| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "MOTIVATIONAL FACTORS": |
|
|
Motivational Factors, 2004.
An examination of motivational factors among employees.
10,254 words (approx. 41.0 pages), 35 sources, MLA, $ 206.95
»
Click here to show/hide summary
Abstract
The purpose of this paper is to determine importance of certain factors in motivating employees. The study determines the ranked importance of the following ten motivating factors: (a) job security; (b) sympathetic help with personal problems; (c) personal loyalty to employees; (d) challenging and rewarding work; (e) good working conditions; (f) tactful discipline; (g)monetary compensation; (h) promotions and growth in the organization; (i) feeling of being in on things; and (j) full appreciation of work done. A questionnaire was sent to a random sample of employees to determine how they perceived their jobs and what motivated them. The results are presented here and analyzed in an effort to present a series of recommendations on how to improve employee motivation.
Introduction
Background and Value of Research
Literature Review
Theory Y
Proposed Research Questions and Research Method
Hypothesis and Research Question
Conclusion and Recommendations
Bibliography
Envision Software. (March, 2004). Douglas McGregor's Theory X and Theory Y. Software Project Management, Development, and Consulting Newsletter
From the Paper
"Not so long ago, employees were considered just another factor needed for the production of goods and services (Lindner, 1998). However, researchers have produced very valuable studies that changed this way of thinking about employees. For example, the Hawthorne Studies, conducted by Elton Mayo from 1924 to 1932 (Dickson, 1973), demonstrated that employees are not motivated solely by monetary rewards and employee behavior is strongly correlated to their attitudes (Dickson, 1973). The Hawthorne Studies launched human relations approach to management, in which the needs and motivation of employees become the key focus of managers (Bedeian, 1993)."
| |
|
Motivational Factors in Today's Diversified Work Context, 2005.
A look at motivational factors in today's diversified workforce.
675 words (approx. 2.7 pages), 4 sources, $ 26.95
»
Click here to show/hide summary
Abstract
This paper examines how in today's workplace there are many options for an employee to choose from when thinking of where best to implement his or her skills and talents. It looks at how this diversity of jobs and industries of choices has led to employees making those choices.
From the Paper
"In today's workplace, there are so many options for an employee to choose from when thinking of where best to implement his or her skills and talents. This diversity of jobs and industries, of choices, has led to employees making those choices. In a piece on employee retention that will be cited again and again throughout this paper, the Herman Miller Corporation quotes a recent Bureau of Labor report that predicts "a labor shortage of six million workers by 2008" ("Hang on Loosely" 1). And as the huge baby boomer generation, today's largest part of the workforce, ages and retires, this shortage will only worsen. This spells trouble for employers, as the multitude of job choices will only greaten, allowing workers to roam free, choosing the most satisfying jobs and the best pay. "
| |
|
Motivation in Non-profit Organizations, 2008.
An analysis of leadership styles and motivating factors for individuals within non-profit organizations.
7,469 words (approx. 29.9 pages), 13 sources, APA, $ 164.95
»
Click here to show/hide summary
Abstract
This paper examines the factors that motivate individuals in the non-profit organization. It looks at the primary principles of motivation that are available to leadership in not-for-profits in motivating their staff and discusses the limitations of the not-for-profit organizations in the area of resource availability. The paper also focuses on the specific leadership style and characteristics that best serve the initiative and intent of the not-for-profit mission.
Table of Contents:
Statement Of Problem
Purpose Of Study
Significance Of Study
Expected Outcomes Of Study
Methodology
Criteria
Hypotheses
Introduction
Literature Review
Self-Concept Validations
Goal-Identification Approaches
Required Leadership Skills
Maslow's Theory Of Motivation
Attracting & Retaining The Right People
The Three Factors Of Leadership Motivation
Motivation Of Part-Time And Volunteer Employees
Summary And Conclusion
From the Paper
"The first hypothesis has been affirmed as being valid in this study in that motivation of full-time, part-time and volunteer employees of the not-for-profit organization requires different considerations and specifically that the volunteer generally is offering their time to the organization because they have a commitment to the goals and mission of the organization therefore these individuals are 'self-motivating' however, the full-time employees and even more so, the part-time employees require the environment to be one in which they are able to become motivated. The second hypothesis of this work has been found to be null in this study in that there is not one specific factor that stands above all others for effective motivation of employees in the not-for-profit organization and in fact, there is not one specific style of leadership motivation which stands as being superior in that it is more about doing the 'right thing' at the 'right time' to motivate not-for-profit employees thereby rendering the third hypothesis in this study null as well."
|
| Term Paper # 105440 |
temporarily unavailable
|
|
|
|
Motivational Strategies at Costco.com, 2008.
An evaluation of the value of several different models of organizational motivation as they relate to Costco's internal development efforts in creating its website, Costco.com.
2,968 words (approx. 11.9 pages), 8 sources, APA, $ 87.95
»
Click here to show/hide summary
Abstract
This paper discusses the motivational theories behind Costco's adoption of several electronic initiatives including online catalogs and a re-vamped and multifunctional website. The author describes the strengths and weaknesses of five motivational strategies that Costco's management could potentially use to motivate key personnel to create a new Costco.com, and suggests which strategies are likely to provide the best foundation for Costco's changes. The author explains the importance of change management in some of these strategies, and concludes that strong leadership is critical in motivating employees and setting changes in motion.
Outline
Overview of the DICE Model
Business Process Reengineering
Exploring Lewin's Model
Exploring the Speed of Change Model
Theories E and O of Motivation
Motivational Theories with the Greatest Potential to Motivate Costco Employees
Success Factors in managing Motivation at Costco
For Costco.com to succeed, Customers' Needs Must Dominate IT Strategies'
Conclusion
From the Paper
"In the context of Coscto.com, their efforts to significantly re-vamp their electronic initiatives will need to include some element business process re-engineering and management, as the underlying processes within the company will need to change to better serve online customers. While Michael Hammer claims that for change to be significant it has to be severe, for Costco.com the change needs to be gradual and focused more on streamlining the customer experience online through better integration of systems."
| |
|
Motivational Techniques, 2001.
An analysis of motivational techniques used to encourage those people who feel helpless about a situation and who are unable to change.
1,050 words (approx. 4.2 pages), 13 sources, MLA, $ 36.95
»
Click here to show/hide summary
Abstract
This paper analyzes and examines the different motivational techniques used for individuals who lack drive and enthusiasm. In Part II, the numerous motivational techniques used for individuals who lack drive and enthusiasm are discussed. Lastly, this paper concludes with an evaluation of the effectiveness of the various motivational techniques used for individuals who lack drive and enthusiasm.
From the Paper
"Motivational techniques are a problematic area to study, both due to the wide variety of motivational techniques available and also due to the fact that motivational techniques will impact each and every individual in different ways. What is especially fascinating about motivational techniques is the plethora of factors and influences that govern the direction, initiation, intensity, and persistence of human behavior. Discovering what motivates individuals to engage in certain types of behavior (whether it be participating in or refraining from such conduct) offers psychologists and other individuals numerous benefits. First, doing so may enable such individuals to better understand and predict how an individual will behave in a given situation, whether it is in an educational, employment, relationship, or social environment. Next, understanding what motivational techniques are effective on a particular individual will provide such individuals with tools to try to control or prevent forms of undesirable behavior while fostering desirable conduct."
| |
|
Motivational Interviewing, 2004.
A look at the approach to group psychotherapy known as motivational interviewing.
2,940 words (approx. 11.8 pages), 6 sources, APA, $ 86.95
»
Click here to show/hide summary
Abstract
This paper discusses the underlying assumptions and principles of motivational interviewing. It includes sections on specific interventions and the efficacy of the approach.
Outline
Underlying Assumptions
Motivational Interviewing Principles
Specific Interventions
Efficacy
From the Paper
"Twenty years ago it would have been difficult to persuade me that a brief intervention of this kind could have such a potent and lasting impact on behavior. (Miller, 1996, p. 840) Although Motivational Interviewing was first described by William R. Miller in 1983, it was not until collaboration with Stephen Rollnick in 1991 that the fundamental concepts and principles of this approach were developed into a format for clinical intervention (Miller and Rollnick, 1995). Miller and Rollnick (1995) define Motivational Interviewing as ?a directive, client-centered counseling style for eliciting behavior change by helping clients to explore and resolve ambivalence? (p. 326). This approach is considered client-centered because the benefits and costs of altering maladaptive behaviors are elicited from the client. Furthermore, because Motivational Interviewing assumes that motivation oscillates across time and situations, it can be readily influenced by the clinician."
| |
|
Differences in Motivational Beliefs, 2005.
Review of Martin Eaton's and Myron Dembo's article, "Differences in the Motivational Beliefs of Asian-American and Non-Asian Students".
808 words (approx. 3.2 pages), 1 source, APA, $ 28.95
»
Click here to show/hide summary
Abstract
This paper reviews and analyzes Eaton's and Dembo's article about the motivational beliefs of Asian-Americans and how these beliefs are very likely one of the reasons Asian-American students outperform non-Asian students academically. The paper explains the implications of Eaton's and Dembo's research and how it could be used for examining the nature of motivational factors in other communities as well.
From the Paper
"Eaton and Dembo discuss their problem clearly, outlining their reasons for performing the research and placing it within the context of prior research. The fact that Asian-Americans usually outperform their non-Asian counterparts on academic tests warrants attention, for educators, psychologists, and sociologists can examine the factors that most predict high achievement among students. Moreover, such a study draws attention to the differences between different cultural communities, which can also help professionals understand and treat students with greater cultural awareness. Further research on other ethnic groups can also contribute much awareness and understanding, which can improve all students? chances for success. Educators, psychologists, and sociologists can glean much information from studies like this one."
| |
|
Motivational Theories, 2002.
A description of the four primary motivational theories.
650 words (approx. 2.6 pages), 2 sources, $ 26.95
»
Click here to show/hide summary
Abstract
This is a paper that describes the four primary motivational theories and relates it to scientific and human relation management.
| |
|
Motivational Interviewing, 2005.
An introduction and analysis of motivational interviewing.
2,700 words (approx. 10.8 pages), 7 sources, APA, $ 95.95
»
Click here to show/hide summary
Abstract
This paper discusses how motivational interviewing can be incorporated with Carl Rogers' client-centered therapy, Albert Ellis' Rational Emotive Behavioral Therapy, the client-centered approach and counseling micro-skills.
From the Paper
"The following paper presents motivational interviewing (MI). An introduction to motivational interviewing is followed by a discussion of how motivational interviewing can be incorporated with Rogers' client-centered therapy during Phase I, how it can be incorporated with Ellis'Rational Emotive Behavioral Therapy (REBT) in Phase II and how motivational interviewing can be incorporated with the client-centered approach, REBT and counseling micro-skills. MI is described as a way of being with people that includes the following aspects: collaboration, evocation, autonomy, confrontation..."
| |
|
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 ..."
| |
|
Motivational Climates and Student Practice Behavior, 2005.
Discussion and review of Melinda Solmon?s article, ?Impact of Motivational Climate on Students? Behaviors and Perceptions in a Physical Education Setting?. .
796 words (approx. 3.2 pages), 1 source, APA, $ 28.95
»
Click here to show/hide summary
Abstract
This paper introduces, discusses, and analyzes Solmon's article, published in the "Journal of Educational Psychology", about a study designed to determine the impact that different motivational climates have on student practice behavior in physical education classes. The paper positively critiques Solmon's statement of the problem, her rationale and background for the research, her methodology and statistical techniques, and concludes with suggestions for further research.
From the Paper
"The problem is clearly stated in Solmon?s article as being related to students? development of adaptive versus maladaptive learning strategies. Moreover, the author notes that based on prior research, ?what the student does is a more important determinant of learning than what the teacher does,? (731). Therefore, studying the reactions of students to different motivational climates can help educators understand that certain motivational climates are more conducive to adaptive behavior than others."
| |
|
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
»
Click here to show/hide summary
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."
| |
|
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."
| |
|
Motivational Plan, 2004.
An examination of the importance of employee motivation in the work force.
1,025 words (approx. 4.1 pages), 3 sources, MLA, $ 36.95
»
Click here to show/hide summary
Abstract
This paper presents a plan designed to encourage employee motivation. It discusses the important role of the manager as the one being responsible for encouraging motivation. It looks at the effect of low employee motivation on an organization.
From the Paper
"We are moving fast on the information highway and the creation, dissemination and intelligent analysis of information and in short the management of information system, has become the main concern for business organizations. However a deeper probe reveals that it is the employees who can give a competitive advantage to the organization in the increasingly cutthroat competition of the business world. Human resource management holds the key not only for business competence but it is also the very basis for the survival of the business. In this regard it is imperative for our organization to consider the new business proposal, which involves a fundamental restructuring of the organizational setup."
|
|
|
