代写assignment:工作场所激励与满意度的关系 [4]
论文作者:www.51lunwen.org论文属性:作业 Assignment登出时间:2017-03-13编辑:cinq点击率:6316
论文字数:3000论文编号:org201703131850303980语种:英语 English地区:英国价格:免费论文
关键词:代写assignment留学生作业激励与满意度
摘要:本文是留学生assignment写作范文,主要内容是工作场所激励与满意度的关系,包括结构的满意度和动机,探讨它们之间的关系,并提供了一个论据,在区分它们在工作的情况下的用处。
ething that is quite intrinsic, which can be enhanced by both extrinsic and intrinsic factors but has a greater degree of longevity when enhanced intrinsically. Motivation on its own has been shown to increase productivity, with less dependence on work satisfaction. The relationship between motivation and productivity is a linear one, and enhanced motivation has shown to improve individual productivity. Satisfaction, however, is a construct strongly determined by the environment, although the Dispositional Theory brings into question such personal characteristics of self-esteem and self-efficacy. Satisfaction has a less linear relationship with performance, but has been positively correlated with the overall organisation productivity. This productivity has been mainly attributed to the commitment of the individual to the organisation, seeing less days off sick and lower employee turnover. Satisfaction alone does not result in increased individual productivity, as seen with motivation. In the literature, motivation has been shown to improve on levels of satisfaction, yet satisfaction has a far less significant impact on motivation.
It is clear then from the literature that although highly correlated constructs, motivation and satisfaction are distinctly unique and yield complementary, yet differing results.
Conclusion 结论
A review of the literature has shown both the individual impact of motivation and satisfaction on performance in the work place, levels of absenteeism, lateness and turnover. It has further demonstrated the relationship between these constructs, with motivation being associated with a larger degree of individual productivity, and satisfaction yielding overall organisational productivity. Furthermore, motivation has been indicated as being better enhanced by means of intrinsic factors, whereas satisfaction has been shown to be largely enhanced through external factors. Making these distinctions between motivation and satisfaction has important implications to organisations. Work designs that target only one of these constructs or that assumes that they are the same and yield the same results will fall short of achieving maximum productivity. By understanding the differences between these constructs and the relationship between them, organisations can work towards creating an environment that enhances productivity and secures employee commitment.
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