Employee Motivation Project Review Of Literature

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Lockley (2012), on the other hand, addresses the same issue focusing on cross-cultural differences between employees in particular.

Namely, culture can be explained as knowledge, pattern of behaviour, values, norms and traditions shared by members of a specific group (Kreitner and Cassidy, 2012), and accordingly, cross-cultural differences is perceived to be a major obstruction in the way of successful employee motivation.

Through the desirable performances of the employees, the organization can realize the competitive advantage in the market and among their competitors.

Background and Statement of the Problem It’s very optimistic to assume that every organization can compete according Literature Review From the previous studies regarding the motivational approaches and its impacts on various business dimensions, it deliberately identified that organizational involvement and commitment can be the other factors that might contribute to the overall job performance of the employees.

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Employee Motivation Project Review Of Literature Opposite Of Critical Thinking

We use cookies to offer you a better experience, personalize content, tailor advertising, provide social media features, and better understand the use of our services.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.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.This point has been explained by Lockley (2012) by insisting that certain practices such as engaging in constructive arguments and dialogues in workplace can prove to be highly motivational for the representatives of Western culture, whereas the same set of practices can prove to be counter-productive for employees from Asian countries due to vast cross-cultural differences. (2012) “The Top 9 Things That Ultimately Motivate Employees to Achieve” Forbes, April 6, 2012 Lockley, M.Llopis (2012) draws attention to the increasing relevance of the work-life balance problem for modern employees and stresses its negative impact on the level of employee motivation. (1999) “Motivating Employees” Mc Graw-Hill International Kreitner, R. (2012) “The Secret to Motivating a Team” The Guardian, January 6, 2012 Maslow, A. (1943) “The Theory of Human Motivation” , 50(4)6 Shields, J.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.Research Proposal on The Impact of Motivation on Employee Job Performance The Impact of Motivation on Employee Job Performance Introduction People within an organization are harmoniously working together to satisfy one certain goal, whether short or long-term goal.The organization, as the collection of people, are expected to be deliver the best assets that they have which are the people bearing the knowledge and skills suitable to their position in the organization.


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