| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "MOTIVATION WORKPLACE": |
|
|
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
»
Click here to show/hide summary
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."
| |
|
Motivation in the Workplace, 2006.
A discussion regarding the changing workplace and employee motivation.
994 words (approx. 4.0 pages), 3 sources, MLA, $ 35.95
»
Click here to show/hide summary
Abstract
This paper discusses how employee motivation has become more challenging. The paper reviews various factors that influence employee motivation. The paper further discusses the unique needs that employees have acquired as a consequence of modern times.
From the Paper
"For example, if a valued employee requests the opportunity to work from home due to family obligations, every effort should be made to allow this if the nature of their work responsibilities allow it. To integrate motivational elements into this arrangement, the worker should be communicated to that they are being allowed to do this because they are a valued part of the team, and their contributions are essential to the goals of the firm. In this way, the employee feels motivated about something that they may have felt guilty having to ask about, the supervisor is able to motivate, and the firm does not lose the talent of a valuable worker. The fulfillment of the basic needs of the employee through motivation ties back to Maslow's Hierarchy of Needs, which is discussed in other sections of this paper."
|
| Term Paper # 101447 |
temporarily unavailable
|
|
|
|
Incentive Programs and Motivation in the Workplace, 2003.
This paper discusses the numerous incentive programs available to employers and examines which programs really work.
3,919 words (approx. 15.7 pages), 16 sources, MLA, $ 106.95
»
Click here to show/hide summary
Abstract
This essay analyzes the difference between incentive and motivation and shows how they are related. Several motivational theories are also compared and shown how they relate to the various incentive programs, such as profit sharing and gain sharing, that can be used by companies.
From the Paper
"In today?s hectic work environment, it is sometimes difficult for management to keep employee satisfaction in mind. Many managers are often heard saying ?I have so many things to do that I don?t really have time to pat employees on the back for everything they do.? At the company where I am employed, one of my bosses has said on numerous occasions ?We don?t say things like good job around here because that?s just the way it?s always been. You can just assume if you don?t hear anything that you?re doing fine.? It is for reasons like this that many Americans feel little or no satisfaction with their jobs. Perhaps supervisors embracing this type of management philosophy are not lazy, but just not used to recognizing people, and are in essence creating an unsatisfied group of employees. Whatever the reason, it is imperative that companies teach managers how to create satisfied employees as well as implement programs that give employees an incentive to want to do well at work. Companies need to learn how to create a healthy balance between those things that affect job satisfaction or dissatisfaction. Hygiene factors, such as pay and policies affect job dissatisfaction, while motivator factors, such as recognition and responsibility affect job satisfaction. Without balance between these two factors, employees will either be dissatisfied or get no satisfaction from their jobs. There are many ways companies can use incentives to motivate employees, and several will be examined and compared to one another."
| |
|
Workplace Motivation, 2002.
A discussion of recent workplace motivational theories.
1,400 words (approx. 5.6 pages), 13 sources, $ 53.95
»
Click here to show/hide summary
Abstract
This paper suggests that employee motivation in the workplace is one of the most important aspects of the managers job without which the level of productivity will decrease drastically.
| |
|
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
»
Click here to show/hide summary
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?
| |
|
Motivation, 2007.
This paper examines theories of motivation and how they affect the workplace.
3,666 words (approx. 14.7 pages), 10 sources, APA, $ 101.95
»
Click here to show/hide summary
Abstract
This study looks into the distinction between promotion versus prevention motivation theories. The author defines these terms , and further discusses how these two character types can work together or separately. The workplace is used as the setting for examining these theories. The pros and cons of using one approach exclusively are discussed. The author concludes that a blending of management style and employee focus is necessary to maximize the gains and minimize the harms associated with both strategies.
Outline:
Introduction
Prevention versus Promotion: The Research
Promotion versus Prevention: Application within the Workplace
Promotion versus Prevention within the Workplace: Test
Results
Conclusion
From the Paper
"The study of motivation is a central principle within the science of psychology. When people fail and succeed, especially in the workplace, their tendencies and actions give a clear description of their personality and character. Some people fail and give up on their attempts, taking the perspective that is always easier to prevent themselves from failure again rather than keep trying. While conversely, others may fail and try harder, motivating themselves to succeed through failures. Both of these types of feedback signs are found in empirical studies, however, little application has been found in how to use this data in interpreting workplace relationships and the motivational tactics of management. "
| |
|
Motivation, 2001.
This paper presents two theories on how to better motivate employees in the workplace.
2,905 words (approx. 11.6 pages), 22 sources, APA, $ 86.95
»
Click here to show/hide summary
Abstract
This paper examines certain theories that make people work harder to achieve their goals. This paper shows that our behaviors, particularly our desire to strive to achieve a goal, are influenced by several factors and that these factors can be manipulated to control behavior. The author examines the idea that a person?s perception of his ability to achieve success is more important than his actual ability to do so.
From the Paper
"A manager who constantly threatens with punishment and tells his employees they are worthless and lazy can expect nothing more than to have worthless, lazy employees. If he tells his employees that they are the best in the business, then he can expect no more than the best efforts that his employees can give. Involving the employees in decisions and letting them make suggestions will give them a more internal locus of control. Setting reasonable goals and giving positive encouragement to achieve them will make them want to do even more than expected. Applying the principles of expectancy/value theory and attribution theory can cause employees to be self-motivated into achieving ever-greater levels of success."
| |
|
Motivational Theories, 2005.
Examines motivational theories in the workplace .
1,610 words (approx. 6.4 pages), 4 sources, APA, $ 55.95
»
Click here to show/hide summary
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 ..."
| |
|
Operational Motivational Plan, 2003.
The importance of employers providing an environment that motivates employees in the workplace.
1,100 words (approx. 4.4 pages), 3 sources, MLA, $ 38.95
»
Click here to show/hide summary
Abstract
This paper examines the organizational behavior issues involving employee motivation and productivity while undergoing rapid change. The issues examined are the building blocks for an operational motivational plan. The plan aims to define the role of the manager, the role of the organization and the specific incentive elements of the plan. The paper also attempts to identify the measures that will provide value-added results to the organization.
From the Paper
"Motivation is the key to employee productivity and commitment to business goals. Morale and keeping employees engaged and motivated are "important as it has a direct impact on productivity" (Blair 6). A survey of Federal employee job satisfaction released in June by the Washington think task, Bookings Institution "reported that the quality of work life and job satisfaction declined after the terrorist attacks" (Blair 6). The survey, "The Troubled State of the Public Service" showed job satisfaction dropped from 49 percent in 2001 to 43 percent in 2002. These figures are the lowest in over 21 years. The Federal government and its employees have been subjected to outsourcing, downsizing, long hours, new demands, and decreased pay raises. It is these issues that prompt a need to develop an organizational motivation plan. The plan will provide the vision, direction and goals to energize the workforce toward achieving goals and mission."
| |
|
Motivation in the Work Place, 2008.
A discussion of what motivates people in the work place.
1,381 words (approx. 5.5 pages), 8 sources, APA, $ 46.95
»
Click here to show/hide summary
Abstract
This paper examines what motivates employees and looks at how companies can satisfy an employee's needs. The paper explains that increasing motivation in the workplace will not always create more productivity. The paper looks at how poor equipment, poor materials, a negative work environment, politics and many other factors can have significant impact on production. The paper also discusses Abraham Maslow's research on human behavior and motivation and how this relates to motivation in the workplace. The paper also shows that there are specific things that a manager can do to create positive employee motivation, for example provide feedback, listen actively, hire superior people, provide recognition, and build empowered teams.
From the Paper
"After the publication of the Hawthorne Studies, the study of understanding what motivated employees was the focus for many researchers. One of those researchers was Abraham Maslow. He did his investigation of human behavior between 1939 and 1943. Maslow believed that motivation was based on five specific human needs, physiological, safety, love, esteem, and self-actualization. These needs are known as Maslow's Need Hierarchy Theory. When the physiological need, having food or water is met, the need for being safe from harm is next. After the safety need is fulfilled the need for love is the focus. Self confidence, strength and the need for recognition from others are factors of the esteem need which is the next rung on the ladder, leading to the final need of self-actualization or becoming the best one can be. As we move up the ladder of needs they become harder and harder to achieve. The company or the manager is responsible for satisfying the higher needs."
| |
|
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
»
Click here to show/hide summary
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. "
| |
|
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
»
Click here to show/hide summary
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.
| |
|
Sexual Harassment in the Workplace, 1990.
This paper dicusses sexual harassment of women in the workplace: Difficulties of legal definition, managerial ignorance of women's rights on the job, incidence, motivation and women's attitudes.
2,025 words (approx. 8.1 pages), 14 sources, $ 71.95
»
Click here to show/hide summary
From the Paper
"This paper addresses sexual harassment of women in employment. Within this context, discussion focuses on difficulties of legal definition, incidence, motivation (power-seeking vs. sexual attraction), women's attitudes, and managerial ignorance of women's rights on the job. The paper is divided into two sections: sexual harassment and employer liability and responsibility.
Sexual harassment is a form of sex discrimination as defined by Title VII of the Civil Rights Act of 1964,1 and the usual remedies apply--back pay, reinstatement or front-pay injunctive relief, and attorney's fees. Many, early court decisions tended to treat sexual advances on the job as harmless personal matters outside the scope of sex discrimination statutes. These early decisions were reversed on appeal as the courts gradually turned ... "
| |
|
Patton, Motivation and Leadership, 2008.
This paper looks at the motivations behind those in positions of power in the workplace.
806 words (approx. 3.2 pages), 1 source, MLA, $ 28.95
»
Click here to show/hide summary
Abstract
The paper examines the case of George S. Patton, a skilled military commander. The paper shows how selfishness, a desire for self-aggrandizement and a need for power were what motivated him to lead as he did. The paper discusses how, while Patton's forceful nature and general competence made him an effective administrator in many ways, his selfishness and obvious character flaws made him a deeply flawed leader.
From the Paper
"It is often conceded that life is fundamentally a quest for power ("Power, Love and Sex at Work," 117). For all intents and purposes, power is the ability of one individual to shape the activities of another individual or group of individuals; in other words, it is the ability of one party to make another party do what he or she would otherwise be disinclined to do. Naturally enough, there are people who are consumed by the "Power motive" and will seek out power wherever they find it. That being said, the pursuit of power does not necessarily involve running for high office or campaigning for an elevated position within an organization; to wit, people who seek power may also find some semblance of it in drug use, the exploitation of others (most notably loved ones) and in the constant embrace of risk-taking behavior entailing physical challenges or threats of one kind or another ("Power, Love, and Sex at Work," 118)."
|
|
|
