| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "MOTIVATION THEORY": |
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Motivation Theories, 2004.
This paper discusses motivation theories, especially the theories of Maslow and Herzberg.
1,895 words (approx. 7.6 pages), 11 sources, APA, $ 60.95
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Abstract
This paper explains that motivation needs are very difficult to state because human motivations encompass a wide variety of topics and arenas; nonetheless, Maslow and Herzberg's theories are beneficial in identifying road maps that the electronic industry can use to motivate, challenge, and offer job satisfaction and enrichment. The author points out that every individual is molded and shaped by the experiences that life has presented to that individual, and these experiences can impact the manner and attitude by which they perceive Maslow's hierarchical needs. The paper recommends that a company identify the needs of its workers as they exist in the facility and apply the appropriate mix of ideas from different motivational theories to ensure that the worker is offered the best choices and options for improvement.
Table of Contents
Introduction
Discussion
Abraham Maslow's Motivational Theory
Frederick Herzberg's Motivation-Hygiene Theory
Conclusion
Recommendations
From the Paper
"Motivation from the perspective of the employee/employer dynamic and not just the individual's relation to the environment is also important. Many of these motivational factors change over the period of employment. It is easy to observe and comprehend that the Workforce Commitment Index (WCI) will change. The WCI identifies five different workforce needs: Safety/security (safe environment for the worker to work in physically and psychologically), Rewards (Compensation and benefits-an extrinsic factor), Affiliation (a sense of belonging to the organization), Growth (the growth of both the individual and the organization) and Work/life harmony (balancing of personal life and work responsibility.) It is true that as workers move up the hierarchical ladder of the organization the needs they expect also tend to change and move for the next level. Balancing the need for providing these services with the organization's needs can be difficult."
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Motivation Theories in the Modern Workplace, 2002.
A look at motivation theories in the modern workplace.
1,400 words (approx. 5.6 pages), 4 sources, $ 53.95
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Abstract
This six-page junior paper discusses " Motivation Theories in the Modern Workplace". It includes the research work on business management issues; and how will future management theories/techniques, compare to past theories/techniques?
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Motivation Theories, 2005.
A discussion on motivation theories and their uses.
1,380 words (approx. 5.5 pages), 7 sources, MLA, $ 47.95
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Abstract
This paper discusses motivation theories and how an understanding of them can be used to establish a motivational environment and reward system. The traits of the motivational manager are also discussed. The paper contains an abstract and table of contents page.
From the Paper
"This paper examines how an understanding of motivation theories can help managers increase employee performance when implemented through practical doable applications that increase employee motivation. The creation of a ..."
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Motivation Theories, 2004.
An analysis of the motivation theories by Maslow, McClelland, Hertzberg, and Alderfer.
2,089 words (approx. 8.4 pages), 1 source, MLA, $ 65.95
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Abstract
This paper analyzes four theories for motivation that deserve considerable focus, including the Hierarchy Theory by A. Maslow, the Acquired Needs Theory by D. McClelland, the Two-Factor Theory by F. Hertzberg, and the ERG Theory by C. Alderfer. The paper uses an example of a fictitious company, XYZ, in order to discuss which of the types of theories listed above would be most effective in motivating each of the three employee groups of XYZ company, salespeople, production workers, and the administrative staff.
From the Paper
"As we move into the twenty-first century, companies will need to draw on the full creative energy and talent of their people. But what tools can company directors use to best mine these resources from its employees? Organizations today are in a constant battle with their competition for talented employees. This makes issues such as how to motivate and retain staff very important. As research and corporate experience has found, financial rewards, such as large salaries, are not always a successful method of bringing about the prolonged motivation of employees. Companies need to become more creative if they want to retain their staff and keep them motivated."
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Motivation-Hygiene Theory, 2002.
Analyzes of Herzberg's Motivation-Hygiene Theory and applies the theory to the workplace.
1,400 words (approx. 5.6 pages), 3 sources, $ 53.95
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Abstract
This paper will discuss how the theory of Herzberg can be applied to a situational worker and how his theories can be used in this way. The Motivational Theories or Motivation-Hygiene Theory of Herzberg will be implemented to show the ways that an employee can be better influenced to motivate on the job. An analysis of this perspective will show how the two correlate and make a systematic format to help keep an employee up to the standards that an excellent company should apply in this workplace dimension.
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Motivation Theory, 2004.
An assessment of Frederick Herzberg's motivation theory.
920 words (approx. 3.7 pages), 2 sources, APA, $ 31.95
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Abstract
This paper studies Frederick Herzberg's motivation theory by applying it to the corporation NVR, Inc. The paper begins by briefly discussing Herzberg's theory as a framework for analyzing components of the workplace. Then the paper uses the theory to analyze NVR, Inc.'s, focusing on the company's application of motivational processes to increase workplace productivity.
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Motivational Theories, 2002.
A description of the four primary motivational theories.
650 words (approx. 2.6 pages), 2 sources, $ 26.95
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Abstract
This is a paper that describes the four primary motivational theories and relates it to scientific and human relation management.
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Motivation Theory, 2002.
An examination of various motivational theories and their rates of success.
900 words (approx. 3.6 pages), 2 sources, $ 35.95
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Abstract
This four-page undergraduate paper examines and analyzes whether motivation comes from within a person or whether it's a result of the situation. Major motivational theories are discussed in order to resolve this issue.
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Motivational Theories, 2005.
Examines motivational theories in the workplace .
1,610 words (approx. 6.4 pages), 4 sources, APA, $ 55.95
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Abstract
This paper examines motivational theories in the workplace. Maslow's Hierarchy of Needs and McClelland's Acquired Needs Theory are applied to a fictitious manufacturing firm. It argues that both theories are applicable, but that an assumption that worker goals correspond directly to functional divisions of the firm is simplistic.
From the Paper
"A manufacturer of customized heavy vehicles and equipment Excelsior Specialty Equipment Corporation has undertaken an effort to improve productivity by evaluating the workplace ..."
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Motivation Theory, 2005.
A look at what motivates sales people, administration and production workers.
848 words (approx. 3.4 pages), 3 sources, MLA, $ 30.95
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Abstract
What motivates people? What determines the level of effort and how hard a person works? An individual's motivation to excel in a particular job depends on his or her overall motivation. Different roles require different types of motivation that can be more effective to inspiring employees. This paper explores the roles of sales people, administration and production workers and what motivation theory is the most encouraging to each worker to perform their jobs at the fullest.
Outline
Introduction
Salespeople
Production Workers
Administrative Staff
Conclusion
From the Paper
"In an organization that employs production staff, the two-factor theory, or the motivator-hygiene theory. This theory is made up of diverse factors that influence job satisfaction and dissatisfaction. It is important that the working environment, or hygiene factor of the company be as pleasant as possible. Frequently, workers in production are duplicating the same job over and over again. It can be easy to because bored, or unmotivated. Improving a hygiene factor will decrease the dissatisfaction of the company's workers, such as increasing the quality of working conditions or providing a real concern for the safety of the workers. "
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Motivation Theory, 1996.
Compares principles & effectiveness of equity theory & goal theory as applied to organizational environments.
1,350 words (approx. 5.4 pages), 9 sources, $ 47.95
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From the Paper
"This research compares the equity theory of motivation with the goal theory of motivation. The thesis of this comparison is that the equity theory of motivation is more effective when applied in work environment wherein individual responsibility is paramount, while the goal theory of motivation is more effective in group work environments.
Equity theory suggests that individuals are sensitive to others receiving similar rewards for less effort, and effort may be adjusted to reflect individual perceptions of fairness. The central argument in equity theory is that employees responses to motivational programs depend on their perceptions of the programs? fairness. According to equity theory, participants in an economic ..."
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Motivation and Expectancy Theory, 2006.
A discussion regarding challenging the underlying assumptions of the expectancy theory.
4,500 words (approx. 18.0 pages), 15 sources, $ 178.95
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Abstract
This paper reviews and challenges the underlying assumptions of expectancy theory as proposed by Vroom and expanded upon by others, contextualizing expectancy theory into the classic science fiction novel 'Hitchhiker's Guide to the Galaxy' as a means of illustrating a serious logical fallacy embedded within expectancy theory. Through doing so, this paper demonstrates that while the expectancy theory is rationally sound and therefore can be used to critically define and describe many aspects of human motivation, the irrationality of human behavior makes it difficult to critically apply expectancy theory in a manner which guarantees successful prediction of behavior or decisions.
From the Paper
" I. Introduction Expectancy theory was first developed by Victor Vroom as an expanded, divergent investigation into motivational theory and research. Vroom's concept of motivation identified that all individuals have innate goals and expectations which they explore within the confines of a given environmental setting, and that the individual is motivated to achieve their goals when they rationalize that the work expended to do so is validated by the rewards inherent within the goal. "
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Maslow?s Motivation Theory, 2002.
An analysis of Abraham Maslow's Theory of "Hierarchy of Needs."
1,610 words (approx. 6.4 pages), 3 sources, MLA, $ 52.95
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Abstract
This paper defines this theory by Maslow and examines its importance to American businesses today. Maslow?s theory of hierarchy of needs discusses the hierarchy and satisfaction of various human needs and how people pursue these needs. This theory is used by human resource managers to motivate their employees.
From the Paper
"These theories are fully applicable in today?s work setting. As far as the matter of the applicability of these theories to hospital employees is concerned, one should first identify as to whether a hospital employee fits the profile of an average business employee? Does he respond to the same motivator patterns as identified by Maslow? Does he possess the same hierarchy of needs as possessed by an average business employee?"
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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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