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Essay / Research Paper Abstract
An 11 page paper discussing the theory behind motivating employees. Following a decade of downsizing, cost cutting and merging, more and more businesses look for ways to give their employees what they want. Too many companies believe that employee motivation rests in monetary rewards, without either realizing or acknowledging individuals' needs for recognition. Formal studies and informal surveys alike reveal that while managers often will list money as the top factor in motivating employees, the employees themselves are much more likely to list first their desire for recognition, for someone to let them know they truly have done a good job, a fact well known by some of the country's most successful companies. Bibliography lists 10 sources.
Page Count:
11 pages (~225 words per page)
File: D0_Appmoti.doc
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Unformatted sample text from the term paper:
care, as long as all the employees show up every day. Too many companies believe that employee motivation rests in monetary rewards, without
either realizing or acknowledging individuals needs for recognition. Formal studies and informal surveys alike reveal that while managers often will list money as the top factor in motivating employees,
the employees themselves are much more likely to list first their desire for recognition, for someone to let them know they truly have done a good job. Todays most
successful companies are ones in which employees have no question of the regard in which the companys leadership holds them. Maslows Hierarchy of Needs
Maslow formulated his hierarchy of needs 30 years ago when he determined that people universally first ensured that they had the means of sustenance and safe shelter, and
then organized themselves into groups as a result of a need for a feeling of belonging to another, larger unit. His theories were psychological curiosities for years, but except
for fairly isolated instances were never really put to the test in the organization until only recently. Champy, the co-creator of the process of "re-engineering" the corporation, was attracted
to the issue of bonuses as motivators with the news of the million-dollar bonuses on Wall Street this year: "Big (as in Wall Street) or modest (as in almost
everywhere else), the bonuses do almost nothing to cement employee loyalty. Its time to admit that annual cash bonuses are about as effective as the old Christmas turkey in
affecting employee behavior--and a major waste of management time in allocating them" (Champy, 1998; p. 175). His reason is that bonuses are normally tied to the companys overall performance,
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