| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "MONEY EFFECTIVE MOTIVATOR WORK": |
|
|
Is Money an Effective Motivator at Work?, 2006.
A critical discussion with references to relevant theory research about money as an effective motivator at work.
1,301 words (approx. 5.2 pages), 5 sources, MLA, $ 43.95
»
Click here to show/hide summary
Abstract
This paper discusses whether money is an effective motivator at work. It presents theories that may or may not support our common knowledge of money being an effective motivator, but they all have one thing in common - that their premises are based on observations of outward behavior and reports made by individuals who participated in the studies.
From the Paper
"Our long-standing belief is that money is what keeps our farmers cash-cropping, our nurses flocking abroad, our athletes training for competition, our writers pleasing their editors, and our telemarketing agents on the job at three in the morning. But is it really cold, hard cash that makes the world go round? Is it the only thing that keeps us up and about and motivated to do a good job?"
| |
|
The Negative Effect of Money, 2002.
A qualitative research study.
1,350 words (approx. 5.4 pages), 2 sources, $ 47.95
»
Click here to show/hide summary
Abstract
A qualitative research study. Assessment of whether money has led to the decline in the quality of life. Theory used is George Simmel's THE PHILOSOPHY OF MONEY. Simmel's evaluation of the pursuit of profits by corporations. Open-ended survey of four people to elicit their opinions on the effects of money on American society.
From the Paper
"The research problem of this study is: Has money led to the decline in the quality of life, as suggested in George Simmel's The Philosophy of Money? According to Simmel (1978), money that was initially created as a human tool for transactions has come to dominate every aspect of human life. Many components that contribute to the quality of life are measured by their monetary worth. Thus, the creation of a rational and objective world that revolves around money has undermined the value of nonrational aspects of life such as love, which cannot be quantified by money (in Ritzer, 2000, pp. 276-7). Thus, the purpose of this research study is to determine whether Simmel's concern about the effects of money has relevance to contemporary society.
This writer agrees with Simmel's evaluation of the negative effects of money. The relentless pursuit of profits by..."
| |
|
Money Money Money, 2002.
A look at money's affect on the modern family.
1,650 words (approx. 6.6 pages), 13 sources, $ 62.95
»
Click here to show/hide summary
Abstract
This paper examines money and the family in terms of family studies. How earning and expenditure is distributed in the family, particularly with reference to gender is the key issue.
| |
|
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
»
Click here to show/hide summary
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 ..."
| |
|
Effective Management, 2002.
An overview of the effective management of motivation.
1,900 words (approx. 7.6 pages), 5 sources, $ 71.95
»
Click here to show/hide summary
Abstract
This paper will analyze a key factor in managing effectively-motivation. Through the studies of several theories of motivation, this paper will illustrate the importance of this factor in successful organizations.
| |
|
Effective Meetings, 2008.
Looks at ways to conduct effective meetings including the use of good listening skills.
2,125 words (approx. 8.5 pages), 10 sources, APA, $ 66.95
»
Click here to show/hide summary
Abstract
This paper explains that the results of meetings may not be positive if the leadership of the organization does not have a plan of action for the meetings and leadership styles that are not conducive to effective listening. The paper then points out that this is because the process of planning a meeting allows the leader to create an environment, which inspires results, and that the manner in which the workers are valued through effective listening will motivate the employees to achieve those results. The paper also relates that, in planning for effective organizational meetings, there are six key factors and six types of leadership related to listening skills to consider.
From the Paper
"The affiliative leader/listener: This type of leader focuses on the emotional needs of the workers and listens to their issues, allowing them to express emotions. While this type of leader earns the trust of workers, there is a danger in this leadership style because emotions can become volatile and alter the business focus. During the course of meetings one of the key areas of concern is that emotions will negatively impact the goals of the meeting, as previously noted."
| |
|
Effective Leadership Styles, 2008.
A research paper that analyzes the different leadership styles and what makes an effective leader.
7,260 words (approx. 29.0 pages), 24 sources, APA, $ 161.95
»
Click here to show/hide summary
Abstract
This research paper analyzes the characteristics of effective leadership. It describes different types of leadership styles and examines effective leaders from throughout history. The paper discusses if and how a leader can develop effective leadership styles and then focuses on how effective leadership impacts an organization's potential to succeed.
Table of Contents:
Chapter I
Introduction
Leaders
Leadership Ranges
Contemporary Leadership Types
Transactional Leadership
Transformational Leadership
Charismatic Leadership
Hypothesis
Aim and Objectives
Aim
Objective 1
Objective 2
Objective 3
Chapter II
Literature Review
The Heart of Effective Leadership
One Historical Leader: Alexandre Auguste Ledru-Rollins
Components of Effective Leadership Styles
Studies
Joseph: 2003
Rast and Latour 2004
Stefano and Wasylyshyn: 2005
Gray and Bryme: 2006
Brown and Gardner: 2007
Books Note...
Components of Effective Leadership Styles
Leader's Have to Choose
The Bottom Line
No Shortcuts to Effective Leadership
Developing Effective Leaders
Effective Leaders' Practices
From the Paper
"Long before recorded history, however, according to evolutionary anthropologists and psychologists, human beings developed a predisposition toward group cooperation. Whether as nomadic tribes, hunter-gatherers, or agriculturalists, group cooperation and the joint effort of many helped enable most individuals to achieve a safer, healthier, and more prosperous existence than would ever have been possible alone. The phenomenon of leadership in one form or another almost certainly arose naturally, because human
societies traditionally exhibit group dynamics substantially based social hierarchies and on the relative authority of those highest in social status over those lower in social status (Gerrig & Zimbardo 2005)."
| |
|
Management and Effective Communication, 2002.
The importance of effective communication for effective management.
570 words (approx. 2.3 pages), 3 sources, $ 20.95
»
Click here to show/hide summary
Abstract
This paper discusses the purpose and importance of managerial communication. It compares and contrasts three articles on the topic and then develops a managerial communication plan for the future.
From the Paper
"Managerial communication is a vital aspect of any successful business. The manager who knows how to communicate with both his superiors and subordinates will have a less stressful career and a better chance at advancement. In addition the ability to communicate well in business helps the business grow and prosper which in turn benefits all who work for it. There are many ways to communicate but effective communication takes some thought and planning. Many experts have examined various methods of business communication and concluded that an open communication policy is the best way to handle the need."
| |
|
Rewards as a Motivator, 1981.
This paper describes the concept of reward as a motivator for children's education and development that is more effective than a system of punishment.
1,350 words (approx. 5.4 pages), 9 sources, $ 47.95
»
Click here to show/hide summary
From the Paper
"This research describes the concept of reward as a motivator for children's education and development, more effective than a system of punishment. Such a system should be recognized on the basis of the relative impact of reward and punishment, i.e.. reward is powerful because of its connection with authority symbols, such as parents, and the reinforcement of attitudes in desirable and functional behavioral repertoires of development. Punishment has a contrary tendency to teach the behaviors that are punished, not to extinguish them.
Skinnerian logic on rewards is that it assists learning through reinforcing effective communication by which the ... "
| |
|
Affect of Leadership Styles on Employee Motivation, 2005.
Research paper defining the characteristics in a leader that make her most effective at motivating her employees.
3,366 words (approx. 13.5 pages), 19 sources, APA, $ 95.95
»
Click here to show/hide summary
Abstract
This research attempts to discover and state what qualities are critical for those in leadership positions to possess, in order to provide motivation for employees under their supervision. The thesis of this paper suggests that leaders who motivate are leaders that are willing to roll up their shirtsleeves, figuratively in many cases, and jump in with the team to do the job. Leaders who motivate those who follow are leaders who provide encouragement and are willing to praise their employees and, as well, these leaders have exemplary principles and values and respect themselves and others and the company for which they work.
Objective
Introduction
Methodology
Importance of the Study
Finding of the Study
Review of Literature
Focus
Authenticity
Courage Empathy
Timing
Key Questions a Leader Must Ask of Themselves
Authenticity
Summary
Conclusion
From the Paper
"The findings of this study were that authentic leaders are the best and most followed leaders. Trust is vital between the leader and those following. The best leaders are those who lead by example. Leader with values are the greatest leaders with the most successful track records and teams. Leaders who provide encouragement and praise motivate employees more than those who drive the employees with demands and threats. "
| |
|
Effective Leadership, 2004.
A study of effective leadership of an organization within a technology company.
3,735 words (approx. 14.9 pages), 12 sources, APA, $ 103.95
»
Click here to show/hide summary
Abstract
This paper explores the lack of effective leadership in an organization within a technology company. In addition, the paper also explores what would be necessary to make the leadership of the organization more effective.
Table of Contents:
Background
Overview of OCI Profile
Problem Statement
Literature Review
Definition of Leadership
What is Effective Leadership?
Importance of Effective Leadership
Leader-Member Exchange Theory
Situational Leadership Model
Problem Analysis
Solutions
Reflection
Appendix
References
From the Paper
"Background:
The organization under study is The Market Intelligence Team (MIT) in the Consumer Americas Marketing (CAM) organization within Hewlett-Packard (HP). MIT is responsible for managing primary and secondary research projects, and disseminating research information to the larger CAM organization. The MIT is comprised of nine members that are geographically dispersed. The members of the MIT have been working together since a company-wide reorganization that took place one year previously. The reorganization was implemented as a result of a decision made by the board of directors and executive council to move the company into the twenty-first century and become more customer-focused. In addition, the reorganization was also to address that employees and customers felt that the company was losing the famed "HP way", or spirit created by founders Bill Hewlett and Dave Packard (Connolly, 2003). As a result of the re-organization several members of the MIT have job descriptions that are significantly different than the job description of the position they were hired for."
| |
|
The Characteristics of Effective Supervisors, 2002.
Discusses the characters or qualities an effective supervisor or manager should possess.
1,157 words (approx. 4.6 pages), 4 sources, MLA, $ 39.95
»
Click here to show/hide summary
Abstract
This paper discusses how supervisors should have various qualities in order to be effective or increase their effectiveness. The writer explains how these characters will add value to their performance by efficiently managing their teams. It shows how, following these characters of an effective supervisor, new as well as experienced supervisors can improve their performance while improving the productivity of their organization.
From the Paper
"Most of people feel an added prestige being selected for a supervisory position. They have a feeling of progress, additional power within the company, and the increase in salary, that management has recognized their potential capability. Some people look at the supervisor's job as an easy way to make a living. They assume supervisors are commanding authority giving orders and letting others do the hard work. They think the supervisor is sitting behind a desk, chatting, watching other people doing work, attending meetings and conferences, and enjoying special privileges. In fact their job is not so easy as it seems. He may be facing many problems and situations that normal worker may have never seen."
| |
|
Effective Interviewing in the Private Sector, 2007.
A research proposal regarding the need for an effective interviewing process in the private sector.
3,808 words (approx. 15.2 pages), 8 sources, MLA, $ 104.95
»
Click here to show/hide summary
Abstract
This paper reviews and discusses effective interviewing in the private sector. The paper also proposes the need for research in the area of effective interviewing in the private sector. According to the paper, in today's globalized business environment, much of the hiring process is geared toward outsourcing or filling positions with individuals who work as 'virtual' assistants.The paper further discusses how when outsourcing hiring for these positions, new problems present as often the interviewer never actually meets the potential employee.
Outline:
Objective
Introduction
Statement of Thesis
Research Questions
Methodology
Data Collection and Analysis
Literature Review
Difficulties in Interviewing Identified by Edenborough (2004)
Rodger's 'Seven-Point Plan'
Munro-Fraser 'Five-Fold' Grading System
Talent Shortage
Three Models in Outsourcing the Hiring Process
Cost-Effective Solution
Benefits of Integration of External Skills Expertise Assessment
Outsourcing Builds Hiring Advantage
Summary of Literature Reviewed
Recommendations
From the Paper
"A 'cost-effective' solution is stated in the work of Dolinsky to be that of outsourcing the hiring process, or at least the initial process in which skills are tested and initial screening of candidates occurs. This model is one that "assumes minimal involvement from the hiring company" and places emphasis on outsourcing in that after the external interview process the hiring company, who is in receipt of 'detailed skill assessment results and executive summaries" makes a selection of the candidates that it wishes to continue in the internal interview process. The second model presented in the work of Dolinsky is one that emphasized "Control" and is a model in which the company hiring is involved in the most of the process making decisions regarding interview structures, types and styles with interview termination decisions "made on results of interview iteration." (2006) It is held by Dolinsky that this is the most cost effective of the models presented. It is held that when the company hiring wants to make improvements to their hiring standards and establishment of hiring processes that "external expertise is invited to work with the hiring company's managers and developers" which combined the forces of interviewing. "
| |
|
Effective Communications Training, 2002.
A discussion of effective communications training in healthcare facilities.
815 words (approx. 3.3 pages), 2 sources, MLA, $ 29.95
»
Click here to show/hide summary
Abstract
This paper examines how, within the field of healthcare, there is an identifiable need to implement an effective form of communication and how personnel at all levels may need instruction for appropriate use of these communication skills. It summarizes how these facilities would allow for training which would implement communication technology such as, voicemail and email with acknowledgment, cellular telephones for mobile communication and improved support for role based contact and message screening. It looks at how the healthcare facility would benefit tremendously with greater communication and develop more successful relationships with their patients and how this training would prove to be cost effective and how the long term use of better communication would help all people involved to benefit from the use of effective communication skills.
From the Paper
"There currently is a need for individual healthcare workers to consider carefully the effects of their communication behavior on their own efficiency and effectiveness as well as on that of others. Ineffective communication behaviors may result in an interruptive work place, which possibly contribute to inefficiency in work practice. People working in the healthcare area are highly mobile during their working day. The mobility of staff and the difficulty contacting these "moving targets" suggest that support for mobility through the use of wireless technology, such as cellular telephones or pagers might be beneficial."
| |
|
My Family as an Effective Group, 2008.
A wife and mother's discussion of the dynamics of a family as an effective group.
904 words (approx. 3.6 pages), 1 source, APA, $ 32.95
»
Click here to show/hide summary
Abstract
In this paper, the writer talks about her recently established family and explains how moving forward in her and her husband's lifelong dreams requires the behavior of an effective group. The writer then discusses her family's verbal and non-verbal communication and points out that disagreement is a natural part of communication within a group. Next, the writer discusses the function of leadership in a group and stresses how knowing which role one needs to play is a key component in any effective group. The writer concludes that ultimately, effective groups are ones that grow both as individuals and as a group simultaneously.
From the Paper
"My husband and I have just recently started our family. We have one beautiful eighteen-month-old daughter and the three of us, as a group, are ready to take on the world. In the short-term, every day is a challenge with a toddler. There are also many long-term challenges that a new family must take on. Our short and long-term goals keep us amply busy. Moving forward in our lifelong dreams requires us to behave as an effective group."
"As an effective group, we must constantly reevaluate and communicate our goals and aspirations. In doing so, there are conflicts that arise. It is rather impossible for two people to agree one hundred percent of the time, and so disagreement is naturally a part of communication within a group."
|
|
|
