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Essay / Research Paper Abstract
This 5 page paper provides an overview of motivational strategies utilized in the workplace. Bibliography lists 4 sources.
Page Count:
5 pages (~225 words per page)
File: MH11_MHMotiw2.rtf
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motivation in the workplace suggest that simply paying people more may not be enough to spark motivation or improve performance. In fact, monetary compensation has been viewed by many
as a more definitive and immediate motivational strategy, but its effectiveness has been questioned in light of theories of human capital and the use of goal stretching. In order to
consider this statement and the subsequent views of the factors that motivate, it is necessary to relate the findings in the current literature. Since the late 1960s, theorists like Gary
Becker have attempted to determine the best ways to retain and motivate a workforce population. Becker argued the concept of human capital, a concept easily applied to the modernizing
and industrializing countries of the world. Becker (1967) considered the nature of human capital as an investment form for businesses, and related what he considered to be the optimal
investment in human capital and how this related to individual earnings. In essence, Beckers early work focused on the impact of investment on employee populations, suggesting that there were
significant outcomes that could be derived from investing human capital in assuring the capacity of employees to perform their job unhindered. Becker (1967) wrote: "Particularly in developed economics
but perhaps in most, there is sufficiently investment in education, training, informal learning, health and just plain child rearing that the earnings unrelated to investment in human capital are a
small part of the total" (p. 3). In his later work Human Capital (1975), Becker argued further that investments in human capital, in on-the-job training, general training, specific
training, schooling and productive wage increases all had demonstrable effects on earnings and earning potential and that it is possible to relate the rates of return on human capital to
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