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in order to find the answer to this question first we have to know what is the motivation in human behavior,then we can find out the extent of its effects on behavior at work .some theories are related to this subject,such as:
Maslow's hierarchy of needs Theory It is a theory in http://www.answers.com/topic/psychology, proposed by http://www.answers.com/topic/abraham-maslow in his 1943 paper A Theory of Human Motivation,http://www.answers.com/topic/maslow-s-hierarchy-of-needs#cite_note-multiple-1 which he subsequently extended to include his observations of humans' innate curiosity. Maslow studied what he called exemplary people such as http://www.answers.com/topic/albert-einstein, http://www.answers.com/topic/jane-addams, http://www.answers.com/topic/eleanor-roosevelt, and http://www.answers.com/topic/frederick-douglass rather than http://www.answers.com/topic/mental-disorder-2 or http://www.answers.com/topic/neurosis people, writing that "the study of crippled, stunted, immature, and unhealthy specimens can yield only a cripple psychology and a cripple philosophy."http://www.answers.com/topic/maslow-s-hierarchy-of-needs#cite_note-2 Maslow also studied the healthiest one percent of the college student population. In his book, The Farther Reaches of Human Nature, Maslow writes, "By ordinary standards of this kind of laboratory research... this simply was not research at all. My generalizations grew out of my selection of certain kinds of people. Obviously, other judges are needed."http://www.answers.com/topic/maslow-s-hierarchy-of-needs#cite_note-3 Motivation-Hygiene Theory It is given by Frederick Herzberg, a professor of psychology at Case Western Reserve University, studied the attitudes of workers toward their jobs. Herzberg proposed that an individual will be moved to action based on the desire to avoid http://www.answers.com/topic/deprivation. However, this motivation does not provide positive satisfaction because it does not provide a sense of growth. Herzberg's research found that positive job attitudes were associated with a feeling of psychological growth. He thought that people work for two reasons: for financial reasons to avoid physical deprivation, and for achievement because of the happiness and meaning it provides. Herzberg also identified the concept of http://www.answers.com/topic/job-enrichment, whereby the responsibilities of a job are changed to provide greater growth and challenge (McCoy, 1992; Quick, 1985 p. 10-12)] 1985. His motivation-hygiene theory includes two types of factors: 1. Motivation is based on the positive satisfaction that psychological growth provides. The presence of factors such as responsibility, achievement, recognition, and possibility for growth or advancement will motivate and satisfy people. The absence of these factors will not necessarily http://www.answers.com/topic/demotivate or cause http://www.answers.com/topic/dissatisfaction. 2. Hygiene is based on an individual's desire to avoid deprivation and the resulting physical and emotional http://www.answers.com/topic/discomfort. Hygiene factors include http://www.answers.com/topic/willingness-3 to supervise; positive working conditions; http://www.answers.com/topic/interpersonal relations with peers, subordinates, and superiors; status; job security; and salary. These factors do not motivate, nor will their presence cause http://www.answers.com/topic/job-satisfaction. Their absense, however, will cause dissatisfaction. Although salary is considered a http://www.answers.com/topic/hygiene factor, it plays an indirect part in motivation as a measure of growth and advancement or as a symbol of recognition of achievement.
What else can I help you with?
How does Attitude affect motivation in the workplace?
Attitude plays a crucial role in shaping motivation in the workplace. An employee with a positive attitude is more likely to be motivated to perform well and achieve goals. Conversely, a negative attitude can dampen motivation and impact the overall productivity and morale of the team. Managers should strive to cultivate a positive work environment to enhance employee motivation.
How do individual differences affect motivation in the workplace?
Individual differences such as personality traits, values, beliefs, and goals can influence an individual's motivation in the workplace. For example, employees with a strong need for achievement may be more motivated by challenging tasks, while those with a high need for affiliation may be more motivated by teamwork and social connections. Understanding and accommodating these differences can help managers tailor motivation strategies to effectively engage and inspire employees.
Which management theorist is responsible for the motivation-hygiene theory anscom?
Frederick Herzberg is the management theorist responsible for the motivation-hygiene theory. This theory suggests that there are two sets of factors that influence worker satisfaction and motivation in the workplace: motivating factors (such as recognition and achievement) and hygiene factors (such as working conditions and job security).
What is the relevance of maslows motivation theory in todays workplace?
Maslow's theory describes human motivation to meet basic needs, and when they are met, an individual aspires to realize higher needs. This theory is relevant in organizations, as employee motivation will increase productivity. This will enable an organization to achieve its objectives.
How individual differences affect motivation in workplace?
Individual differences such as personality, values, and experiences can influence motivation in the workplace by impacting how individuals perceive rewards, set goals, and respond to challenges. For example, employees with a high need for achievement may be more motivated by challenging tasks, while those with a strong desire for affiliation may be motivated by teamwork and social recognition. Understanding and leveraging these individual differences can help organizations design motivation strategies that resonate with each employee's unique characteristics.
How does Attitude affect motivation in the workplace?
Attitude plays a crucial role in shaping motivation in the workplace. An employee with a positive attitude is more likely to be motivated to perform well and achieve goals. Conversely, a negative attitude can dampen motivation and impact the overall productivity and morale of the team. Managers should strive to cultivate a positive work environment to enhance employee motivation.
What is our motivation to apply for the flexible workplace position?
what dose apply mean what dose apply mean
How do you use victor vroom's expectancy theory of motivation in the workplace?
Victor Vroom's expectancy theory of motivation suggests that individuals are motivated to perform well when they believe their efforts will lead to good performance, good performance will lead to desired outcomes, and these outcomes are valuable to them. To apply this in the workplace, you can focus on creating clear goals, providing employees with the necessary resources and support to achieve those goals, and linking rewards and recognition to their performance. By aligning efforts, performance, and rewards, you can enhance motivation and productivity in the workplace.
Monantary and monantary motivation?
Both monetary and non-monetary motivation are proven effective motivators in the workplace. Most employees are driven to exert more effort knowing that there is a reward to look forward to.
What has the author Rick Griggs written?
Rick Griggs has written: 'Triumph in Teams' -- subject(s): Teams in the workplace, Employee motivation
How do individual differences affect motivation in the workplace?
Individual differences such as personality traits, values, beliefs, and goals can influence an individual's motivation in the workplace. For example, employees with a strong need for achievement may be more motivated by challenging tasks, while those with a high need for affiliation may be more motivated by teamwork and social connections. Understanding and accommodating these differences can help managers tailor motivation strategies to effectively engage and inspire employees.
Which management theorist is responsible for the motivation-hygiene theory anscom?
Frederick Herzberg is the management theorist responsible for the motivation-hygiene theory. This theory suggests that there are two sets of factors that influence worker satisfaction and motivation in the workplace: motivating factors (such as recognition and achievement) and hygiene factors (such as working conditions and job security).
How can you re-engineer jobs in today's workplace to include greater intrinsic motivation?
I believe re-engineer jobs in today's workplace to include greater intrinsic motivation by the things we accomplihes and we able be able to build a home to provide a life style for your family. When a person is able to give back to their community to assist a youth foundation, providing assistance to senior citizens.
What is the relevance of maslows motivation theory in todays workplace?
Maslow's theory describes human motivation to meet basic needs, and when they are met, an individual aspires to realize higher needs. This theory is relevant in organizations, as employee motivation will increase productivity. This will enable an organization to achieve its objectives.
What has the author Ed Moehlenkamp written?
Ed Moehlenkamp has written: 'Unlearning' -- subject(s): Teams in the workplace, Employee motivation, Pop-up books
How individual differences affect motivation in workplace?
Individual differences such as personality, values, and experiences can influence motivation in the workplace by impacting how individuals perceive rewards, set goals, and respond to challenges. For example, employees with a high need for achievement may be more motivated by challenging tasks, while those with a strong desire for affiliation may be motivated by teamwork and social recognition. Understanding and leveraging these individual differences can help organizations design motivation strategies that resonate with each employee's unique characteristics.
What branch of psychology focuses on worker motivation and productivity?
Industrial-organizational psychology is the branch that focuses on worker motivation and productivity within the workplace. This field applies psychological principles to improve employee job satisfaction, performance, and overall well-being in work settings.
