A Relationship Between Achievement Motivation And Industrial Development Essay

productivity in individuals and teams. Motivation describes the level of desire employees feel to perform, and is an

All employees analyze their environment and strive to be recognized and rewarded for their hard work and dedication they put into the company, in a word they are seeking justice. Justice can be defined as a person receiving what they feel they are entitled to and if they do not receive what they deserve the situation may board on injustice. Unfortunately in today’s society justice and appreciation are not given out to all those deserving (Pinder, 1998). A major problem to address is how to keep the motivation level high in a company when the employees do not feel appreciated.

Project TitleMotivational analysis of organizationObjectives1. The purpose of motivation is to create condition in which people are willing to work with zeal, initiative. Interest, and enthusiasm, with a high personal and group moral satisfaction with a sense of responsibility. 2. To increase loyalty against company. 3. For improve discipline and with pride and confidence in cohesive manner so that the goal of an organization are achieved effectively. 4. Motivation techniques utilized to stimulate employee growth. 5. For the motivation you can buy man’s time. Physical presence at a given place. 6. You can even buy a measured number of skilled muscular motions per hour or day. 7. Performance results from the interaction of physical, financial

Motivation is a very broad term that is discussed in a variety of settings. There is the motivation to perform in a business setting, the motivation to perform on the field of competition, the motivation to provide for friends and family, and the motivation to accomplish goals that have been set. These are all various motivations that any one person can be involved with at any time. According to Maslow, motivation always exists within a person and in various forms, “...motivation is constant, never ending, fluctuating, and complex, and that it is an almost universal characteristic of practically every organismic state of affairs” (Maslow, 1954). As complex as motivation seems, it is everyone’s intention to identify their personal

We can define motivation as the desire and willingness to do something and the inner force that helps individuals achieve their goals. Understanding what motivates employees and what employers can do to motivate their employees has been the focus of research for many years. This is mainly because motivated employees can provide an organisation with a distinctive advantage and a competitive edge and by being more productive they can help the organisation thrive and survive. In a public service organisation such as West North West Homes we would expect staff to be motivated partly by the desire to have a positive impact on others. Someone working within a sales team

Daniel Pink in his book titled Drive talks about the reasons to motivations and how people work to better themselves. There are different reasons to what keeps people motivated. For some it is mastery, to get better at what they do, while for others it may be the reward they are seeking at the end. Both in which have different mindsets mastery is when someone wants to get better at something for there own satisfaction, while for others it is to get satisfaction through their paycheck and profit. Motivation in work forces is money and profit. As long as people are getting what they want productivity continues, however once they stop receiving their rewards productivity decreases. This makes total sense people because as humans, people seek rewards

Motivation can be defined as the desire or inspiration to carry out specific tasks or to do something. Motivation is required when goals are being set and more so in their execution. In a work setting, motivation can be defined as a process through which individuals choose between alternative forms of behavior with the aim of achieving personal objectives. The goals sought by individuals can be extrinsic or relatively tangible such as monetary rewards and promotion, or intrinsic or intangible such as self esteem or job satisfaction (Armstrong, 2006). In learning, the desire to attain good grades is what motivates a student to study hard everyday as they prepare for the exam. On the other hand, for a teacher to put his best foot forward, he

Motivation has become a term as ubiquitous as it is undefinable. What exactly is motivation and how is it used to achieve a desired result? In many circumstances, individuals are motivated by different aspects at different times in their lives. Compounding this issue further are the environmental factors embedded in an individuals motivation. Depending on an individual's background, he or she may be motivated differently than others of similar socio economic circumstances. As such, it is quite difficult to appraise the merits of a single motivational characteristic or theory. This difficulty has given rise to numerous theories of motivation throughout history, each with its own distinct value. The problem with many of these theories is that they are imperfect by nature and do not encompass all possible options of behavior. This document will focus primarily on the achievement motivation theory established by Harackiewicz, Barron, Carter, Lehto, & Elliot in 1997 and how it can and cannot be used effectively within workplace situations.

The success of any business depends on the productivity and satisfaction of its employees. Employees need to be motivated to work. Motivation can be defined as the inner force that drives individuals to accomplish personal and organizational goals. Motivation can be either intrinsic or extrinsic. For an individual to be motivated in a work situation there must be a need, which the individual would have to perceive a possibility of satisfying through some reward. Intrinsic motivation stems from motivations that are inherent and arise from performing the task of the job itself, which the individual gets a feeling of either positive or negative motivation as a result of

Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Organizational Behavior by John R. Schermerhorn, James G. Hunt and Richard N. Osborn the definition of motivation is "the individual forces that account for the direction, level, and persistence of a person's effort expended at work." They go on to say that "motivation is a key concern in firms across the globe." Through the years there have been several theories as to what motivates employees to do their best at work. In order to better understand these theories we will apply them to a fictitious organization that has the following

When reading the book The Goal written by Eliyahu Goldratt, there were many lessons that I learned in order to have a clear and concise understanding of a positive level of productivity in a company. To have a positive level of productivity there are may components that are taken into consideration. Understanding what it actually means to be productive and how to increase the level of productivity by knowing the actual goal of the company that is trying to be reached and the components that go into the process of being productive. There are many factors that contribute to the level of productivity and being able to identify these factors is the key ingredient to having a successful level of productivity.

Over the past few decades, managers have realized that the motivational capacity of most organizations has a significant impact on the productivity and on the profitability of a firm. Much of the old paradigms regarding management theories have focused extensively on a single way of developing worker productivity and motivation in the firm through the

One of the first authors that dealt with the sources of motivation was Frederick Taylor who focussed on the overall productivity of an organisation. He linked this productivity to the effort an employee puts into their work which in turn is dependent on monetary rewards (Taylor, 1911). This theory was established in the context of the industrial age and thus is outdated for today’s analysis but it still provides a basic assumption which is often referred to by other authors. The total neglecting of a worker’s intrinsic motivators is a starting point for discussion for authors that conducted research in that area after Taylor.

This study focused on “The Role of Achievement Motivation in Industrial development: A study of Port Harcourt Municipal. The onus of the research was to X-ray the extent to which the role of achievement motivation from childhood could be instrumental to industrial development in Nigerian. In addition, some of the major objectives were to discover if the values of a given soda-economic milieu and achievement motivation could have a blend and affect a nation’s level of industrial development; to unravel the existence of low level of achievement values and lack of industrial growth.

Better industrial relationship: A good motivational system will create job satisfaction among employees. The employment will offer those better service conditions and various other incentives. Proper motivation create an atmosphere of confidence among the employee and employers and cordial relationship will create a healthy working environment. So, motivation among employee will lead to better industrial relationship.