| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "MOTIVATIONS": |
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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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| Term Paper # 5278 |
temporarily unavailable
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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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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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Employee Motivation, 2004.
An analysis of the importance of employee motivation.
1,613 words (approx. 6.5 pages), 4 sources, MLA, $ 52.95
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Abstract
In today's fast paced and competitive workplace environment, motivating employees for better job performance can be a difficult task. Understanding the vast range of motivational components and the different thought processes that bring about motivation can often be the most difficult part of encouraging employees to reach their peak performances. Additionally, sorting through the many myths about motivation, and determining the best approach for any given environment can add to the stress of motivating employees. This paper discusses the various theories of employee motivation, options used to motivate employees and the pros and cons of those options. Additionally, the paper outlines a plan of action designed to achieve a high level of employee motivation.
From the Paper
"First, understanding the concept of motivation is essential. Motivation can be thought of as a set of processes that leads an individual to a desired goal. For example, if an individual wishes to be head of a company, that person can be said to be motivated toward becoming the head of the company. Any behavior that the individual chooses to voluntarily pursue to achieve a goal can thus be thought of as motivated behavior. So, in the example given above, the individual may choose to work longer hours, and with extra care and responsibility, in order to become head of the company. Those voluntary choices for behavior are motivated behaviors, because they are brought about by the desire to become the supervisor (Allen, 1998). From a management standpoint, those choices are the key to motivating employees."
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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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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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| Term Paper # 96727 |
temporarily unavailable
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Employee Morale and Motivation, 2003.
A discussion of methods for improving employee morale and motivation in order to increase supply chain efficiency and productivity.
5,282 words (approx. 21.1 pages), 60 sources, APA, $ 131.95
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Abstract
Improving employee morale and motivation is a critical concern for managers in order to increase productivity. This paper discusses employee morale and motivation, including a review of literature describing views on extrinsic versus intrinsic motivators and some of the debates regarding motivation in general. The paper closes with a classification of methods for managers on improving employee morale and motivation in five categories: monetary rewards; work-life balance; career-oriented benefits; entertainment; and status enhancing.
From the Paper
"As supply chain managers continue to seek innovative ways to improve efficiency, there are few changes that would impact the overall supply chain as much as improving employee morale and employee motivation. While improving employee morale and motivation might be more challenging during an economic downturn, there remain numerous low-cost avenues available to all managers. This paper addresses methods for improving employee morale and employee motivation in order to increase productivity."
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Motivation, 2003.
A discussion on the content model of human motivation.
2,096 words (approx. 8.4 pages), 9 sources, MLA, $ 65.95
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Abstract
This paper begins with a general overview on human motivation. It continues to discuss Maslow and Alderfer's specific theories on the topic. It then explores how motivation correlates in the political and marketing arenas. The paper also expands on the causes of motivational problems and how to motivate the individual in the future. Lastly, the author offers a conclusive summary.
Table of Contents:
Introduction
Models and Theories of Human Motivation
Politics and Marketing
Nature and Causes of Motivational Problems
Summary
Works Cited
From the Paper
"This can be applied to the issue of marketing in that individuals who work in this field and have their basic needs met would be more interested in learning new techniques and new ways to grow their businesses, as well as taking other training that will teach them about technologies and other issues that are up-and-coming. They will be in a growth stage because their needs for existence (i.e. money, job security) and their needs for relatedness (i.e. relationships with their peers and others) will already have been met."
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Choice and Motivation, 2005.
Compares two modern day theories of motivation and choice.
2,484 words (approx. 9.9 pages), 54 sources, MLA, $ 75.95
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Abstract
Given that each and every one of us is exposed to advertisers and marketers attempting to motivate us to choose their product, whether we need it or not, understanding the dynamics between motivation and choice should be high on every educated person's list. The paper explains that if we do not understand how we are being manipulated by the media and for what ends, we cannot make informed choices about other things in life. This paper compares and contrasts two modern theories of motivation and choice - the personally intrinsic and the socially intrinsic.
Paper Outline:
Introduction
History of Study of Motivation
Extrinsic vs. Intrinsic Rewards
Choice and Intrinsic Motivation in Western Civilization
Motivation and Choice in Non-Western Cultures
Conclusions
References
From the Paper
"Generally, Westerners appear to be more interested in the concepts of motivation and choice because they are an intrinsic part of our culture. Certainly, as corporations grow globally both in their markets as well as in their employment, understanding what motivates employees and consumers from other cultures will be very important to the international corporations of the 21st Century."
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Extrinsic Motivation in Education, 2005.
Discusses the advantages/disadvantages of using extrinsic motivation (external rewards) in the classroom.
4,950 words (approx. 19.8 pages), 16 sources, APA, $ 125.95
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Abstract
There are many reasons why teachers use extrinsic motivation, sometimes also called external rewards or tangible rewards, in the classroom and there are differing points of view as to whether this style of reward is appropriate for students. This paper explains that one of the main concerns is whether this teaches children that they should receive something for good behavior. Children may behave better in the hopes of receiving some reward, but they may also behave poorly if the reward is not something that they feel they want or need. The paper shows that, because of this, teachers and others that work in the education field must decide if extrinsic motivation is right for their students based on the age-group that is being taught and other factors. There are both advantages and disadvantages to extrinsic motivation in the classroom and the key is to determine whether the advantages outweigh the disadvantages when deciding whether to use this type of motivation with a particular group of students.
Paper Outline:
Introduction
Description of the Topic
Advantages and Disadvantages For Classroom Use
The Debate Surrounding Extrinsic Motivation
Implications For the Field of Teaching
Conclusion
References
From the Paper
"Proper behavior in the classroom must be rewarded, just as negative behavior or inappropriate behavior is often punished. Tangible rewards such as candy, notes home with happy comments, parties, free time, and other issues work very well. However, intangible rewards such as speaking to a student about how well he or she has performed on something particular or simply giving the student a pat on the back and letting him or her know that he or she has done a good job often goes just as far as getting something tangible, depending on the student, and on the way that the message is delivered."
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