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Motivation in Organizations, 2001.
This paper describes the importance of motivation in organizations and how to motivate employees.
2,190 words (approx. 8.8 pages), 3 sources, MLA, $ 68.95
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Abstract
This paper explains how an organization?s success depends on the ability of managers to provide an environment which motivates personnel and maintains an environment of productive, happy and satisfied employees. This paper explores different theories of motivation and determine what is involved in creating an ideal state of performance and motivation in the work force. This paper details tips and methods of motivating all employees of any organization.
From the Paper
"An organization?s success depends on the ability of managers to provide an environment which motivates personnel and maintains an environment of productive, happy and satisfied employees. This paper will explore different theories of motivation and determine what is involved in creating an ideal state of performance and motivation in the work force.
Effective appraisal systems are tools, when used properly, which evaluate employees? performance. Appraisal systems contain an evaluation system and a feedback system. The purpose of the evaluation system is to identify when an employee?s performance does not meet acceptable organizational standards."
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Organization?s Motivational Plan, 2002.
A motivation plan for an organization written from the point of view of the CEO.
1,462 words (approx. 5.8 pages), 4 sources, MLA, $ 48.95
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Abstract
This paper addresses issues within a company which could improve motivation and increase productivity. After conducting a SWOT analysis, the paper shows how key staff have identified that much of the managerial effort has been applied to controlling activities of the work force, which has led to decreased productivity. It explains that the motivational plan has been developed to adjust the company culture to one which is more of leading the work force, which includes motivating them form within to do their best work. Leadership also involves encouraging creativity from within the staff to resolve conflicts, and overcome daily work site obstacles through their own resourcefulness.
From the Paper
"The mindset of this company has been that the top priority was to perform construction projects, to the highest level of quality, satisfying the customers? desires in every aspect, and do so in the shortest time possible. Recognizing that these goals often create opposing views between the site manager, and tradesman, and customer, a fourth balancing priority has been added to the company mission statement. The company will seek to create meaningful employment for the worker on the site, which will allow for personal growth, and empower the worker to reach significant personal goals. The first way the company can foster this change is to offer reimbursement for successfully completed college level, or trade school training courses. More specific elements of these changes affect work site staff, and are detailed in Job Foreman and Incentive Program sections below."
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Motivations and Needs for Working in a Non-Salaried Organization, 2002.
Identifies the reasons why people work for non-salaried organizations.
1,078 words (approx. 4.3 pages), 3 sources, MLA, $ 37.95
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Abstract
There are organizations that employ individuals without the benefit of a salary or monetary compensation. These individuals work for various reasons. These reasons are discussed in detail, as this paper explores the motivations and needs in individuals who agree to work for non-salaried organizations. The paper applies psychologist David McLelland's "Need Theory" to prove that the need for power, achievement, and affiliation are the primary reasons why individuals are motivated to work in non-salaried organizations.
From the Paper
"The need for power is perhaps a suggestive term if not properly identified in accordance to McLelland?s definition and category. The need for power is best described as an individual?s ?desire to influence, coach, teach, or encourage others to achieve? (Kreitner 1995 150). This definition categorizes that the need for power of an individual is constructive and has positive results, as opposed to power where an individual desires to control others for his or her own achievement only. In the study of individuals who have needs for power in non-salaried organizations, it can be construed that the organization?s employees or members are motivated by the experience that they get out of leading for the organization."
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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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Internal Communication and Motivation, 2007.
An analysis of the link between effective internal communication and employee motivation in an organization.
3,006 words (approx. 12.0 pages), 16 sources, MLA, $ 88.95
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Abstract
This paper investigates how internal communication and employee motivation are both linked and essential to organizational effectiveness in a slowing economy. It then assesses the factors of an internal communication plan and discusses the communication medium as part of the internal communications strategy. Finally, the paper offers several techniques for effective internal communication and evaluates the importance of measurement as part of a sound internal communication strategy.
Table of Contents:
Abstract
Importance of Internal Communication in Organizations
The Internal Communication Plan
The Communication Medium
Effective Internal Communication Techniques
Measuring Communication Effectiveness
Conclusions
From the Paper
"The value of communication should be at the front of every communicator's mind. Communicators need to clearly show the connection between business strategy and employee actions. An effective internal communication plan can be part of any organization's communication strategy. Feedback is a critical element in the communication lifecycle. By using measurement techniques, plans can be put into action. With effective communication, managers can celebrate and recognize achievements and staff contributions. Internal communication leads to improved performance, efficiency, and operational effectiveness. It emphasizes face-to-face and two-way communication, empowers staff, and creates opportunities for learning and development."
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Human Resource Management and the Police Organization, 2004.
This paper analyzes the role of police administrators and officers in motivation and control in their organization, based on the case of Lt. Morse.
1,555 words (approx. 6.2 pages), 5 sources, APA, $ 51.95
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Abstract
This paper explains that an authoritarian military style of management of the police officers used in earlier days worked efficiently as the officers were unskilled, lower educated, and sometimes unethical. Police officers today are more educated and technically competent than they were in the past and require a different style of management. The author believes that the role officers can play in their own motivation is to want to improve and show cooperation with the administrators; the rest of the role in motivation still lies with the police administrators. The paper states that the major challenge in the motivation of police officers lies in reducing cynicism and motivating officers to perform better.
Table of Contents
Relationship between the Amount of Supervision and Control
Balance between Control and Motivation
The Case of Lt. Morse and an Accountability System
Officers Role in Creating a Motivating Environment
Does Motivation Only Come From Within?
Role Of Police Administrators in Motivation
Unique Issues within Police Organizations
From the Paper
"As the two of the concerns are indirectly related, it is important for police supervisors to balance the increase in one with the increase in the other. The increasing level of supervision and accountability leaves officer demoralized if motivational measures are not taken up to balance the situation. It is very important that officers are motivated due to the nature of the job. Officers need to be constantly motivated to control crime on the streets. Inefficiencies of officers may trigger a wave of crime in the society. Thus, supervisors must employ various measures to sustain officer morale."
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Operational Motivation Plan, 2004.
An outline of an organization's operational motivation plan.
1,037 words (approx. 4.1 pages), 3 sources, MLA, $ 36.95
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Abstract
This paper discusses how organizations largely depend on their employees to increase their profitability and how the structured driving force for employees depends on the kinds of goals and objectives of the organization that collaborate with those of the employees. It looks at how the incentives that employees derive from objectivity often lead to goal accomplishments and how, for effective motivation plans, management, therefore, must partake in analyzing objectivity, aspiration, personal goals, and the elements that drive their employees before an effective operational motivation plan can be developed. It presents an example of an operational motivational plan that would ensure that employees are encouraged to demonstrate their abilities, incorporate their perspectives, and enable the organization to achieve its objectives.
From the Paper
"At the core of the motivation plan is the incentives. Some employees are motivated by benefits, long term plans for their personal lives as well as job security. On the other hand some employees are more concerned about career development in the form of scope and opportunities that exist in their being with the company. An organization is therefore responsible for developing the kind of incentive program that would allow for its employees to strive achieving their goals."
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Motivation, 2007.
This paper looks at motivation as an important and integral part of any organization.
2,217 words (approx. 8.9 pages), 10 sources, MLA, $ 68.95
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Abstract
In this article, the writer notes that today's companies are more competitive than ever due to continually changing technology, the pace of this change and globalization. In order to be successful, the writer maintains that these organizations need to have employees who are motivated to do the best they can for their place of employment. The writer points out that there are a number of different motivation theories demonstrating that motivated employees are more productive and creative. The type of motivation varies based on the person, the situation, the position and the organizational culture. The writer concludes that companies should continually conduct surveys and interview employees at all levels of the organization to see if needs have changed thereby necessitating a change in motivational approaches. The writer notes that the most successful organization is one where the people feel appreciated and an integral part of the overall mission and vision.
From the Paper
"According to Maslow, employees have five levels of needs:physiological, safety, social, ego and self- actualizing. He states that lower level needs had to first be satisfied before any higher level need would act as a motivator. Maslow's hierarchic theory is often represented in pyramid form, with the larger, lower levels representing the lower needs and the upper one the need for self-actualization. He believes that the only reason people would not move well in the direction of self-actualization is due to any barriers placed in their way."
"In a work situation, these five areas could be designated as following: Physiological needs are the most basic human needs. Level One: The organization helps to satisfy employees' physiological needs by a paycheck; Level Two: The company helps to satisfy employees' safety needs by benefits and a safe environment; Level Three: The organization provides work teams, sports, parties, and celebrations, as well as showing direct care and concern for employees. Level Four: The organization matches skills and abilities of the employee to the job that shows employees appreciation for work, and promotes the workers; Level Five: Assigning tasks that challenge employees' as well as uses their aptitude and training."
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Motivation, 2007.
A look at the theories behind what makes employees perform.
5,870 words (approx. 23.5 pages), 15 sources, MLA, $ 140.95
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Abstract
This paper discusses how the most challenging continual responsibility for any manager is the motivating of employees. It looks at how the challenges of doing this well have been exacerbated by the expectations of what many employees expect in terms of both extrinsic and intrinsic rewards from work, including the opportunity to align their personal passions with those of their professions. The intent of this paper is to review the dominant theories and models of motivation, and explain how each can be used for creating motivational strategies that make sense for the specific needs of employees. Included is an assessment of change management strategies organizations use to better handle the transitions from one strategy to another, and as is often the case, from one organizational structure to another.
Outline:
Abstract
Review of Motivational Theories
Maslow's Need Hierarchy
McClelland's Learned Needs Theory
Vroom's Theory
Adams's Theory
Skinner's Theory
Herzberg's Motivation-Hygiene Theory
Analyzing Herzberg's Motivation Hygiene Theory
Hertzberg's Model of Two Needs
Creating Strategies Based on Hygiene Factors in an Organization
Creating Motivation Strategies in Organizations
Making Job Enrichment Work
Keeping Motivation Focused While Managing Change
Overview of the DICE Model
Managing Motivation Where the Only Constant is Change
From the Paper
"Herzberg (1968) distinguishes between movement and motivation. When a task is completed so the person can obtain their compensation, the person has only moved. As long as there is remuneration, the person will move, but if the remuneration dries up, the movement will also stop. Herzberg makes the assumption that motivation includes commitment and enjoyment of the work or task at hand. Motivation is therefore an internal process that gets activated by a need or a motive. Herzberg's delineation of these two types of motivation elements is quite different than other theories that focus first on the environment and surrounding factors in addition to the inherent nature of the work. The analysis and explanation of external factors and the broader environment also play a role in Maslow's Hierarchy of Needs. "
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Motivation Management, 2004.
This paper discusses motivation management, the management of human capital, which is the most critical element for the success of the organization.
3,005 words (approx. 12.0 pages), 16 sources, APA, $ 88.95
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Abstract
This paper explains that organizations use various methods to motivate their employees, based on three major theories of motivation: satisfaction; incentive; or intrinsic theories. The author points out that organizations generally are reactive rather than proactive when dealing with employees and their grievances. The paper stresses that job enrichment has to be a constant process and has to be communicated effectively to all members in the organization.
From the Paper
"All organizations strive to create an environment of mutual respect, encouragement and teamwork?an environment that rewards commitment and performance. In the current market place, the employers have expectations of the type and nature of work that they expect their employees to perform. In return, the employee expects to earn sufficient money to maintain his or her standard of living, create savings and maintain a retirement plan. An individual also has the same expectations of wealth and personal success that any organization has. An environment, which is responsive to the needs of the employees and their families can also provide a more stable and trust worthy workplace for an employee. Mutual respect, dignity of the individual, and respect by the individual are a few of the methods employed."
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Understanding and Implementing Motivation Successfully, 2006.
This paper provides ideas and analysis of how to be better managers to employees in order to motivate them to do a better job.
5,003 words (approx. 20.0 pages), 9 sources, MLA, $ 126.95
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Abstract
In this paper the author recommends ways of how to motivate employees and managers to do a better job. He clearly states that motivation is something that comes from within but that through training, managers can learn to be effective motivators by adjusting their managerial style to the needs of their employees. The author analyzes various areas of management, and looks at how to teach managers to use specific approaches that will motivate individuals, instead of making the mistake of targeting an entire workforce in the same manner. The paper offers different methods of motivation that can be used. The author concludes that many of the motivation problems in companies are not caused by the deficiencies of individual employees, but by expecting people to excel in tasks requiring qualities they just don't have.
Table of Contents
The Bell Shaped Performance Curve
How Has the Bell-Shape Curve Formed?
Benefits Gained By Understanding Employee Motives
Winner's Motives- Accomplishment Motive and Power Motive
Survivors' Motives
Security Motives
The Dependency Motive
The Conformity Model
Comfort Motive
Fairness Motive
The Friendship Motive
Motivating Employees toward Change
Motivating an Employee with a Performance Problem
Motivation & Goal Setting
The Importance of Having a Dream
Setting the Goals
Setting Objectives
Policies Leading to Effective Motivational Systems
Summary
From the Paper
"People with a strong dose of the friendship motive spend a lot of time doing favours for people and trying to be popular. Their underlying motive is to make their private world as safe as possible by eliminating the possibility of adversaries. People with this motive don't mind being manipulated, and dislike disappointing people. For this reason, they do not excel in leadership roles-to keep employees happy they will make all kinds of exceptions to rules and give extra favours. This will result in a loss of discipline and productivity in the workforce. Motivating this group requires little effort since they are so eager to please. In managing this group, managers must be careful not to show undue favouritism towards them since they are so pleasing. It must be ensured that other subordinates do not conclude that they are an easy mark for a flatterer. The best way to keep this group motivated (and unagitated) is to speak to them in terms of continuing employment, i.e. if they continue doing a good job for you, you'll continue doing your best for them."
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Motivation, 2002.
A discussion of motivation and the theories of motivation.
580 words (approx. 2.3 pages), 2 sources, MLA, $ 20.95
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Abstract
This paper is a brief discussion of motivational theory. Various theories of motivation are outlined, including the most widely recognized modern motivational theory of opportunity-cost. The importance of motivation is also discussed.
From the Paper
"Motivation is the study of what makes us do things. Every day we are faced with many decisions. What choice we make is the study of motivation. There are several theories of motivation, the theory of opportunity-cost is the most widely recognized. This paper will discuss the major forces that drive us and influence our decisions.
The advent of the industrialized age forced many companies to study what motivates their workers in an attempt to boost production. It was believed that money was the key motivational factor in driving employee performance. It was later found that other factors besides money effect their attitudes and work ethics (Lindner, 1998). This led to further studies in an attempt to understand the factors that motivate employees. These included Maslow?s need-hierarchy theory, Herzberg?s two-factor theory, Vroom?s expectancy theory, Adam?s equity theory, and Skinner?s reinforcement theory (Lindner, 1998). All of these theories centered on one factor. Modern motivational theory believes that all of these theories are summarized in one idea, opportunity-cost (Lindner, 1998). This idea is centered on the idea that every action has a cost. This cost may be time, money, or emotional. In making our decisions we weigh the potential gain from the action against the cost (Lindner, 1998)."
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Motivation in the Workplace, 2005.
A discussion regarding motivation in the workplace and various motivation techniques.
1,125 words (approx. 4.5 pages), 5 sources, $ 44.95
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Abstract
This paper discusses the critical role that motivation plays in the workplace and the fragility of the various means of motivation. This paper goes on to discuss some basic recommendations to promote increased motivation in the workplace, and the advantages and disadvantages there of.
From the Paper
"Motivation in the workplace is one of the greatest challenges for managers. High levels of motivations are directly connected to high levels of productivity. Increasing productivity is always a major goal of managers in any organization. A lack of motivation in the workplace is a major issue for managers and is associated with employees who see no value in the work that they do or see no reason to achieve the goals set out for them ("Incentives" 1). Therefore, understanding the role that motivation, both internal and external, can play in the workplace is crucial to creating a working environment in which all can succeed and thrive. Unfortunately, increasing motivation can be a tricky endeavor, one that has its pros and cons."
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Motivation, 2006.
An analysis of several motivational theories and the importance of motivation in the corporate world.
1,702 words (approx. 6.8 pages), 12 sources, MLA, $ 55.95
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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. "
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Importance of Motivation, 2007.
This paper explores the importance of motivation with regards to learning and acquiring knowledge.
1,966 words (approx. 7.9 pages), 14 sources, MLA, $ 62.95
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Abstract
In this article, the writer discusses motivation as an important factor that decides the outcome of learning. The writer provides a brief overview of the subject of motivation in the context of its effect on the learning outcome. In the process, the writer studies some real life examples to illustrate how motivation greatly shapes success. The writer concludes that motivation is the single most important factor that decides the learning outcome of children. Further, the writer notes that even among adults, motivation is the vital characteristic that drives them to develop new relationships, continue to learn and accumulate knowledge, adapt new strategies and increase their leadership potential.
Outline:
Thesis
Introduction
Motivation
Motivation (Extrinsic and Intrinsic)
Theories of Motivation (Three Theories)
Reasons for Lack of Motivation
Improving Student Motivation
Real Life Examples
Helen Keller
Benjamin Franklin
Conclusion
Bibliography
From the Paper
"According to the Attribution theory, the motivation level of students is largely determined by three factors namely, internal- external, Stable-unstable and controllable-uncontrollable. If students ascribe their failure to external or uncontrollable factors then motivation levels are considerably low. This is important because parents and teachers have considerable impact on students in terms of their expectations and the self-belief of the students. The Goal theory on the other hand revolves around what students perceive as the main reason for their achievement. Ability goal orientation and task goal orientation are the two different perceptions in the goal theory of motivation. In the first case students' view competence and display of skills as the motivating factors while in the latter self-improvement and knowledge accumulation are the main motivating factors. Studies have revealed that students with 'Task goal orientation' have better learning outcomes in terms of the quality, as they exhibit greater willingness to learn from their peers without any prejudice."
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