| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "MOTIVATING EMPLOYEES": |
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Motivating Employees, 2004.
A look at how retail employers can motivate their employees.
2,613 words (approx. 10.5 pages), 6 sources, APA, $ 78.95
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Abstract
This paper examines the role of effective, creative decision-making in management situations within a retail business and the way in which these decisions work to motivate employees in terms of leadership, communication, and teamwork.
From the Paper
"In a retail business context, many employees may be tempted to get the feeling of being ?stuck in a rut? of doing what they perceive to be the same thing over and over again, and they need an effective leader to wake them up and get them moving towards accepting the responsibility that they, too, have for making decisions. This motivational aspect of leadership is of key importance. Many people want to make effective decisions, ?but in lack of resolution and courage to use it without wishing to have been told what to do by something or somebody else. Sapere aude! ?Have courage to use your own reason!?? (Arsham, 2002). A true leader understands this slogan intuitively. Reason is certainly important to the decision-making process, but following a predetermined pattern carries its own risks of stultification and increased reliance on what may be an ineffective past standard. This, in turn, will effect the motivational standard of employees negatively."
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Motivating Employees, 2007.
This paper discusses how to motivate individual employees.
731 words (approx. 2.9 pages), 2 sources, MLA, $ 26.95
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Abstract
The paper discusses common motivating factors that can include money, rewards, goals and reaching those goals, matching people to jobs they will enjoy and linking rewards to an individual's performance. The paper examines well known theories including the X and Y theories, the goal setting theory and the acquired needs theory. The paper reveals that being aware that each person is motivated by something unique is the key to getting the best results from that individual.
From the Paper
"Motivation theories are as varied as they are plentiful. Some experts believe that there are as many motivating factors as there are people in the world, but there are certain common factors that help to motivate the vast majority of individuals in society. Common motivating factors can include money, rewards (financial and otherwise), goals and reaching those goals, matching people to jobs they will enjoy and linking rewards to an individual's performance."
"Using these factors to motivate individuals in order to accomplish those chores or objectives that need to be completed takes a manager that understands how to apply the factors on an individual basis. The manager must also know what it is that motivates the person being motivated."
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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
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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 ..."
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Motivating Employees, 2007.
An examination of the new human resource management (HRM) function: motivation.
2,082 words (approx. 8.3 pages), 10 sources, MLA, $ 65.95
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Abstract
This paper explains how motivating employees is key to achieving maximum productivity with minimum resources. The writer points out that achieving a balanced approach within the workplace is the current HR focus because this is seen as central to establishing sustainable motivation strategies. This paper also examines the current evolving state of HRM training and development functionality as a component of corporate motivational strategies. In its conclusion, the paper shows that employees who are motivated take pride in their duties and will take extra steps to ensure that their tasks and the organization's customers, internal and external, are dealt with fairly and equitably.
Outline:
Developmental Overview
HRM's Shift to Motivation
Training, Development & Strategy
Case Studies in HRM Strategies
Intel & Managerial Development
Ernst & Young Creates a College
Conclusion
From the Paper
"Human Resource Management (HRM) functions have been in an increasingly rapid evolutionary state since the early 1980s with the rise of the global economic model and globalization in general. Motivational issues cover the spectrum of organizations from the private to the public sector and each sector, in its own fashion, relies on better motivated workforces to achieve success. HRM researchers have alluded to the fact that HRM structures must be aligned with organizational strategies for global competitiveness to be achieved and increasingly this strategy demands a focus on employee motivation (Hall & Torrington 88). This realization for corporate enterprises and organizations that employee motivation was the new competitive differentiator began during the 1980s."
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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
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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."
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Motivating Employees, 2002.
This paper discusses how successful human resource management must account for employee incentives in the workplace.
650 words (approx. 2.6 pages), 2 sources, $ 26.95
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Abstract
The paper argues against micro-management as a motivation tool. The author offers concrete suggestions for motivating employees to work for the company and each other.
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Requirements for a Motivated Employee, 2008.
A discussion on the requirements of employers and employees to provide a balanced and motivated work environment.
3,538 words (approx. 14.2 pages), 17 sources, APA, $ 99.95
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Abstract
The paper states that employers and employees have expectations from each other: Employers have standards of the type and nature of work that they can expect from their employees and the employee expects to be financially rewarded so as to maintain his standard of living. The paper concedes that a good relationship is achieved only when these needs are balanced and there are no perceived discrepancies. Further, the paper continues that employers hire individuals based on the skills and the capabilities that they can bring to complete a given task, with the understanding that an individual who is constantly growing and developing, is an asset for both the company and society as a whole.
Outline:
Discussion
The Role of Organizational Culture and Structure
Effectiveness of Performance Management and Appraisal System
Conclusion
From the Paper
"Different organizations use different methods to evaluate employee performance and determine how rewards are handed out. Some of the factors that are evaluated at the employee review stage are--knowledge of work, quality and quantity of work performed, cooperation and team involvement, problem solving, communication, problem solving and attendance and punctuality. The goal of conducting a review is to judge in an un-biased manner if the performance of the employee matches the goals and objectives of the organization.
Organizations use performance measurement in different arenas--from financial planning to contingency planning and management to quality issues. (Presswire, 2004) Performance measures can be used by organizations to understand and analyze the issues facing the organizations and provide viable solutions for the issues. (Barrington, 2004) A brief review of some of the most common performance review methods are discussed below along with the effectiveness and the shortcomings of this concept in general."
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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
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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)"
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Employee Motivation, 2008.
An overview of different motivating factors for employees.
6,397 words (approx. 25.6 pages), 30 sources, APA, $ 148.95
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Abstract
This paper discusses how 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. It proposes a study to examine the hypothesis that employers can motivate their employees in many different ways through the study of personalities, career anchors and what specifically motivates individuals.
Outline:
Introduction and Hypothesis
Literature Review
Methodology
From the Paper
"Originally, it was just the corporate world that was looking at employees in ways other than just how much money they were getting paid across the board, but the trend is also spreading over to the sales industry and other industries as well (Bedeian, 1993). It is important to look at these compensation trends and how they are being used for the outside sales force today, as well as to recommend a strategy that is designed to ensure that the reward system for employees stays in alignment with the mission of the sales industry as it evolves through time (Chesney, 1992). That mission has generally been to produce high-quality goods and services, have professional sales people, and provide excellent customer service, and these things cannot take place as easily if the employees are not motivated properly and compensated accordingly (Buford, 1990). "
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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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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
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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. "
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Employee Motivation, 2007.
This paper provides a research proposal for the motivation of employees.
1,688 words (approx. 6.8 pages), 3 sources, MLA, $ 54.95
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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."
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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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Operational Plan to Increase Employee Motivation, 2002.
An insight into creating a motivating environment for an employee.
1,190 words (approx. 4.8 pages), 3 sources, MLA, $ 40.95
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Abstract
The goal of any organization is to increase motivation within the company, with the operational plan being developed to meet this objective. This paper briefly discusses the role of the manager, the role of the organization and the incentives required.
From the Paper
"Firstly, it is critical that employee actions are aligned with organizational goals. This has been described, ?employees can be all fired up about their work and be working very hard. However, if the results of their work don't contribute to the goals of the organization, then the organization is not any better off than if the employees were sitting on their hands? (McNamara et al.) The first step then, is for the organization to determine what it requires its employees to be motivated towards, with this directly linked to organizational goals."
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