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Essay / Research Paper Abstract
A 3 page paper that begins with two stimulus statements: Gardner says motivation is part of leader’s job; Collins says hire right people and they will be self-motivated. The writer discusses these and demonstrates both are correct. Writer also offers their own opinion. Bibliography lists 4 sources.
Page Count:
3 pages (~225 words per page)
File: ME12_PGslfmt0.rtf
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Unformatted sample text from the term paper:
citation methods listed below. Citation styles constantly change, and these examples may not contain the most recent updates.?? SELF-MOTIVATION VERSUS MOTIVATION PROGRAMS Research compiled for The Paper
Store, , November 2010 properly! Most authors and practitioners recognize the need for deliberate motivational
techniques in the workplace. In fact, the ability to motivate followers is usually identified as one of the characteristics of a good leader. It is not easy to establish an
effective motivational program but it usually pays off. There are numerous theories of motivation but first, a leader must decide if they believe they can motivate their followers. Gardner
(1990) said that leaders are good motivators. He wrote that one of the tasks of the leader is to motivate others by recognizing their needs and doing what they can
to meet those needs. Jim Collins (2009) said something very different. He wrote that you cannot motivate someone else. Collins suggests that one task of the leader is to hire
people who are self-motivated and self-disciplined (Collins, 2009). Both are correct. Of course, it is important to hire the right people for the right jobs. These people will be
self-starters and they will be self-motivated to do a good job. However, this high level of self-motivation may fade over time and at that time, leaders must take action to
refresh those employees motivation. Motivation programs work, which affirms Gardners statement. Organizations would not spend billions of dollars every year on motivational programs that did not work. The term word
means that there is higher productivity when these programs are in place. HR Magazine (2010) reported that organizations in North America alone spend about $27 billion each year on merchandise
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