Abstract The paper examines the theories of motivation and how they are applied in "real life" situations. A hotel in Ireland was chosen as the basis of the research project. The paper examines four motivation theories: Maslow's hierarchy of needs, McGregor's theory X and theory Y, goal setting theory and expectancy theory. The paper then explores current issues of motivation in relation to the hotel and examines how managers design motivating jobs. Finally, the paper attempts to discover other methods of motivation that do not subscribe to classic theories. The paper includes two illustrations and a number of charts and tables
Outline
Introduction
Interview at the Clarion Hotel
The hotel
The manager: Mario Casinhas
Theories of motivation put in practice
Early theories of motivation Contemporary theories of motivation Current Issues in Motivation Motivating unique groups
Designing motivating job
Conclusion
Bibliography
Appendices
From the Paper "As a manager Mario places great emphasis being honest with his staff, he feels that if you are honest with your staff then they will be honest with you and that is the best way to build a team. His personal belief is controversial but effective and somehow he manages to get everyone on his side, stating that his only worry as a manager is having his coffee and reading the paper in the morning. He says a manager who does everything in the workplace is not effective because his team is not proficient. He believes a manager gets paid to ensure his team can do his job. Mario does not place great emphasis on Human Resource Management as he feels that this type of approach has too many rules and procedures. Rather he says talking to each other, giving praise or criticism when its due in non-formal conversations is more effective."
Abstract The author of this paper states that motivation and learning have long been inter-related and continues by positing that the two concepts are mutually interdependent since how much a person learns depends on how much the person is motivated and studies and, the more the person learns, the higher the motivation to study further. To put it in less complex terms, students who enjoy school life and show a willingness to make the most of the school environment are more likely to learn. In the paper, the author discusses various theories of motivation. This is followed by a discussion on research pertaining to the area of teacher expectancy and its effects. Finally, the writer attempts to arrive at some practical suggestions, which teachers, reflecting upon their own classroom practices, might find useful to enhance student motivation in the classroom. The paper includes one table.
Contents:
Introduction
Theories of Motivation Person-as-machine theories - psychoanalytical and behavioural theory
Person-as-Rational-Thinker - cognitive theory of achievement motivation Attribution Theory
Self-efficacy Theory and Self-worth Theory
Achievement Goal Theory
Cognitive theory and the primary school child
Teacher expectations - theory and research
Factors affecting teacher expectations
Teacher behavior toward high- and low- expectancy students
Teacher expectations and motivation - personal experience and classroom practice
Motivation and teacher expectations
Conclusion
Bibliography
From the Paper "At this point I'd like to share some of my own personal experience. My interest in this area arose from the fact that I experimented with my expectations during the past scholastic year. I don't know if it is the case elsewhere, but at our school, on the first day, it is common practice for teachers to exchange information about their students. Since I teach the higher class, in primary school, I am always on the receiving end and listen to my colleagues' evaluations of my new students, their family history and other details. To be honest I find this practice unnerving. I would have seen my students for barely a couple of hours and would like to form my own impressions of them.
"Last October, I decided to pay attention to their comments in so far as to delineate those students whom other teachers classified as low-achievers or not motivated. I then embarked on a mission to try to convey to these students high-expectations. There was a girl I particularly targeted. She was very creative but I knew she had achieved poorly the previous year and had not shown much involvement in class. As I started to expect more out of her and gave her support and encouragement, her attitude changed completely. By the end of the year she was one of the average students as regards achievement tests and her project work was so good that we held an exhibition which featured primarily her work."
This paper examines the necessity of keeping employees motivated in an organization in order to assure its success. Several theories of motivation are presented.
Abstract This paper examines the serious need to keep employees motivated in today's working environment The author argues that management bears a responsibility to keep workers satisfied and motivated if they want to maintain their workforce. Current research on this topic is presented, as well as previous theories. The author concludes that motivated workers result in productivity for the company.
Abstract
How does the Manager Motivate his Employees?
Abraham Maslow and the Hierarchy of Needs
Adams' Equity Theory
Other Theories on Employee Motivation Locke and his Goal Setting Theory
How do the Theories of Motivation Apply to the Work Environment
Conclusion
References
From the Paper "A discerning manager or employer must be able to focus on those particular areas on which to concentrate so that he can motivate his employees. All employees must perforce know and have knowledge of how exactly they must perform their jobs, and the manager must remember that it would be quite unfair to expect an employee to carry out his duties if he does not even know what they are. Therefore, the employer must be willing and ready to provide the necessary training for the employee, and realize that if he does not, then his employee turnover would increase dramatically. If training were to be given, then the employees would be not only motivated for the present, but also by the prospects of future rewards and incentives and other benefits. Employee involvement is also a very important factor in keeping an employee motivated, because they too, like everybody else, would like to have a feeling of involvement in the many decisions that are being made about their work, in the work environment. (Arduser; Brown, 2004)"
Abstract This paper examines the problem of student motivation to read. It identifies factors that affect motivation and strategies to increase student motivation. It looks at a student's needs and perceptions regarding motivation, expectancy theory and motivation and cultural aspects of motivation.
From the Paper "The following is a review of the literature related to motivating students to read. The problem of student motivation is discussed and this is followed by student needs and perceptions regarding motivation expectancy ..."
Abstract The following essay will demonstrate that no single theory can explain the complexity of human motivation, and that the most accurate explanation of human motivation lies somewhere in the middle ? where most motivational theories converge. The author looks at certain underlying assumptions that the different motivational theories hold. The author discusses different theories from three different schools of thought: humanistic, cognitive and learning. The author proposes that on its own, each theory has its strengths and weaknesses, and that one can only adequately understand motivation if one tries to combine all three schools of thought. The theories that are dealt with in this essay are: Maslow's Hierarchy of needs, Adam's Equity Theory, and the O.B. Mod Model.
From the Paper "The first school of thought that will be dealt with will be what Franken calls the "Humanist" school. According to Franken, this approach was first proposed by Carl Rogers and Abraham Maslow, and is based on the assumption that humans are innately good and possess a natural, biological tendency to grow and mature (Franken: 1988:p15). Franken goes on to say that the Humanist theorists believe that every Human being is unique. He then explains how the humanist term for the process of development of that uniqueness is "self-actualization" (Franken: 1988). This essay will now show how the above assumptions can be found in Maslow's theory of motivation, known as Maslow's Hierarchy of Needs. Maslow believed that within every human being there exists a hierarchy of five needs. The first need he termed physiological need, which includes basic needs, such as the satisfaction of hunger, thirst, control of one's temper, and any other bodily needs. The second need was termed safety needs, and includes a person's innate need for security and protection from physical and emotional harms (Robbins: 1996: p169). The third need, Maslow believed, was a social need, which can be explained as a person's innate need to give and receive affection, to feel belongingness, acceptance and friendship. The fourth need Maslow points out is known as esteem needs, and includes "internal esteem factors", such as self-respect, autonomy and achievement. It also includes "external esteem factors", such as status, recognition, and attention. The final need making up Malsow's Hierarchy of Needs is termed self-actualization, and includes the drive for one to reach one's full potential, strive for personal growth, and become self-fulfilled (Robbins: 1996: p169)."
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."
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."
Abstract In this article, the writer notes that today's companies are more competitive than ever due to continually changing technology, the pace of this change and globalization. In order to be successful, the writer maintains that these organizations need to have employees who are motivated to do the best they can for their place of employment. The writer points out that there are a number of different motivation theories demonstrating that motivated employees are more productive and creative. The type of motivation varies based on the person, the situation, the position and the organizational culture. The writer concludes that companies should continually conduct surveys and interview employees at all levels of the organization to see if needs have changed thereby necessitating a change in motivational approaches. The writer notes that the most successful organization is one where the people feel appreciated and an integral part of the overall mission and vision.
From the Paper "According to Maslow, employees have five levels of needs:physiological, safety, social, ego and self- actualizing. He states that lower level needs had to first be satisfied before any higher level need would act as a motivator. Maslow's hierarchic theory is often represented in pyramid form, with the larger, lower levels representing the lower needs and the upper one the need for self-actualization. He believes that the only reason people would not move well in the direction of self-actualization is due to any barriers placed in their way."
"In a work situation, these five areas could be designated as following: Physiological needs are the most basic human needs. Level One: The organization helps to satisfy employees' physiological needs by a paycheck; Level Two: The company helps to satisfy employees' safety needs by benefits and a safe environment; Level Three: The organization provides work teams, sports, parties, and celebrations, as well as showing direct care and concern for employees. Level Four: The organization matches skills and abilities of the employee to the job that shows employees appreciation for work, and promotes the workers; Level Five: Assigning tasks that challenge employees' as well as uses their aptitude and training."
Abstract This paper begins with a critical examination of an article by Sanford Pinsker, entitled "Was Ralph Waldo Emerson Our First Motivational Speaker?" Pinsker finds that, like Emerson, modern motivational speakers inspire a feeling of greatness in their listeners. However, the author explains that while Emerson believed in the importance of developing a self through the practice of self-reliance, which requires hard work and motivation, professional speakers today focus on improving one's view of life, rather than setting people on a path to a better self. In this context, the author discusses Emerson's essay "Self-Reliance," which warns against conformity and encourages a constant re-evaluation of one's own thoughts, as well as the validity of the thoughts and statements of others. The author explains that Emerson concludes by repudiating the very motivations behind what drives most people to listen to motivational speakers, the desire for success in obtaining property and fortune, since the task of finding one's true self should be the real goal.
From the Paper "Emerson was a brilliant writer and skilled orator. Through the keeping of detailed journals he was able to write, and re-write, essays, as he deemed necessary. He felt there was nothing wrong with a change of opinion and in fact considered constant re-evaluations of one's beliefs a vital part of being an adult. Many of his essays implore the reader to make the attempt to be more than a reader for idle pleasure and encourage the same constant self-exploration. Beneath all of this, his writing still retains its clarity and a certain timeless quality."
Abstract This is an extensive, in-depth paper about employee motivation and motivational theory. It covers basic employee and managerial motivations as well as how to deal with unmotivated and burnt-out employees. Rooted in the classic questions of psychology, motivational theory is an important part of a business education for today's human resources professionals.
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."
Abstract The paper discusses that understanding what motivates people to accomplish organizational goals has been the focus of researchers for a number of years. The paper states that a number of psychological and management theories have been advanced over the years to explain why humans behave the way they do, and what motivates them in positive and negative ways. The paper states that one of the theories that emerged in the early 20th century to help account for positive and negative motivation in organizational settings, is classical behaviorism, which the paper discusses in detail.
Outline:
Review and Discussion
Background and Overview
Employee Motivation and Reward
Conclusion
From the Paper " While behaviorism may appear to be a cold-blooded approach to understanding human behavior, there are some harsh realities that must be taken into account when trying to manage large groups of people and behaviorism recognizes these human frailties. In fact, it is reasonable to assume that because people are just people, they will try to get away with whatever they can for as long as they can absent any stimulus to persuade them otherwise. Managers who understand this will be using the tenets of behaviorism whether they know it or not to achieve improved performance from their employees."
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."
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."
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."
