留学生HR论文—员工激励 [4]
论文作者:英语论文论文属性:作业 Assignment登出时间:2014-09-16编辑:zcm84984点击率:13657
论文字数:6562论文编号:org201409112212282054语种:英语 English地区:美国价格:免费论文
关键词:Employee Motivation员工激励商品服务留学生论文
摘要:本文是一篇关于留学生Employee Motivation的相关论文,在HR管理中,员工效率的激发是十分重要的,他们的态度直接关联到他们的行为动机,了解员工的积极性以及它的企业文化和性别关系是研究的重点。
ds and normative pressures.
Extrinsic rewards are based on reward and punishments controlled by the organisation. Like Bymes (2006) individuals with external motivators are motivated by salary or wage packets. Internal on the other hand is associated with employees who want to be employed in a particular position by a firm whose organisational values and work requirements are closely linked with the individual's personal values and skills.
Implicit and explicit motives relate to different aspects of the person, but both are important determinants of behaviour. According to Basset-Jones & Lloyd (2005) motivators associated with intrinsic drivers outweigh motives linked to financial and inducement and observing others benefiting from recognition and extrinsic rewards. Like Locke &Latham (2004) internal factors that drive motivation and external factors that act as inducements to action is the concept of motivation. Motivation can affect three aspects of work; direction, intensity and duration. People's skill, abilities and how and to what extent they utilise them are affected by motivation.
According to Katz (2005) intrinsic factors are the main reason for a person's true commitment and motivation. Extrinsic factors like salary and working conditions are also important, but do not give the commitment and excitement that the employee needs. How a person views the
assignment and how tasks, information, rewards and decision-making processes are organised are strongly linked to the personal activities.
People become more motivated when they identify themselves within a group and contribute to performance as a group (Van Knippenberg, 2000).This relies on the work performed by Locke and the goal setting theory he developed. This goal is team performance and the individual feeling part of the group. The focus of Locke was on the goal but in order to reach the goal one must associate oneself with the group and task. Glen (2006) contend that the most important factor to rely on is feedback since it can help an employee improve his or her performance ; communication is also vital in the world today and can be beneficial to both the manager and employee .
2.3.2 Motivation Theories
The traditional form of motivation stated that people could be driven by fear and therefore managers had to be tough. This approach made the employees do the bare minimum and only work while their manager was watching. Research on motivation and it impact on individuals and employees has been undertaken from the mid-twentieth century. Prominent among such researchers include; Maslow1954, Herzberg 1959, Adams 1962, Vroom 1964, Alderfer 1972, Locke 1981 and others.
There is intense competition as a result of technological advancement, demographic changes, globalisation, which puts more pressure on organisations to deliver products and services with continuous improvement. The theories on motivation identify individual needs, their expectation and reaction to both internal as well as to the external environment. The various motivation theories are discussed below.
Maslow's Hierarchy of Needs
A ground-breaking theory on the subject of motivation and needs of the human being was advanced by Abraham Maslow in 1954.He stated that there are some fundamental needs for the human being that can be arranged in a hierarchic way. He argued that indiv
本论文由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。