英语论文网

2.1简介

在同一时间，员工只是被视为一个投入生产的商品和服务。1924年至1932年，埃尔顿·梅奥（迪克森，1973）改变了员工的思考方式，被称为霍桑研究。本研究发现，员工不仅仅是创造了金钱，而且他们的态度直接关联到他们的行为动机（迪克森，1973）。霍桑研究人与人之间处理关系的方式并对其进行管理，而雇员的需要和动机成为管理者（Bedein，1993年）的主要焦点。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。

本章共分为七个部分; 2.1节介绍了本论文的主要科目；2.2节，讨论了中小型企业的员工的积极性。接下来的部分是2.3节，着眼于激励和研究人员而开发的各种理论，2.4节讲的是，当谈到员工的积极性，管理者扮演的角色。

Employee Motivation

Chapter Two- Literature Review

2.1 Introduction

At one time, employees were considered just another input into the production of goods and services. What perhaps changed this way of thinking about employees was the research, referred to as the Hawthorne studies, conducted by Elton Mayo from 1924 to 1932 (Dickson, 1973).This study found out that employees are not motivated solely by money but also their behaviour is linked to their attitudes (Dickson, 1973).The Hawthorne studies begun the human relations approach to management, whereby the needs and motivation of employees become the primary focus of managers (Bedein, 1993). Understanding employee motivation and its relationship with corporate culture and gender is the focus of this research.

This chapter is divided into seven sections; section 2.1 introduces the main subjects of this dissertation and is followed by section 2.2 which discusses employee motivation in small medium companies. The next section which is section 2.3 looks at motivation and the various theories developed by researchers, then section 2.4 considers the role of the manager when it comes to employee motivation. The last two sections; section 2.5 examines corporate culture with section 2.6 on gender and how it is perceived. Finally a summary of the whole chapter is presented in section 2.7.

This section will review the most relevant studies on employee motivation and in small medium companies.

2.2 Employee Motivation in Small Medium Companies

Organizational scientists and practitioners have long been interested in employee motivation and commitment. This interest derives from the belief and evidence that there are benefits to having a motivated and committed workforce.

The Hawthorne Studies

A major revision of ‘needs' theory came from the work undertaken in the United State of America in the 1920's and 1930's of the Hawthorne Works of the Western Electric Company. This gave rise to a new school of management thinking, which suggested that employees have social needs which are as important as economic needs; these studies concluded that social relationships were significant in the satisfaction of the human need for social contact. The major contribution of this work in understanding employee motivation at work has been to focus attention on the design of jobs and tasks in an effort to make them attractive (Mullins, 2007).

Employee motivation could be seen as the internal strength that drives employee performance. This strength enables employees to carry out their duties as expected of them having a particular aim in mind. And in most cases, where this strength is lacking, employees sometimes perform poorly. However, certain factors like j