Here is the synopsis of our sample research paper on Employee Motivation / Concepts & Theories. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
30 pages in length. 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. Today's most successful companies are ones in which employees have no question of the regard in which the company's leadership holds them. Bibliography lists 20 sources.
Page Count:
30 pages (~225 words per page)
File: D0_Motivate.doc
Buy This Term Paper »
Unformatted sample text from the term paper:
what their employees do want. Some react in ways that would indicate they dont care, as long as all the employees show up every day (OHeir 135). 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 (Remington 48). Todays most successful companies are ones in which employees have no question of the regard in which the companys leadership
holds them. II. Some Companies Approaches A. GMs Saturn Division Saturn is now known for its no-haggle pricing and overall reliability. Mechanics praise the ease
of repair and availability of parts; customers praise the limited need for repairs on their cars. With the level of repeat customers that the company is enjoying, Saturn has
taken Theodore Levitts exhortation to heart and has flown with it. Laver reports that "In most traditional car plants, assembly line workers and factory managers are locked in an adversarial
relationship founded on mutual distrust. Denied the opportunity to participate in high-level decisions, workers tend to focus on short-term objectives, such as higher wages, and have few incentives outside
of pride to strive for quality. By contrast, the Saturn philosophy stresses the value of consensus-building and teamwork" (46). Saturn head Skip LeFauve says that the company emphasizes
the need for partnership, rather than operating under the long-established system of dividing car-building people into winning and losing sides. "It sounds a little corny, but we want people
...