestricted questions explicitly concerning an employee's experiences at specific times when he or she felt more positive or negative about their work than ordinarily. Instead of the method of grading previously conceived and prepared motives that are restricted by researcher. The dialogue was partially controlled with some questions formed the starting point of the analysis and the interviewer was at liberty to follow other methods of questioning. Herzberg's rationale of this dialogue on attitude was to evaluate the necessity of attitude as a beginning point of his two factor theory and to demonstrate his method of examination and study of motivation and hygiene factors. Two different lists of reasons showed connections to tasks, while the other was mainly active when emotions of unhappiness or bad attitudes were apparent. Herzberg discovered these emotions were associated to the milieu of that particular job and were not associated directly to the job itself."
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Employee Motivation, 2005.
This paper analyzes employee motivation, commitment and morale at Southwest Airlines.
1,125 words (approx. 4.5 pages), 7 sources, MLA, $ 39.95
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Abstract
This paper examines employee motivation, commitment and morale at Southwest Airlines. The paper looks at the methods used by this airline and why it has been so successful. It looks at its approach to employee motivation and how it differs from that of other companies and airlines.
From the Paper
"Report on Southwest Airlines Executive Summary. Motivation according to Robbins and Decenzo, the authors of "Fundamentals of Management" is one's willingness to exert high levels of effort to reach organizational goals conditioned by the efforts and ability to satisfy some individual need. (Southwest) This has certainly been achieved by Herb Kelleher at Southwest Airlines who has some of the most motivated employees in the industry."
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Employee Motivation, 2007.
A report detailing an employee motivational plan for the fictional company, the XYZ corporation.
1,367 words (approx. 5.5 pages), 6 sources, MLA, $ 45.95
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Abstract
This paper discusses the fictional company, the XYZ corporation. It examines historic efforts to motivate employees in general and then provides specific suggestions that are tailored for the employees of XYZ to motivate their performance. The paper examines methods currently being used in other companies as well as interviews with XYZ employees on what they believe will motivate them.
Table of Contents:
Abstract
Introduction
Report of Findings
Conclusion
From the Paper
"Studies have been conducted for years about how to retain employees. The general consensus is that employees are not as loyal as the used to be and they need personal goals and tangible rewards of they are going to work harder and be more productive. In interviewing the employees of XYZ Corporation it was found that the removal of the previously enjoyed attendance and performance rewards program created the feeling of not being appreciated. Employees also reported a lack of desire to work hard when they would now receive the same pay regardless of their production performance."
"In addition the recent hiring of many immigrants created language and cultural barriers between employees which had a negative impact on the company performance."
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Maslow and Employee Motivation, 2003.
Applies Maslow's Hierarchy of Needs to employee motivation.
1,150 words (approx. 4.6 pages), 4 sources, APA, $ 39.95
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Abstract
This paper applies Abraham Maslow's hierarchy of needs --from basic physical needs to internal needs for self-actualization-- to employee motivation and suggests that doing so will enable companies to motivate their employees successfully.
From the Paper
"Motivating employees is seen as one of management's significant functions along with planning organizing and directing the work of employees. Some managers subscribe to so-called Theory X ..."
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Employee Motivation, 2004.
An analysis of employee motivation techniques and the organization's obligations towards the employees.
4,734 words (approx. 18.9 pages), 23 sources, MLA, $ 121.95
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Abstract
This paper discusses the potential productivity of any organization as it is affected by the motivational level of the workers. The paper contends that employee motivation and guidance is important if any organization wishes to fully achieve its objective of increased productivity. The paper explores the importance of employee satisfaction and team work.
Table of Contents
Introduction
Background
Current Motivational Methods Used
Empowerment for the Workforce
Organizational Communication
Training of the Workforce
Team Building
Conclusion
From the Paper
"With the Industrial Revolution, structured workplaces became commonplace. Improving the productivity of the organization and the worker has always been the objective of any management philosophy. Of all the assets that the organization possesses, the human element can provide the most variability and therefore require the greatest attention. Employee motivation and guidance is important if any organization wishes to fully its objective of increased productivity. All the contemporary management styles such as Total Quality Management, Six-Sigma, Behavioral management, Team working and Organizational culture management all focus their attention on the importance of the worker in the success of the organization."
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Employee Motivation and Compensation, 2007.
This paper analyzes today's trends in employee motivation and compensation.
1,408 words (approx. 5.6 pages), 5 sources, MLA, $ 46.95
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Abstract
The paper reveals how business has determined that money is not the only thing that employees want. The paper looks at compensation trends today and how they are being used in the automobile industry. The paper explains how the career anchors that an employee has (i.e., what is important to the employee), strongly influences what will motivate him/her to work harder and continue to perform at a high level. The paper shows how the trend, therefore, is to compensate employees based on what they need and want. The paper concludes that if the automobile industry continues to do this, it will also continue to please its customers.
Outline:
Introduction
Trends
Career Anchors and Motivation
Conclusion
From the Paper
"There are many trends when it comes to employee motivation and compensation, because big business has determined that money is not the only thing that employees want. Instead, these employees are motivated by different things. It used to be that everyone assumed that employees wanted more money, and they could do any job forever, as long as they were given periodic raises and/or bonuses. In other words, the employer assumed that money was all that mattered to these people that worked for the company. However, employers eventually began to realize that praising employees made them smile, and having a casual day once a week made employees more relaxed."
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Enhancing Employee Motivation Through Incentive Programs, 2006.
An analysis of how to increase employee motivation by means of incentive programs.
795 words (approx. 3.2 pages), 2 sources, MLA, $ 28.95
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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. "
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Employee Motivation, 2002.
Explores various methods of employee motivation, their effectiveness, and a model for applying the methods.
2,900 words (approx. 11.6 pages), 7 sources, $ 106.95
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Abstract
The purpose of this paper is to determine the need of the effectiveness of various methods of motivation on the employee and suggesting a model that creates a practical application for the methods and the determinants of the application.
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Employee Motivation, 2004.
A look at the concept of employee motivation in the global economy.
2,199 words (approx. 8.8 pages), 10 sources, MLA, $ 68.95
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Abstract
This paper discusses how, in this ever-expanding global economy, motivation plays a dominant role in achieving results and meeting organizational targets, since it is not just one factor behind success but, in fact, it is the only factor that really counts. It looks at how, in this intensely competitive business environment, employers need to arm themselves with extraordinary motivation techniques to extract the best out of the employees without hurting their sense of self-worth.
From the Paper
"Most companies would want to hire the employees who are self-motivated but self-motivation is a rare phenomenon. It is usually up to the human resource personnel to motivate the employees and the mangers can achieve this goal by focusing on what worked for each employee. If there are some who are more concerned about their promotion, then increased salary may not really work for them. Similarly those who are looking for increase in certain allowances will not be tempted with a different reward. It is important in most cases that the managers focus on rewards which employees truly desire."
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Employee Motivation, 2005.
A review on the best ways to motivate employees and provide job enrichment.
675 words (approx. 2.7 pages), 1 source, $ 26.95
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Abstract
This paper is an article review on employees and job motivation. Many employers today want to know how to motivate employees. What is the simplest, yet direct way to get employees to do what needs to be done. Employers want to know what the best types of motivation are and the best way to obtain job satisfaction for employees. This paper lists different steps to job enrichment.
From the Paper
" "How Do You Motivate Employees?" Many employers today want to know how to motivate employees. What is the simplest, yet direct way to get employees to do what needs to be done? Is kicking someone in the seat of his pants the best way to motivate someone? This can be classified as positive or negative KITA, but they do not work. What are the best types of motivation? Employers want to know what the best types of motivation are and the best way to obtain job satisfaction for employees. Employers have used different methods of KITA in the past, yet these methods have not been successful. In the study of motivating employees, it is important to look at some of the KITA motivators that have been used: Reducing the hours employees work , Increasing wages and bonuses "
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