RAP submission on The key factors or indicators in the motivation of employees of CARE International in Zimbabwe. By Hughes Wonder Semu. September 2008. Table of contents 1. Introduction…………………………………………………………………………....4 General background…………………………………………………………..............4 Objectives…………………………………………………………………………….4 Organizational background…………………………………………………………...4 Organizational structure………………………………………………………………5 2. Literature review and information gathering…………………………………………..6 Maslow’s Hierarchy of needs………………………………………………………..6 Herzberg’s Two factor theory………………………………………………………..6 Information gathering………………………………………………………………..6 Questionnaires………………………………………………………………………7 …show more content…
Being a CARE employee, I envisage that the data gathering and collection exercise will be less difficult since there is already a good rapport between me and my fellow employees. Moreover, this will broaden my data collection methods as I can observe and listen to informal discussions. These tend to bring out employees true feelings more than formal interviews/ questionnaires. I intend to use a variety of data collection techniques, ranging from primary to secondary sources. Subsequent analysis will follow, leading to the conclusion. In the analysis and conclusion, reference will be made to various motivational theories especially the three classical theories of Maslow, Herzberg and Mcgregor. The conclusion will also focus on whether the evidence found during the research supports or rebuffs the aforesaid theories. 3 Organizational background CARE Zimbabwe is a non governmental organization and is part of CARE Nederland, an international NGO registered in over 140 countries. CARE Zimbabwe undertakes and executes many different activities and due to the nature of the work, all employees are employed on a contract basis. The size of the workforce also varies depending on the number of activities being carried out, but generally the number ranges from 150 to 300. The season when there will be most employees is from June to October when the main project being undertaken is vulnerable group feeding
Without going into the fine details and depth of all the motivational theory, we will use
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
Motivation is a complex subject and traditionally has been cast as an individual phenomenon, because, the uniqueness of each individual is a reflection of different needs, values, attitudes and goals. In that case, Mitchell (1982, p.81) assumes that all of the main motivational theories allow in one way or another for uniqueness to be demonstrated. Furthermore, different theories of motivation purpose different reasons but almost all of them emphasise an individual and intentional choice of behaviour analysis. As a consequence, Handy (1999, p.29) stresses that if individual behaviour could be analysed and understood, then the individual motives could be predicted and could be influenced. However, no certain formula exists. On the other hand, even the
'Motivation is a process that influences the direction, persistence and vigour of goal-directed behaviour. Psychology 's diverse theoretical perspectives views motivation through different lenses. (Passer, Smith, Holt, Bremner, Sutherland, Vliek., 2009, p.475). The psychological motivational theory that I
The purpose of this paper is to critically evaluate and review three journal articles by John Honore (2009), James Lindner (1998), and an article by Fred Herrera (2002). All three articles discussed the topic of employee motivation in the workplace. The authors examined several motivational theories and put forward their ideas on the concepts and application of motivational techniques. The authors’ work provides insight into the psychology of motivation and the different factors and theories that affect it. My conclusion is in line with the authors’, motivated employees are needed for the organisational survival and just like our constantly changing environment and each individual is different, motivational techniques need to be continuously explored and developed.
Secondary data will be collected from news papers, other related researches, internet, journals and text books.
Psychologists who have researched the topic of motivational concepts conclude that there are four theories of motivation. They are the instinct theory, the drive-reduction theory, the arousal theory, and the Maslow hierarchy of needs theory. This experiment is a research that the psychologist could take part in by examining their behavior patterns as they too are a part of the human factor.
Working within Skills and Learning as part of Babcock international group I have chosen the following theories of motivation as it is felt that they represent how we as a business support not only our staff but our customers through the learning cycle. The Motivational theories that I will be using are Maslow Hierarchy of needs and Herzberg’s Motivational and Hygiene Theory.
Geering, A. D. (1980). The Current State of Research on Motivation. Retrieved from The University of Phoenix eBook Collection database.
Recommend Article Article Comments Print Article Share this article on Facebook 2 Share this article on Twitter 1 Share this article on Google+ Share this article on Linkedin Share this article on StumbleUpon 1 Share this article on Delicious 1 Share this article on Digg 1 Share this article on Reddit Share this article on Pinterest
When running a business, one would have to hire employees who perform well and product and or quality is of the same caliber. The key to an employee performance is motivation. The expression, you can lead a horse to water but you cannot force it to drink water, can be seen within the human race.
Motivation stems from the word motive and is defined as something that causes a person to act in a certain way (Dictionary.com, 2015) and it is further defined as the condition of being eager (Merriam-Webster.com, 2015). In the assigned textbook, the psychology perspective of motivation is defined as “all the processes involved in starting, directing, and maintaining physical and psychological activities” (Gerrig, 2013). The purpose of this paper is to provide an overview of motivation theories to encompass both the content and the process perspectives, the author’s experience and an analysis of goals set to include the success, defeat or content status. This paper will also integrate Abraham Maslow’s hierarchy of needs since it is considered to be the first ever developed motivation theory (Maslow, 1943).
For this assignment, I am going to describe and discuss several motivation theories. Then I will compare and contrast different aspects of the theories to each other and discuss how the different theories relate to my workplace.
Each of these theories state different sources of motivational needs, and each have certain drawbacks. Let us examine some of these theories that have developed over the years.
1.1 1.2 1.3 1.4 1.5 1.6 Reason for choosing the topic Aims and objectives Company background Definition of motivation Key factors of motivation Motivation models and theories