Theories of Motivation in the Workplace At one time‚ in the workplace‚ the only type of "motivation" necessary was a command from the boss for an employee to do something (Lindner‚ 1998). However‚ times have changed and so have bosses and employees. Ever since the middle of the 20th century‚ various business experts and academicians have developed theories of motivation to help direct employees toward better and stronger productivity. The main theories that tend to be used in the business community
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International Journal of Career Management Emerald Article: Impact of employee benefits on work motivation and productivity Jon-Chao Hong‚ Sung-De Yang‚ Li-Jung Wang‚ En-Fu Chiou‚ Fan-Yin Su‚ sui-Lan Huang Article information: To cite this document: Jon-Chao Hong‚ Sung-De Yang‚ Li-Jung Wang‚ En-Fu Chiou‚ Fan-Yin Su‚ sui-Lan Huang‚ (1995)‚"Impact of employee benefits on work motivation and productivity"‚ International Journal of Career Management‚ Vol. 7 Iss: 6 pp. 10 - 14 Permanent link to this document:
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Individual Behavior Various Theories of Motivation C. Herzberg’s Two-Factor Theory of Motivation In 1959‚ Frederick Herzberg‚ a behavioral scientist proposed a two-factor theory or the motivator-hygiene theory. According to Herzberg‚ there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. According to Herzberg‚ the opposite of “Satisfaction” is “No satisfaction” and the opposite of “Dissatisfaction” is “No Dissatisfaction”.
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explain TWO theories of motivation as to how you would improve staff motivation and decrease absenteeism. 你是一个小会计实践的经理，最近你已经注意到，缺勤率已增加。你怀疑这是因为额外的工作量，公司现在已经由于取得了一些新的大客户。然而，你没有预算还雇用更多的员工为支付这额外的工作。这导致了现有的员工越来越不满工作条件和时长。描述和解释两种激励理论对如何提高员工的工作积极性和减少缺勤。 Introduction In order to solve the problem of absenteeism in the company‚ I intend to come up with two motivation theories to enhance the employees’ work enthusiasm and therefore improve their work performance and efficiency. Two theories are content
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Abstrac The purpose of this paper is to review the history of "green marketing" since the early 1990s and to provide a critique of both theory and practice in order to understand how the marketing discipline may yet contribute to progress towards greater sustainability. The paper examines elements of green marketing theory and practice over the past 15 years by employing the logic of the classic paper from 1985 "Has marketing failed‚ or was it never really tried" of seeking to identify "false
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satisfied. Consequently‚ not only the teaching profession is in serious risk but the attainment of Vision 2020 will be affected. The discussion of job satisfaction and dissatisfaction is largely generated from the theory proposed by Herzberg theory that is called “two-factor theory” or “two-hierarchy of needs”. Both job satisfaction and dissatisfaction are assumed critical for the organizations to manage since they absolutely affect the productivity as well as the effectiveness of either the teachers
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to action. “Motivation is a combination of needs that influence behavior and action” (Kressler‚ 2003). In case if an employee is to successfully complete a task in any organization‚ he or she requires motivation‚ performance capacity and development potential in order to activate skills‚ experiences‚ talents and creative energies‚ and reach company goals. The main purpose of this assignment is the consideration and analysis of motivation theories (content & process theories)‚ on which based
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that consistency with his personality. Lastly we have distinctiveness which refers to whether an individual displays different behaviors in different situations. When attempt to explain why we behave certain ways we understand attribution theory. Attribution theory suggests that when we observe an individual’s behavior‚ we attempt to determine whether it was internally or externally caused. Internally caused behaviors are those we believe to be under personal control of the individual. Externally caused
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Abstract This paper explores a small portion of the self-worth theory of motivation. It reviews self worth in elementary education levels‚ secondary education of at risk teens‚ and motivations of worth in the work place. At the elementary levels is looks at society and how we attain self-worth from as early as birth through parental intervention and positive or negative encouragement‚ it also explores how society can also play a role in the perceived sense of worthiness or failure. Next is “at
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Expectancy Theory of Motivation One process model of motivation‚ expectancy theory‚ will be discussed and applied in the context of compensation because it is the most useful (or practical) in understanding the relationship between compensation‚ rewards‚ and motivation. This discussion has been part of the book up to the 6th edition‚ but removed because some reviewers considered it as a repetition of material covered in OB courses. We offer it here as a supplement to show how Expectancy Theory applies
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