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Essay / Research Paper Abstract
A 4 page paper that begins with an introduction to motivation theories, identifying the two major categories of theories. The essay reports some of the activities in three companies and correlates those to Maslow's and Skinner's theories of motivation. The companies are: HSBC, Tesco Plc, and Google. Bibliography lists 4 sources.
Page Count:
4 pages (~225 words per page)
File: MM12_PGmtuk3.RTF
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Unformatted sample text from the term paper:
Glinow, 2003). Maslows hierarchy of needs and Herzbergs Two Factor theory of motivation are content theories (McShane and Glinow, 2003). Process theories attempt to describe the processes through which individual
or group needs are translated into behaviors (McShane and Glinow, 2003). Equity theory and reinforcement theory are examples of process theories (McShane and Glinow, 2003). The motivation system most often
utilized by managers is reinforcement theory, such as Skinners operant conditioning model. This system is based on rewards and punishments. In the corporate world, the rewards are typically monetary -
cash incentives, bonuses, salary increases, etc. The punishment is simply not receiving the reward. There is a vast assortment of other motivational incentives that can be used, such as recognition,
praise, training, trips that would meet aesthetic needs, participation in decision making and so on. One or more of these theories are the foundation for motivational programs in companies.
A review of one of HSBCs Web site (http://www.wherewomenwanttowork.com) reveals this company attempts to meet a variety of needs to motivate their employees. This company is emphasizing the opportunities for
women at the bank stating it recognized an imbalance and developed initiatives to correct the balance of women in management (HSBC, 2007). This is an incentive that can be linked
to Maslows hierarchy of needs, specifically, the need for accomplishment and recognition, which is found under the esteem level. It is also a step towards the much higher need of
self-actualization. The company has met female employees needs by first recognizing the problem and then, taking steps to correct it. Women managers at lower levels can now see the possibility
of a higher level executive positions while women who would like to be in management see the possibility of reaching this goal. Also, employees receive increases in their income when
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