Employee Motivation Project Review Of Literature

Employee Motivation Project Review Of Literature-56
Alternative working patterns such as job-rotating, job-sharing, and flexible working have been branded as effective motivational tools by Llopis (2012).Moreover, Llopis (2012) argues that motivational aspects of alternative working patterns along with its other benefits are being appreciated by increasing numbers of organisations, however, at the same time; many organisations are left behind from benefiting from such opportunities.Through the desirable performances of the employees, the organization can realize the competitive advantage in the market and among their competitors.

Alternative working patterns such as job-rotating, job-sharing, and flexible working have been branded as effective motivational tools by Llopis (2012).Moreover, Llopis (2012) argues that motivational aspects of alternative working patterns along with its other benefits are being appreciated by increasing numbers of organisations, however, at the same time; many organisations are left behind from benefiting from such opportunities.Through the desirable performances of the employees, the organization can realize the competitive advantage in the market and among their competitors.

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An interesting viewpoint regarding the issue has been proposed by Wylie (2004), according to which members of management primarily should be able to maintain the level of their own motivation at high levels in order to engage in effective motivation of their subordinates.

Accordingly, Wylie (2004) recommends managers to adopt a proactive approach in terms of engaging in self-motivation practices.

The role of facilitating quality subordinate-superior communication at various levels effectively employing a wide range of communication channels has been praised by Shields (2007) in terms of its positive contribution in boosting employee morale.

Shields (2007) stresses two specific advantages of such a practice that relate to offering employees a chance to raise their concerns and put across their points regarding various aspects of their jobs, as well as, supplying them with the feeling of engagement and appreciation.

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For further information, including about cookie settings, please read our Cookie Policy .The second view was based on Hawthorn findings, which held the view that employees are motivated to work well for “its own sake” as well as for the social and monetary benefits this type of motivation was internally motivated.” Pinder described work motivation as “the set of internal and external forces that initiate work-related behavior, and determine its form, direction, intensity and duration”.Types of Motivation Intrinsic Motivation Intrinsic motivation means that the individual's motivational stimuli are coming from within.According to Lockley (2012) offering training and development programs that effectively contributes to personal and professional growth of individuals is another effective employee motivation strategy.At the same time, Lockley (2012) warns that in order for motivational aspects of training and development initiatives to be increased, ideally they need to be devised and implemented by a third party with relevant competency and experience.Furthermore, Wylie (2004) recommends concentrating on specific variations of intangible motivational tools such as celebrations of birthdays and other important dates with the participation of whole team According to Thomas (2009) the main challenge of motivation in workplaces is identifying what motivates each individual employee taking into account his or her individual differences.In other words, individual differences have been specified by Thomas (2009) as the major obstruction for management in engaging in employee motivation in an effective manner.To learn more or modify/prevent the use of cookies, see our Cookie Policy and Privacy Policy.Bruce and Pepitone (1999) propose an interesting viewpoint according to which managers cannot motivate employees; managers can only influence what employees are motivated to do.In other words, our desires to perform a task are controlled by an outside source.The motivation for behavior may also be attributed to less- apparent reasons such as altruism or morality. Porter proposed that “how behavior gets started, is energized, is sustained, is directed, is stopped and what kind of subjective reaction is present in the organization while all this is going on” Greenberg & Baron define motivation as, “The set of processes that arouse, direct, and maintain human behavior towards attaining some goal.” Halepota defines motivation as “a person’s active participation and commitment to achieve the prescribed results.” Steers proposed that “Never before and, some would argue, never since has so much progress been made in explicating the aetiology of work motivation” Young suggested that “motivation can be defined in a variety of ways, depending on who you ask . ...stablish the emotional connect to the cause of the role are likely to get more productivity. Challenge them When you challenge people, they respond with a vengeance.

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