留学生HR论文—员工激励 [3]
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:13666
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。
t have regular communication and ask employees what sparks and sustains their desire to work (Herzberg, 2003).
Most managers assume that their employees have the same motivational drivers as them, but managers must abandon this assumption and focus on the recognition of individual drivers. Findings from a forty year survey demonstrate that employees are motivated by receiving feedback and recognition and those individuals at different levels of the organisation might have different motivational values (Wiley, 1997). Managers have to understand what motivate their employees in order to receive high performance at the organisation.
2.3 Motivation
Motivation is the formation of incentives, and working atmosphere which allow individuals to carry out their duties to the top of their capability in pursuit of organisational success. It is commonly viewed as the magic drives that allow managers to get employees to realize their targets. Since the dawn of the twentieth century, there has been a shift at least in theory. Since the early 1900's several theories have been advanced which have offered insight into the concept of motivation (Strickler, 2006).
The hierarch of needs espoused by Abraham Maslow sheds lights on individual behaviour pattern. Other significant studies have been carried out by Frederick Herzberg, who considered job fulfilment, Douglas McGregor's X and Y theory, which suggest management styles that motivate and de-motivate employees' etc. Underpinning Herzberg's theory was his attempt to bring more humanity and caring into the workplace.
His theory was to explain how to manage people properly, and to motivate them for the good of all people at work. Many contemporary authors have come up with several definitions for the concept of motivation. Motivation has been defined as the emotional progression that gives behaviour reason and course (Kreitner, 1995), the inner drives to fulfil unsatisfied need (Higgins, 1994), and the determination to realize (Bedeian, 1993). In dissertation, motivation is defined as the central energy that derive individual to accomplish personal and organisational goals (Mullins, 2007).
Motivation can have an impact on the productivity of any company or organisation. Organisations and companies relies heavily on the efficiency of it production personnel to ensure that goods are produced in numbers that meet up customer's order. If these workforce not have the motivation to create and perform to the best of their ability and meet the demand of customers, then an organisation may face a problem which may lead to serious consequences.
2.3.1 Internal and External Motivation
Motivation according to Kehr (2004) can be either internal or external, it can be viewed as push or pull determinants. Implicit motives are factors intrinsic to the activity and explicit motives arise from factors extrinsic to the activity. Intrinsic motivation is the key motivation component of employee empowerment and individuals are responsible for achieving their own career success. It is based on positively valued experiences that a person receives directly from their work tasks such as meaningfulness, competence, choice and progress. Bymes (2006) explain that external motivators depend on outside factors to push the individual to complete a task. Kehr (2004) adds that explicit motives are influenced by social deman
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。