英语论文网

Money and tangible rewards: This is where money and tangible result is the overwhelming driving force. Where money is the motivator, people so inclined will be ready to tolerate any amount of boredom, work long hours. Undertake repetitive task over periods of months and years and even put work before family. People who have high money needs will regard their physical conditions at work with complete indifference. This factor relates to Tolman and Vroom's expectancy theory where they suggest that individuals act in a particular way when they expect a kind of reward that, they value (Vroom & Edward, 1970).

Physical condition: In their theory, physical conditions have to do with those physical factors that could motivate in a work place. This touches on the work space, work environment and how comfortable it is. Some people could be motivated by the mare fact that they work in a very comfortable and beautiful environment. However, they pointed out that physical factors in relation to other motivating factors are not seen as very important.

Structure: This has to do with the organisational structure and administration of a work place. They believe that people with differing structure requirements need to be motivated in significantly different ways, the right approach motivates and the wrong approach will de-motivate. They suggest that very high structured people need to know where they stand. They need to know the rules and be assured that they have followed the right procedures. Anxiety may be the root cause of their desire for structure and may find a lack of structure very stressful. Some features of structure include timing, rules and procedures, society's norm and expectation, planning, good communication and information circulation etc (Sheila R & Peter M, 1999).

People Contact: People with this factor enjoy dealing with other people and derive comfort and satisfaction from having a number of others around them. They would prefer to work with other people nearby rather than on their own. Most are likely to be highly tolerant with the rowdiness that working with others entail and will even perform better in such situation (Sheila R & Peter M, 1999). This in a way is related to Maslows hierarchy's third stage that refers to the need for love and human relationship.

Relationship: This has to do with those motivated by the need for relationships. They suggest that this need can be satisfied outside the work place but for organisations based on commitment and trust between employees will need long term relationships between employees. According to Sheila R & Peter M (1999), this particular need usually depends on the organisation in question. Organisations were members of staff are interchanged, work shifts and level of skills are low, will not be in need of long term relationships. This is also related to Maslow's need for love and relationship needs.

Recognition: This factor harps on the need for attention and praise. Sheila R & Peter M (1999) pointed out that high recognition needs can make peop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。