I. - DESCRIBING THE PROBLEM 4
II. - DEFINING AND FORMULATING THE HYPOTHESIS 4
III.-SUPOSITIONS IN WHICH THE HYPOTHESIS IS BASED 6
IV. - THEORETICAL FRAMEWORK 8
V. - ANALYSING THE DATA 8
INFORMATION SOURCES 11
From ever men have needed to work in order to provide themselves with food and housing and to support theirfamilies. Since the beginning of civilization men worked in different ways, as hunters or farmers, as soldiers or bards, no matter the activity they developed the objective was only one: gain with their own effort the possibility to cover their basic needs. Centuries have passed and the objective is still the same. However, the conditions are far more different now, there are policies and organizationswhich protect employees and their rights. Unfortunately, there is one issue that can’t be totally solved following external rules, and this is Motivation. Along this document we’ll try to analyze some important facts.
I. - DESCRIBING THE PROBLEM
Every person has different motivations for working. The reasons for working are as individual as the person. But, we all work because weobtain something that we need from work. The something we obtain from work impacts our morale and motivation and the quality of our lives.
Some people work for personal fulfillment. Others like to accomplish goals and feel as if they are contributing to something larger than themselves, something important. Some people have personal missions they accomplish through meaningful work. Others truly lovewhat they do or the clients they serve. Some like the interaction with customers and coworkers. Other people like to fill their time with activity. Some workers like change, challenge, and diverse problems to solve. Motivation is individual and diverse.
The job of a manager in the workplace is to have things done by employees. To do this the manager should be able to motivate employees. But itis difficult because we are talking about human beings. To understand motivation we need to understand human nature as well, but this is not a piece of cake, on the contrary it is difficult and complex too. An understanding and appreciation of this is a prerequisite to effective employee motivation in the workplace. But why is motivation so important? Because motivated employees produce more andbetter- a very simple but decisive reason to bear in mind.
II. - DEFINING AND FORMULATING THE HYPOTHESIS
Many surveys and studies dating back to the early 1980s demonstrate that people want more from work than money. An early study of thousands of workers and managers by the American Psychological Association clearly demonstrated this. While managers predicted the most important motivationalaspect of work for people would be money, personal time and attention from the supervisor was cited by workers as most rewarding and motivational for them at work.
In the article “The Ten Ironies of Motivation," reward and recognition guru, Bob Nelson, says, "More than anything else, employees want to be valued for a job well done by those they hold in high esteem." He adds that people want tobe treated as if they are adult human beings.
While what people want from work is situational, depending on the person, his needs and the rewards that are meaningful to him, giving people what they want from work is really quite straight forward. People want:
* Control of their work inspires motivation: including such components as the ability to impact decisions; setting clear and measurablegoals; clear responsibility for a complete, or at least defined, task; job enrichment; tasks performed in the work itself; and recognition for achievement.
* To belong to the in-crowd creates motivation: including items such as receiving timely information and communication; understanding management's formulas for decision making; team and meeting participation opportunities; and visual...