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Motivation Processes, 2004.
A discussion on the motivation processes of organizations, with a focus on Southern California Edison and how it uses motivation on employees and management in the claims department.
1,294 words (approx. 5.2 pages), 7 sources, MLA, $ 43.95
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Abstract
This paper examines how, since the deregulation of the power industry, electric utility companies have had to pay increasing attention to customer satisfaction levels and how industry performance on overall customer satisfaction is now regularly measured, based on performance. In particular, it looks at the company, Southern California Edison, and attempts to show that, when it comes to the claims department, high motivation levels become even more paramount, since this type of department has the dual objective of minimizing SCE?s financial liability, while at the same time striving to maintain customer satisfaction levels. It demonstrates how SCE has used Herzberg?s theory to some success and, in exploring SCE?s use of Herzberg?s theory, it also reviews the suitability, implementation, and results of SCE?s motivational processes as applied to its claim department.
From the Paper
"Frederick Herzberg?s Motivation-Hygiene Theory had two basic suggestions: the first being that there are two types of motivators, one type which results in satisfaction with the job, and the other which merely prevents dissatisfaction. The two types are quite separate and distinct from one another. Herzberg called the factors which result in job satisfaction motivators and those that simply prevented dissatisfaction which he refers to as hygienes. The factors that lead to job satisfaction (the motivators) are: achievement, recognition, work itself, responsibility, and advancement. The factors which may prevent dissatisfaction (the hygienes) are things such as company policy and administration, working conditions, interpersonal relations, money, status, and security."
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Needs-based and Process-based Theories of Motivation, 2006.
An explanation of the differences between "needs-based" and "process-based" theories of motivation.
1,290 words (approx. 5.2 pages), 8 sources, APA, $ 43.95
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Abstract
This paper takes a look at "needs-based" and "process-based" theories of motivation, focusing on the difference between the two.
According to the paper, there have been many attempts in the history of psychology to give an exact meaning to the concept of motivation. The paper concludes with the author's personal opinion of these theories.
From the Paper
"Other important needs-based theories of motivation have been developed by Mc Gregor -"Theory X and Theory Y", theory X stipulating that lower-order needs motivate individual behaviour and theory Y that higher-order needs motivate it-, Harzberg -"Two Factors Theory": presents a contrasting view on satisfaction and dissatisfaction- or Alderfer. The one presented by the latter scientist, named the ERG Theory classifies the core needs into three groups: existence needs - psychological and safety -, relatedness needs - mainly the desire to maintain inter-personal relationships - and growth needs, which consist in an intrinsic desire for personal development. Moreover, other three types of needs are also identified by McClelland: achievement - the need for competitive success -, affiliations - the need for friendly relationships with other people - and power, explained by the need to control the others. "
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Reading Motivation, 2007.
A discussion on fostering reading motivation through process drama.
2,319 words (approx. 9.3 pages), 14 sources, MLA, $ 71.95
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Abstract
The paper examines how a wide range of theories have been advanced to help foster reading motivation among young learners, with some methods being more effective than others. The paper looks at how process drama has been shown to be effective in fostering reading motivation among young learners. Additionally, the paper provides an overview of Readers Theatre and process drama and how teachers can use these techniques to foster reading motivation among young learners today. A critical review of the relevant literature is used to identify effective techniques that can be used to specifically implement process drama in the elementary and middle school classroom. These techniques help make reading more enjoyable to children and adolescents, improve their reading skills and help them see the value of reading in their lives.
Outline:
i)Introduction
ii)Review and Discussion:
Background and Overview
What Process Drama/Readers Theater is and How It is Implemented
How Readers Theatre/Process Drama Can Foster Reading Motivation
Future Areas for Research
iii)Conclusion
iv)References
From the Paper
"While the Readers Theatre approach has enjoyed wide support with proven results in a wide range of settings, these authors suggest that there is a very real downside to its use over the long-term: "Students need to understand that the goal of all reading is constructing meaning, and it is important that instructional activities have a clear purpose that matches students' needs and interests. Repeated reading, while clearly effective in the short term, may not hold students' attention over long periods" (Worthy & Prater, 2002, p. 295). Moreover, while fluency is widely considered to be an essential aspect of reading, Worthy and Prater (2002) point out that, "Children's ability to read fluently does more than make them sound like good readers; it is evidence that they comprehend what they are reading."
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Motivation, 2006.
A discussion on the different theories of motivation
900 words (approx. 3.6 pages), 5 sources, $ 35.95
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Abstract
This paper discusses motivation in terms of theories of motivation, with some classified as process theories of motivation and some as content theories . It explains that process theories emphasize cognitive processes, such as mental responses to circumstances, as in Adams' theory. Content theories, the author expands, emphasize needs and the relationship between the individual and his or her environment.
From the Paper
"Several theories of motivation have been offered, some classified as process theories of motivation (such as Adams Equity Theory), and some as content theories (such as the Maslow Hierarchy of Needs). Process theories emphasize cognitive processes, such as mental responses to circumstances, as in Adams' theory. Content theories emphasize needs and the relationship between the individual and his or her environment (BMGT-1301 DCCD, 1998, paras. 5, 24). Motivation is defined as the willingness to exert high levels of effort toward organizational goals. There are a number of types of theory of motivation, including need theories, goal-setting theory, reinforcement theory, equity theory, and expectancy theory. The motivation in a given case is culture bound. In the American context, Maslow's hierarchy of needs coincides with American culture. The achievement need is high in terms of American bias as well. People are more willing to work well together when they are doing so in terms of ..."
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Motivation As It Applies to Health Care Issues, 2004.
Study of how to maintain morale and the motivation of workers in the health care industry.
1,620 words (approx. 6.5 pages), 5 sources, MLA, $ 52.95
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Abstract
This study attempts to analyze the nature of motivation as it applies to recruiting and maintaining staff levels health care industry. Because of the importance of nurses to the overall industry, a majority of the focus of the paper was placed on this faction of the health care industry. The paper also attempts to provide insightful details into some of the myths regarding human motivation and existing hiring practices. In addition, the research explores two human motivation processes, namely Content modeling and Process modeling, as they pertain to employee motivation. The paper concludes with suggestions on how to solve some of the problems raised and a figure, which summarizes the reasons for such a high turnover rate. An executive summary of the information presented in the paper is also appended.
From the Paper
"There are multiple factors working against the healthcare industry. First, as mentioned, the population has been shown to be an aging group that is not going to be able to simply go out and replenish its numbers with newer nurses or techs. Next, even with the forecasted predictions, the industry has still been slow to build bench strength for current nurses who now nearing retirement age. And third, it is hard to hire when people don?t like the job. The industry?s moral seems to be at a all time low because of issues like expected retirements, tenure or union like work ethics, poor or hazardous working conditions, low pay and poor line and floor management practices."
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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 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, 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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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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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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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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Management Motivation, 2002.
A review of the different styles of management used to motivate and encourage workers.
6,226 words (approx. 24.9 pages), 49 sources, MLA, $ 145.95
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Abstract
This paper?s focus is on the motivational process in an organization; the different leadership styles that an organization can operate under, and how these styles affect the organizational commitment, and ultimately the productivity of an organization. The paper includes graphs and charts which demonstrate the various methods employed by managers. The paper examines a system of leadership measurement which is broken down into the following three categories.
1)Transformational leaders are those who guide followers in the direction of established goals by clarifying role and task requirements.
2)Transactional leaders hold a view of their tasks as a transactional process whereby leaders respond to subordinates' basic lower level and security needs.
3)Laissez-Faire Leaders exercise little control over his / her group, leaving them to sort out their roles and tackle their work, without participating in this process himself.
From the Paper
"This motivational responsibility for managing and motivating the organizations staff is measured on two scales simultaneously. The everyday, black and white measurement of ?how many widgets did the company produce today? is the final measurement of an organization's effectiveness. But arriving at that goal involves the second measurement of how satisfied, committed and productive its people are. By executing the correct motivational action, an organization can essentially operate smoothly and efficiently. However, a mistaken used of motivation in an organization can lead to a much different outcome."
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Employee Motivation in the Public Sector, 2007.
An examination of motivation in the public sector and how leadership affects it.
2,312 words (approx. 9.2 pages), 10 sources, APA, $ 71.95
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Abstract
This paper discusses motivation and motivational factors within the context of the public sector from the 1990s onwards. It examines motivation as a new primary function of management and analyzes team and interpersonal communication factors that can affect motivation. The paper then reviews motivation itself and what determines it and examines the impact of leadership on motivation.
Table of Contents:
Abstract
Overview
The Managerial Role
Teamwork and Communication
Rewards and Recognition
Role of Leadership in Motivation
Conclusion
From the Paper
"Leadership differs from motivation in that leadership is a quality or a characteristic while motivation is a device that organizations and leaders utilize to achieve performance results from employees and staff members. Some researchers argue that because of the drastic changes to the economic and commercial environment in the 21st century it is more incumbent on management to acquire leadership skills and qualities than that of simple motivational qualities (Bass, 2000, para.3). Leadership qualities answer the needs of the 21st century business environment by endowing the practitioner of managerial leadership the ability to make adjustments to decisions, processes, and objectives in real time without constant referral to higher authority. Additionally, a true manager who is a leader is able to not only select individuals as being capable of performing independently but to inspire greater performance in the execution of their tasks."
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Job Motivation, 2007.
This paper presents a literature review of five specific studies on job motivation.
2,336 words (approx. 9.3 pages), 4 sources, MLA, $ 71.95
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Abstract
The paper examines five studies that are indicative of the continuously changing and challenging environment in which people work today. The first article looks at a new way of building motivation before an employee is even hired. The second study looks at healthcare and different methods of maintaining employee job interest. The third article looks at the service industry and what can motivate employees in this growing sector. The fourth article looks at the processes of job motivation for people who remain after a downsizing in a global arena. Finally, the last article looks into the future and the type of employee who may be best in a flat, global world in terms of motivation and commitment.
From the Paper
"Organizations realize that it is important to establish job interest and motivation even before the candidate is hired--or employee branding. An article in HR Focus explains that employment branding is the process of planting the idea in the minds of the potential employees that a company is a great place to work. It is to corporate branding, which associates a logo with a positive message. As the employment market gets more competitive for the best talent, the key to success in recruiting becomes how well an organization differentiates itself from others, both in attracting and keeping talent. This is where the concept of employment branding comes in. An effective employment brand: develops the theme; creates a career image of what life would be like to work there; coordinates with the corporate brand; and energizes the right candidates to apply and stay."
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Motivation, 2007.
This paper discusses motivation as the force behind all actions as well as something that must be understood in order to exploit its benefits in business.
1,700 words (approx. 6.8 pages), 12 sources, MLA, $ 55.95
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Abstract
This paper explains that motivation is a drive, which enables a person to accomplish a specified task in a befitting manner by providing the purpose for striving towards a goal. The author reviews the motivation premises of Leon Festinger's cognitive dissonance theory, Abraham Maslow's needs pyramid and Douglas McGregor's theory X and theory Y. The paper stresses that keeping the workforce motivated is not only important for getting the best out of employees but is also important for generating job satisfaction among employees.
Table of Contents:
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
"The process of activating intrinsic motives is complicated. To activate the autonomous system, most significant approach is the task reconfiguration. After having identified an individual's innate motives, the task can be redesigned to trail the intrinsic motives of that person. In general, a common person would prefer autonomy, task significance, feedback, task identity, and skill variety as attributes of the tasks that are assigned to him/her. The work redesign provides a strategy for enhancing internal work motivation. The degree of autonomy would provide an opportunity to attribute outcomes, competencies and values in terms of the self concept."
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