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Essay / Research Paper Abstract
A 5 page paper providing five viewpoints on points of employee motivation: pay, employee development, community, fear and recognition. Bibliography lists 6 sources.
Page Count:
5 pages (~225 words per page)
File: CC6_KShrEmpMotView.rtf
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Unformatted sample text from the term paper:
less to do with money than it does with the every day operations of the company. Most people want to feel they are valuable contributors and will work to
achieve that end if they are enabled by company leadership to do so. Fostering a corporate culture of innovation and creativity motivates people to strive for those qualities. Five
Viewpoints Pay Levels A common view is that pay is all-important, that motivation hinges solely on how much an employee stands to gain
from his job. Years of tradition dictate that the root of employee motivation is money, that employees will work harder and more productively just for the promise of higher
pay, but increasingly that perspective is being rejected. Spitzer (1996) goes so far as to say "Sometimes a jelly doughnut or a handshake is as effective, if not more
effective, than a monetary bonus" (p. 45). Other schools of thought hold that effective management of contented employees is solely wage-determined, but at
least one author discounts that philosophy. McNerney (1996) examines some of the reasons behind the steady growth, low turnover rates and superior productivity of some selected business to present
a detailed analysis. His bottom line he arrives at is that while the most successful businesses tend to select highly-motivated employees to begin with, they work to promote individual
creativity. The pros of the pay viewpoint are that total costs can be lower for companies if they know what employees want.
The cons include having to take the time and trouble to find out what employees really want. Recognition Sales managers have known for
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