(1986). The communication handbook: A dictionary. New York: Harper & Row Ghaye‚ T Gibbs‚ G. (1988). Learning by doing: a guide to teaching and learning methods. London: Further Education Unit. Herzberg‚ F. (1968). One more time: How do you motivate employees? Harvard Business Review‚ 40(1)‚ p 53-62 Herzberg‚ F. (1976). The managerial choice: To be efficient and to be human. Homewood‚ IL: Dow Jones-Irwin. Kolb‚ D.A. (1984). Experiential learning: experience as the source of learning and development
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Group Dynamics: Research Theory‚ Third Edition‚ Harper and Row. Handy‚ C. B. (1993)‚ Understanding Organizations‚ Fourth Edition‚ Penguin. Herzberg‚ F. (1966)‚ Work and the Nature of Man. Cleveland: World Publishing Co. Hunsaker P. L. (2005)‚ Management: A Skills Approach‚ Second Edition‚ Pearson Prentice Hall. Leadership and Human Behaviour. 2007. [online]. McClelland D. C. (1976) Business Drive and National Achievement‚ Harvard Business Review‚ 54 p100-110. Mullins L
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Determination Theory: Another Look at the Quality of Academic Motivation‚ Education Psychologist‚ 41(1)‚ 19-31. ISSN: 00461520. [Online]Available:http://www.selfdeterminationtheory.org(February 18‚ 2012). McClelland‚ D.C. (1962)‚ “Business Drives and National Achievement‚” Harvard Business Review‚ 98-112. McClelland‚ D.C. (1971)‚ Managing People at Work‚ New York: Macmillan Publishing House.
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Studies/experiments – social relations at work are as important as monetary incentives and good physical working conditions Human Relations School -1950s The concept of self-actualising was born. Theorists = Maslow‚ McGregor‚ Herzberg‚ Likert‚ Argyris and McClelland. Modernists Later quarter of the 20th Century. Theorists = Mintzberg‚ Bill Reddin – efficient/effective managers Efficient – seek to solve problems and reduce costs Effective – produce creative alternatives and increase profits
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1. Analyse how these two sets of views can be applied to the work of Herzberg or Vroom or McClelland. These two sets of views can be applied to the work of Herzberg or Vroom or McClelland as the different points made in this case study relate or link to the theories that these three theorists have come up with. For example Bob Nelson believes that workers need some control of their work meaning job enrichment and being recognised for achievements made. This links back to Herzberg’s theory
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m Motivation Theories By Therese Mac Donald Table of Content Page 3 – Introduction Maslow Page 4- Porter & Lawler Page 5- David Mc Chelland F Hertzberg’s Hackman & Oldham Page 6- Heekhausen’s Theories Vroom Justice S Adams D Atkinson B Skinner Page 7- Conclusion 17 November 2012 Therese Donovan Motivation Theories There are quite a number of modern motivational theories that attempt to identify the key needs and
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Abstract Employee motivation is a topic widely researched noting numerous motivational theories and concepts. Similarly there has been much discussion on the many factors that influence an employee’s level of motivation. Those factors include monetary rewards‚ employee involvement‚ training & development‚ employee recognition programs‚ etc. This paper will discuss review motivational theories developed based on the concept of “needs” and other motivational philosophies‚ as well as discuss the correlation
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CONTENTS I) Introduction a) Definition b) Plan of the research II) The importance of employee motivation to increase productivity and stronger customer relationship III) Motivation Theories a) Maslow’s Hierarchy of Needs b) McClelland’s achievement Theory c) Herberg’s Hygiene Theory of Motivation d) Vroom’s Expectancy Theory VI) Conclusion V) References I) Introduction a) Definition According to Sims (2002)‚ motivation is the process
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diminished in value. In the current trend‚ the approach of job satisfaction focuses on cognitive process rather than on basic needs in the studies (Huber‚ 2006; Spector‚ 1997). Another approach as proposed by Herzberg (Herzberg et al.‚ 1959; cited in Huber‚ 2006) is based on the Maslow’s theory. Herzberg and colleagues built Herzberg’s motivation-hygiene theory of job satisfaction. Theory proposed that there are two different categories of needs‚ which are
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theories base themselves on assuming people have a set of needs which are listed out of what they need to pursue and is usually a ladder in which they climb up and down during their lifetime. The main theories of content are Maslow’s‚ aldefer’s‚ Herzberg and McClelland. Whereas process theories assumes that individuals select their goals and choose how to get them by a process of calculation to find out what it needs to make each individual tick in a certain way. The main theories of process motivation are
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