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员工摄影之历史 [3]

论文作者:www.51lunwen.org论文属性:本科毕业论文 Thesis登出时间:2016-03-17编辑:zhaotianyun点击率:19735

论文字数:5824论文编号:org201603151857544754语种:英语 English地区:澳门价格:免费论文

关键词:工作满意度Content theories绩效管理

摘要:摘要:本文主要对2012年对凯罗公司员工工作满意度调查报告的分析和总结。其目的是识别和理解整体员工工作满意度重要的因素和参与。

t the next level up the hierarchy becomes our motivation. For example, when the basic need for food and clothing is satisfied, we aim for security needs, and so on.

This theory was not intended as an explanation of motivation in the workplace but more general motivation in day to day life; however, many managerial theorists have taken it on board and adopted it. The theory suggests that employees will always tend to want more from their employers. When they have satisfied their subsistence needs, they strive to fulfil security needs. When jobs are secure they will seek ways of satisfying social needs and if successful will seek the means to self-actualisation.

Hertzberg (1959) presented a two - factor theory, which looks at motivators and hygiene's and proposed that job satisfaction and dissatisfaction appeared to be caused by two sets of different factors. The presence of motivators in the workplace caused enduring states of motivation in employees but their absence did not lead to dissatisfaction. Hygiene on the other hand produced an acceptable working environment but did not increase satisfaction - their absence did however cause job dissatisfaction.

Motivators Hygiene's

Responsibility Supervision

Recognition Salary

Promotion Work environment

Achievement Company policies

Intrinsic aspects of the job Relationship with colleagues

The most important contribution of Herzberg's two-factor theory of motivation is the idea that motivation comes from the intrinsic value and satisfaction the worker gets from the job itself, not from the conditions surrounding the job. Even if pay and benefits are high, to be motivating a job must also be challenging, interesting, and have opportunities for achievement. Herzberg's two-factor theory thus highlights the importance of good job design and managers' attending to the motivator factors present in a job.

Alderfer (1972) suggests that individual needs can be divided into three groups:

1. Existence needs, which include nutritional and material requirements (at work this would include pay and conditions.)

2. Relatedness needs, which are met through relationships with family and friends and at work with colleagues.

3. Growth needs, which reflect a desire for personal psychological developments.

Alderfer's existence needs parallel Maslow's physiological and security needs, his relatedness needs parallel Maslow's social and esteems needs, and his growth needs parallel Maslow's self-actualization needs.

Alderfer's theory differs from Maslow in a number of important respects.

Alderfer argued that it was better to think in terms of a continuum rather than a hierarchy; from concrete existence needs to least concrete growth needs and argued that you could move along this in either direction.

Maslow argued that when satisfied, a need becomes less important to an individual, but Alderfer argues that relatedness or growth needs become more important when satisfied. This means that team working activities can continue to motivate employees and are not necessarily superseded by growth needs.

Mumford (1976) argues that workers have:

1. Knowledge needs, work that utilizes their knowledge and skills.

2. Psychological needs, such as recognition, responsibility, sta论文英语论文网提供整理,提供论文代写英语论文代写代写论文代写英语论文代写留学生论文代写英文论文留学生论文代写相关核心关键词搜索。

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