| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "MASLOW EMPLOYEE MOTIVATION": |
|
|
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
»
Click here to show/hide summary
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 ..."
| |
|
Employee Motivation, 2007.
This paper examines theories and concepts of employee motivation.
4,600 words (approx. 18.4 pages), 30 sources, MLA, $ 119.95
»
Click here to show/hide summary
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."
| |
|
Keeping Employees Motivated, 2007.
This paper examines the necessity of keeping employees motivated in an organization in order to assure its success. Several theories of motivation are presented.
3,616 words (approx. 14.5 pages), 15 sources, MLA, $ 100.95
»
Click here to show/hide summary
Abstract
This paper examines the serious need to keep employees motivated in today's working environment The author argues that management bears a responsibility to keep workers satisfied and motivated if they want to maintain their workforce. Current research on this topic is presented, as well as previous theories. The author concludes that motivated workers result in productivity for the company.
Abstract
How does the Manager Motivate his Employees?
Abraham Maslow and the Hierarchy of Needs
Adams' Equity Theory
Other Theories on Employee Motivation
Locke and his Goal Setting Theory
How do the Theories of Motivation Apply to the Work Environment
Conclusion
References
From the Paper
"A discerning manager or employer must be able to focus on those particular areas on which to concentrate so that he can motivate his employees. All employees must perforce know and have knowledge of how exactly they must perform their jobs, and the manager must remember that it would be quite unfair to expect an employee to carry out his duties if he does not even know what they are. Therefore, the employer must be willing and ready to provide the necessary training for the employee, and realize that if he does not, then his employee turnover would increase dramatically. If training were to be given, then the employees would be not only motivated for the present, but also by the prospects of future rewards and incentives and other benefits. Employee involvement is also a very important factor in keeping an employee motivated, because they too, like everybody else, would like to have a feeling of involvement in the many decisions that are being made about their work, in the work environment. (Arduser; Brown, 2004)"
| |
|
Abraham Maslow and Motivation, 2008.
A look at Abraham Maslow and his theory of human motivation.
1,552 words (approx. 6.2 pages), 6 sources, MLA, $ 50.95
»
Click here to show/hide summary
Abstract
This paper discusses how Abraham Maslow was considered the father of human psychology and how he coined his way of thinking as the "Third Force." This differed from the thoughts of Sigmund Freud or behaviorists who focused on man's shortcomings. It looks at how Maslow believed that man was intrinsically good and was destined to reach his ultimate potentials and how he believed that man had a hierarchy of needs and was driven to attain one goal after another. It also examines how with these assumptions and observations, he developed his theory of human motivation to further understand man and his nature.
From the Paper
"Motivation is defined by many as the intention to perform a specific activity. It is initiated with the desire or wish to attain something. The person is motivated to accomplish cognitive or motor goal-directed actions addressed to the environment to satisfy central and intrinsic personal needs, as well as in an attempt to achieve predominantly extrinsic goals (Dai and Sternberg, 2004). Intrinsic needs are those imposed by man himself, while extrinsic needs refer to those goals that are induced or imposed by others in the society or the situation. In the workplace, determinants of work motivation depend on the employee's characteristics or internal needs (i.e. employee motives and job satisfaction) and the external environment (i.e. what the job is and its work content) (Wright, 2004). Some people are primarily motivated by an extrinsic need to support his family; he then seeks for work with adequate salary. "
| |
|
Motivating Employees, 1999.
Examines motivation theories (Maslow, Herzberg, etc.), expectations, performance evaluation and incentives.
1,800 words (approx. 7.2 pages), 9 sources, $ 63.95
»
Click here to show/hide summary
Abstract
Finding the key to motivating employees is not a lesson easily learned, nor is it a lesson which, once learned, can be considered mastered. Instead, individual employees respond to different types of motivation in different ways, and successful supervisors develop comprehensive understanding of each of their employees and the corporate environment in which they operate. This research examines types of motivation and the components the go into successfully motivating employees to meet their goals and objectives.
From the Paper
"Introduction
Finding the key to motivating employees is not a lesson easily learned, nor is it a lesson which, once learned, can be considered mastered. Instead, individual employees respond to different types of motivation in different ways, and successful supervisors develop comprehensive understanding of each of their employees and the corporate environment in which they operate. This research examines types of motivation and the components the go into successfully motivating employees to meet their goals and objectives.
Motivation Theories
Understanding motivation and performance begins with understanding that the workers are not necessarily to be blamed if their performance or motivation is not what the supervisor envisions. Instead of ..."
| |
|
Maslow?s Motivation Theory, 2002.
An analysis of Abraham Maslow's Theory of "Hierarchy of Needs."
1,610 words (approx. 6.4 pages), 3 sources, MLA, $ 52.95
»
Click here to show/hide summary
Abstract
This paper defines this theory by Maslow and examines its importance to American businesses today. Maslow?s theory of hierarchy of needs discusses the hierarchy and satisfaction of various human needs and how people pursue these needs. This theory is used by human resource managers to motivate their employees.
From the Paper
"These theories are fully applicable in today?s work setting. As far as the matter of the applicability of these theories to hospital employees is concerned, one should first identify as to whether a hospital employee fits the profile of an average business employee? Does he respond to the same motivator patterns as identified by Maslow? Does he possess the same hierarchy of needs as possessed by an average business employee?"
| |
|
Motivating Employees, 2007.
This paper looks at Maslow's hierarchy of needs as an effective way of considering employee needs.
1,791 words (approx. 7.2 pages), 7 sources, MLA, $ 57.95
»
Click here to show/hide summary
Abstract
The paper discusses how effective leaders are aware that in order to develop productive and highly qualified individuals and teams, they must understand and respond to the needs and well-being of these individuals. The paper looks at Maslow's hierarchy of needs theory and explains that to best motivate employees, leaders must aim towards meeting the needs for the highest goals in the hierarchy. The paper shows the importance of a strong leader who has everybody working together for the benefit of the group and the company as a whole. The paper emphasizes that this is definitely a requirement in today's global, ever-changing environment.
From the Paper
"Maslow presents this set of needs as a triangular hierarchy progressing upward in the figure from the foundation of survival needs to the tip that represents the requirement for self-actualization. Biological and physiological needs include the basic requirements for survival: oxygen, water, food, minerals and vitamins, shelter, and warmth. When these needs are fulfilled, individuals look for a safe and secure environment that provides stability and protection. They set up and follow policies and rules to add structure to their lives. They desire insurance policies, retirement plans and bank accounts to provide for financial security and help them cope with the concern of financial support. At work, they join the union or contractual agreements to assuage the fear of unemployment and bolster the ability of bonuses and pay increases."
| |
|
Abraham Maslow: An Understanding of Human Nature and Motivation, 2002.
This paper examines psychologist Abraham Manslow's humanistic theory of motivation.
2,686 words (approx. 10.7 pages), 9 sources, APA, $ 80.95
»
Click here to show/hide summary
Abstract
This paper details the psychological theory of Abraham Maslow. The paper discusses his hierarchy of needs, listing each need and providing examples, as well as showing how the hierarchy is built. There is an expanded section detailing what is meant by self-actualization as well as what Maslow called ?peak experiences?. A full listing of the B ? values are given, as well as numerous other traits and characteristics of self-actualized people. Also explained are Maslow?s other hypothesized needs, such as the cognitive, aesthetic, and neurotic needs, and how these all interact with his hierarchy of needs. The paper introduces Maslow as a visionary and pioneer of humanistic psychology who came from a world dominated by psychoanalysis and behaviorism and emerged to provide the world with a more positive, instructional, and human view of mankind and his place in nature.
From the Paper
"These theories shared in common an approach to understanding human nature and behavior that were based directly outside the subjective needs, beliefs, and values of the individual. In grossly simplified terms, the individual was viewed either as a locus in the environment where current stimuli reacted with past reinforced behavior patterns to produce a response or as an almost helpless entity, where deep in the primitive recesses of the human brain a battle was fought for psychological control. Where forces of the good ?superego? were beating back the evil armies of the ?id? (sex and aggression) and whichever side was winning the battle at any given time would manifest itself in the person?s overt behavior. Abraham Maslow was a visionary who pioneered the field of ?humanistic? psychology. Aptly named because its primary goal was to center the field of psychology around the individual person ? to treat them as wanting, feeling, needing, spiritual, and unique beings and to guise psychological theory in terms that took this into account."
| |
|
Motivation, 2007.
This paper explores the needs that must be fulfilled that will ensure employee motivation.
1,059 words (approx. 4.2 pages), 5 sources, MLA, $ 37.95
»
Click here to show/hide summary
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."
|
| Term Paper # 108452 |
temporarily unavailable
|
|
|
|
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, $ 46.95
»
Click here to show/hide summary
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."
| |
|
Motivation, 2007.
An examination of motivation theory and how Citigroup has used these theories to their advantage.
2,762 words (approx. 11.0 pages), 8 sources, MLA, $ 82.95
»
Click here to show/hide summary
Abstract
The paper discusses a variety of prominent motivational theories. The paper explores need theories, expectancy theory, and job detail theory, giving insight into what really motivates employees. Using these theories, the paper explores the motivational strategies used by Citigroup to garner a competitive advantage and secure their leadership position in the industry. The paper concludes that, through the use of motivational strategies, Citigroup is likely to continue on the path of success.
Outline:
Introduction
The Importance of Employee Retention
Motivation Theories Overview
Need Theories Overview
Maslow's Hierarchy of Needs
McClelland's Need Theory
Equity Theory
Vroom's Original Theory
Herzberg's Hygiene Theory
Citigroup's Use of Motivation as a Competitive Advantage and a Factor to their Success
Conclusion
References
From the Paper
"Knowledge management centers on employees acquiring and using knowledge to the benefit of the organization. When an organization can successfully utilize knowledge, they find they have a significant competitive advantage. For this reason, the loss of critical employees, and the loss of this knowledge base and the accompanying skills, can have a detrimental effect on the organization and reduce competitiveness (Ramlall, 2004, p. 52)."
| |
|
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, $ 43.95
»
Click here to show/hide summary
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."
| |
|
Motivation Theories, 2004.
An analysis of the motivation theories by Maslow, McClelland, Hertzberg, and Alderfer.
2,089 words (approx. 8.4 pages), 1 source, MLA, $ 65.95
»
Click here to show/hide summary
Abstract
This paper analyzes four theories for motivation that deserve considerable focus, including the Hierarchy Theory by A. Maslow, the Acquired Needs Theory by D. McClelland, the Two-Factor Theory by F. Hertzberg, and the ERG Theory by C. Alderfer. The paper uses an example of a fictitious company, XYZ, in order to discuss which of the types of theories listed above would be most effective in motivating each of the three employee groups of XYZ company, salespeople, production workers, and the administrative staff.
From the Paper
"As we move into the twenty-first century, companies will need to draw on the full creative energy and talent of their people. But what tools can company directors use to best mine these resources from its employees? Organizations today are in a constant battle with their competition for talented employees. This makes issues such as how to motivate and retain staff very important. As research and corporate experience has found, financial rewards, such as large salaries, are not always a successful method of bringing about the prolonged motivation of employees. Companies need to become more creative if they want to retain their staff and keep them motivated."
| |
|
Motivation Theories, 2004.
This paper discusses motivation theories, especially the theories of Maslow and Herzberg.
1,895 words (approx. 7.6 pages), 11 sources, APA, $ 60.95
»
Click here to show/hide summary
Abstract
This paper explains that motivation needs are very difficult to state because human motivations encompass a wide variety of topics and arenas; nonetheless, Maslow and Herzberg's theories are beneficial in identifying road maps that the electronic industry can use to motivate, challenge, and offer job satisfaction and enrichment. The author points out that every individual is molded and shaped by the experiences that life has presented to that individual, and these experiences can impact the manner and attitude by which they perceive Maslow's hierarchical needs. The paper recommends that a company identify the needs of its workers as they exist in the facility and apply the appropriate mix of ideas from different motivational theories to ensure that the worker is offered the best choices and options for improvement.
Table of Contents
Introduction
Discussion
Abraham Maslow's Motivational Theory
Frederick Herzberg's Motivation-Hygiene Theory
Conclusion
Recommendations
From the Paper
"Motivation from the perspective of the employee/employer dynamic and not just the individual's relation to the environment is also important. Many of these motivational factors change over the period of employment. It is easy to observe and comprehend that the Workforce Commitment Index (WCI) will change. The WCI identifies five different workforce needs: Safety/security (safe environment for the worker to work in physically and psychologically), Rewards (Compensation and benefits-an extrinsic factor), Affiliation (a sense of belonging to the organization), Growth (the growth of both the individual and the organization) and Work/life harmony (balancing of personal life and work responsibility.) It is true that as workers move up the hierarchical ladder of the organization the needs they expect also tend to change and move for the next level. Balancing the need for providing these services with the organization's needs can be difficult."
|
|
|
