...Title | Findings | Sabbaticals and Employee Motivation: Benefits, Concerns and Implication | There are some suggestions about the business researchers and practitioners should be study the literature on “360-degree feedback”and evaluation research or may can develop somecomprehensive survey instruments and objective measures regarding the use of sabbaticals. Besides that, there are also needs to establish reliability, validity, and measurement invariance. Finding shows that may have to develop a comprehensive theoretical model which involved question of what, how, why, who, where, and when and also test the model empiricallyin the literature. | An examination of a Factor Structure and Scale Reliability of the Work Motivation Scale, the Motivation Sources Inventory | Some weaknesses of the MSI are lack of research and development on the meta-theory of Leonard et al.’s (1999). To promote further research in this area, may can be re-examination and possible refinement of the MSI or development of an alternative instrument.. | Motivation Levels of Mis Managers Versus Those of their employees | The degree of MIS personnel are found that different from their management peers in other parts of the company. MIS managers may can consider some action to reduces the negative effects among differences. MIS management had existed a very healthy motivational environment. Try to pay some attention with a reasonable expectation of rapid resolutions on the problems. | HDM Modeling as a...
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...Motivation, pay satisfaction, and job satisfaction of front-line employees Carolyn Stringer University of Otago, Dunedin, New Zealand Motivation of front-line employees 161 Jeni Didham Westpac, Sydney, Australia, and Paul Theivananthampillai University of Otago, Dunedin, New Zealand Abstract Purpose – This paper aims to explore the complex relationships between intrinsic and extrinsic motivation, pay satisfaction and job satisfaction at the retailer that uses a pay-for-performance plan for front-line employees. Design/methodology/approach – This paper draws on a single organization case study across seven stores, and uses a survey, archival documents, open-ended questions and researcher interaction with employees and managers. Findings – The results provide some support for the complementary nature of intrinsic and extrinsic motivation. Intrinsic motivation was positively associated with pay and job satisfactions, whereas extrinsic motivation was negatively associated with job satisfaction, and not associated with pay satisfaction. The qualitative insights indicate that pay fairness is important, and those who perceived pay was not fair generally made comparisons with others or felt that pay did not reflect their effort. It is also found that the majority of employees perceived that goals were clear. Research limitations/implications – The dominance of extrinsic motivation without including behavioural, social, and psychological factors in agency theory research...
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...237 The relaTionship beTween employee moTivaTion and job involvemenT S Govender and SB Parumasur School of Management Studies, University of KwaZulu-Natal Accepted March 2010 Abstract The study aims to assess the current level of, and relationship between, employee motivation and job involvement among permanent and temporary employees in various departments in a financial institution. This cross-sectional study was undertaken on 145 employees who were drawn by using a simple random sampling technique. Data were collected using the Employee Motivation Questionnaire (Fourie, 1989) and the Job Involvement Questionnaire (Lodahl & Kejner, 1965) and, was analysed using descriptive and inferential statistics. The results indicate that there are significant intercorrelations among the majority of dimensions and sub-dimensions of employee motivation and job involvement. Recommendations are presented to provide practitioners and managers with guidelines for enhancing employee motivation and job involvement respectively. JEL J28, M12 1 Introduction Motivating staff may be a critical factor in ensuring that an organisation thrives and succeeds in an increasingly competitive environment. The rationale is that, as employees become increasingly motivated to perform in their jobs, the likelihood of their becoming job involved increases significantly. Hence, the researchers postulate the existence of a direct relationship between motivation and job involvement. This suggests an important...
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...Eating Disorders BEH/225 Ah’Nonda Bates 03/14/2014 Eating Disorders Motivation is a type of force that compels humans to portray certain behaviors in different situations. According to Kenyon (1994-2006), two types of motivational theories are the Drive Reduction Theory and the Positive Incentive Theory (Theories of Motivation). There are other theories that help explain motivation and its reasoning, but this papers focus remains on the Drive Reduction Theory and Positive Incentive Theory and their relationship to eating disorders. One can conclude that after researching the role that motivation plays with eating disorders, the disease exhibits both intrinsic and extrinsic motivation characteristics. Along with motivation, cultural and gender differences also play a role in this mental and physical disease. The Drive Reduction Theory is based on one’s physiological needs which motivate one to behave or act a certain way. This theory would explain why one eats food when hunger develops, drinks water when there is thirst, and goes to sleep when one becomes tired. The physiological need of hunger, thirst, and tiredness motivates one to act in the appropriate way. The Positive Incentive Theory proposes that both external and internal stimuli form the motivation, which one then acts upon. For example, one will eat because the sight of food causes one to become hungry. When trapped within an eating disorder, the sight of food no longer has positive incentive...
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...Students’ Motivation A thesis submitted in partial fulfilment of requirements for the College of Arts and Sciences Major in Psychology By Imelda Tolentino Josan Alejandra Valle Charize Faith Laciste Mirriam Calimlim Arellano University-Pasig September, 2013 Chapter I Introduction Studying is said to be the primary key to achieve academic excellence, but what factors really driven students to study? Others might say that fears motivate students while others might claim that you should give them tough classes and they will pull through. Some teaching faculty would say that students are motivated because of their personal goals in life. Yes, you could ask everyone but they would just answer in different opinions. The disagreement about the sources of student motivation makes the question of academic motivation sound a great deal like that of workplace motivation. Management theory abounds with contradictory theories about what makes employees work. Maslow (1968) argued that needs drive behaviour, and that workplace (and, presumably, academic) motivation is determined by the level of the needs hierarchy at which the individual is operating. McClelland (1966) claimed instead that motivation is driven by an innate need to achieve, and Herzberg (1959) proposed that the content of the jobs themselves was the source of the elusive employee motivation. The purpose of this research was to align explanations for student motivation with classical workplace motivation theories...
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...The International Journal of Human Resource Management, Vol. 20, No. 7, July 2009, 1503–1520 Workforce motivation in Japan: an examination of gender differences and management perceptions Reginald Worthleya*, Brent MacNabb, Richard Brislina, Kiyohiko Itoa and Elizabeth L. Rosec a University of Hawaii at Manoa, Honolulu, Hawaii, USA; bThe University of Sydney, Sydney, Australia; cHelsinki School of Economics, Helsinki, Finland As Japan enters the new century, pending workforce shortages – a function of low birth rates and an aging population – increase the need to address gender issues in organizations. Throughout the past four decades, the number of female workers in Japan has been growing, although full-time female participation in the Japanese workforce remains below the levels of some other industrialized nations. Despite the growing importance that the Japanese female labor force is expected to play, relatively little is known about women’s attitudes toward work motivation in Japan. Using a twofactor, Herzberg intrinsic/extrinsic approach to motivation, we examine the applicability of such a model in Japan, and compare the attitudes of female and male workers, as well as management and non-management. Our findings include: (1) support for the applicability of a Herzberg, two-factor model in Japan; (2) Japanese men in the workforce tending to value intrinsic motivators more than extrinsic factors; (3) female workers in Japan rating extrinsic factors higher than their...
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...Word count: 1648 Motivation. A word used often to describe a compelling force that drives people to participate in task and activities such as; a marathon, diets, and writing case reports. But, where does this motivation stems from? To understand where, we must understand? And how can we sustain this drive in every aspect of our lives? This report will cover self-determination theory and how it relates to an associated case study. Other theories and examples will be given along the way, but the focus is on understanding what factors play a role in motivating people to act. Self-Determination Theory is the investigation of people’s inherent growth tendencies and innate psychological needs (Deci & Ryan 2000, pp 68), and its distinction between autonomous motivation and controlled motivation (Gagne and Deci 2005, pp. 333). Self-determination theory separates extrinsic and intrinsic motivators to examine in what ways can intrinsic motivation be sustained and applied to tasks that are displeasing. However, the conditions for personal growth, well-being, and social development must be met. Through research the universal necessities needed to promote the perfect conditions are autonomy, competence, and relatedness (Deci & Ryan 2000, pp 68). Self-determination theory could be paired with Cognitive evaluation theory which focuses on external and internal factors, but is limited to sonly those two. Self-determination theory allows extrinsic motivation and the autonomy continuum...
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...external desires (extrinsic) that drive a person to exercise and internal feelings (intrinsic) that drive a person to exercise. In this regard, this assay evaluates the influence of intrinsic and extrinsic factors on the motivation to engage in exercise. As already explained, intrinsic motivation to exercise pertains to engaging in physical activity because of the inherent satisfactions and pleasures the activity provides. Intrinsic factors influences motivation to engage in exercise through arousal. Inherent factors like feeling happy and feeling secure arouse the motivation to engage in an exercise. For example, some people engage in weight lifting because it makes them feel secure. Inherent feeling of wanting to be secure thus can arouse motivation to go weight lifting. Some people are motivated to perform specific exercises because the exercises make them feel happy. For instance, some people get motivated to play games like cards because that makes them happy. This arousal of motivation for exercise may occur often whenever an individual feels the need to feel secure. In such instance, the motivation for exercise will be aroused and the individual engages in the activity. Through causing arousal of motivation for exercise therefore, intrinsic factors influence the direction of physical activity. People would engage in selected activities to which motivation has been aroused. Intrinsic factors also...
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...Management Research News Emerald Article: The leader as motivator: coach and self-esteem builder Patricia Ann Castelli Article information: To cite this document: Patricia Ann Castelli, (2008),"The leader as motivator: coach and self-esteem builder", Management Research News, Vol. 31 Iss: 10 pp. 717 - 728 Permanent link to this document: http://dx.doi.org/10.1108/01409170810908471 Downloaded on: 30-11-2012 References: This document contains references to 33 other documents To copy this document: permissions@emeraldinsight.com Access to this document was granted through an Emerald subscription provided by UNIVERSITY OF GREENWICH For Authors: If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service. Information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.com With over forty years' experience, Emerald Group Publishing is a leading independent publisher of global research with impact in business, society, public policy and education. In total, Emerald publishes over 275 journals and more than 130 book series, as well as an extensive range of online products and services. Emerald is both COUNTER 3 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital...
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...study centered on the leader’s ability to inspire followers by using a variety of interesting coaching techniques and by building their self-esteem regardless of achievement orientation. Research limitations/implications – The results of this study are tentative and need to be reproduced with a larger, more comprehensive sample of a broader population. Practical implications – This research offers leaders practical techniques for effectively utilizing motivating strategies which may increase their followers’ interest and effort in a performance situation. Originality/value – The findings of this study indicating that interest and effort can be used to improve motivation suggest that followers may exhibit significant gains in continuing motivation when relevant techniques are applied by the leader. Keywords Leadership, Motivation (psychology), Coaching, Self esteem Paper...
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...Working takes up a large part of our adulthood. Job satisfaction is an important element of individual wellbeing. An employees’ overall satisfaction with their job is the result of a combination of factors like financial compensation and motivation are a few factors. This essay will discuss if money does affect motivation and make our jobs more enjoyable. Research of meta-analysis conducted by Tim Judge and colleagues of Journal of Vocational Behavior included 150,000 participants of ages 25 to 45 from different countries. This research was done in summer of 2013. The result indicated that the association between salary and job satisfaction is very weak. The reported connection indicated that there is less than 24 percent overlap between pay and job satisfaction levels. Furthermore, the connection between pay and pay satisfaction was only marginally higher, indicated that people satisfaction with their salary is mostly independent of the actual salary. A cross-cultural companion revealed that the relationship of pay with both job and pay satisfaction is pretty much the same everywhere for example, there is no significant difference between the US, India, Australia, Britain, and Taiwan. A similar pattern of result emerged when these researchers carried out group-level or between-sample comparison. The result showed that employees earning salaries in the top half of data range reported similar levels of job satisfaction to those employees earning salaries...
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...Abstract Motivation has long been one of management’s most difficult and important duties. Success in this subject is becoming more challenging in organizational trends because business environment changes quickly and becomes more competitive. Researches on employee motivation especially highlight two types of factors: intrinsic and extrinsic. The purpose of this study it is to find out the effectiveness of intrinsic and extrinsic factors on employee motivation, which one is more effective and compare them according to demographic characteristics of employees. Using descriptive survey design, the sample of the study was 41 employees of an electricity delivery company located in the province of Ağrı, Eastern Anatolia, Turkey. As a result of the study it is found out that both intrinsic and extrinsic factors affect employees while they achieve their tasks. Another result is that intrinsic factors are more motivating than extrinsic factors. Introduction In order to be successful or even more successful, today’s both private and public work organizations need to maximize the use of their employees’ skills. Human resource is the most critical resource for any organization in today’s highly competitive business environment. The primary task of any manager is to have an organization that functions effectively. To do so, subordinates must work efficiently and produce results that are beneficial to the organization. It is obvious that motivation is one of the main factors that...
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...placing those meals on the table for the children. If the teacher needs some extra things done such as laminating certain papers or labeling of the classroom, cleaning the tables after meals and helping get coats on. With this job there does come a sense of self management and choice to a certain degree. This comes by getting to help chose the lesson plan with the teacher and having the option of how to take that lesson plan and teach the lesson to the child. With having this freedom of choice as the aid can really help the children to learn and it helps the teacher and the aid to work together as a team to work towards a common goal of helping the children reach their academic goals. Intrinsic Motivation There are different types of motivation two of the most commonly discussed are intrinsic and...
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...Money Talks … to Online Opinion Leaders What Motivates Opinion Leaders To Make Social-Network Referrals? MENGZE SHI Rotman School of Management, University of Toronto mshi@rotman.utoronto.ca ANDREA C. WOJNICKI Independent marketing consultant Andrea.Wojnicki@ gmail.com This study investigated the effectiveness of intrinsic versus extrinsic motivations for consumers’ online social-network referrals, specifically across “opinion leaders” and “non–opinion leaders.” The authors utilized a unique dataset that matched a survey with an online field experiment. The empirical results indicated “money talks”—that is, online referral rates were higher when extrinsic rewards were conferred. Notably, the effect of an extrinsic reward was significantly stronger among opinion leaders. In this paper, the authors highlight the significance of reputational concerns and referral motivations in this context. Opinion leaders may have developed a reputation of intrinsically motivated referrals across their social networks, shielding them from potential loss of social capital associated with extrinsic rewards. INTRODUCTION Given the commercially and academically documented impact of social networks in the marketplace, many marketers seek to harness the power of consumer referrals or word of mouth (WOM), whether it be online through social media (Kaiser, Kröckel, and Bodendorf, 2013) or offline. In the quest to inspire consumers to talk, some marketers offer rewards (i.e., discounts or gift certificates)...
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...years. Motivation can be either intrinsic or extrinsic, most individuals subscribe to a combination of the two in their lives. The escape theory portrays people as wanting or needing to escape the uncomfortable reality that they find themselves in. A good example is the child that grew up poor and when reaches college age, immerses themselves in study to achieve a goal of an education and a better opportunity to earn a decent living. The acquired needs theory says that some of us seek power, affiliation, or achievement. Most of us seek out a sense of belonging and affiliation with peer groups.This may be the student that joins a fraternity. The control theory advocates having some sense of controlling the world around us and hence our futures. This student may be the single mother that was laid off from a factory job. Most motivational theories somewhat overlap and have commonalities whether intrinsic or extrinsic. Internal or external stress's could be relevant to almost all motivational theories as could the concept of conflict between reality and aspirations. Dozens of motivational theories exist and most have been around in one form or another for years. Motivation can be either intrinsic or extrinsic, most individuals subscribe to a combination of the two in their lives. The escape theory portrays people as wanting or needing to escape the uncomfortable reality that they find themselves in. A good example is the child that grew up poor and when reaches college age, immerses...
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