Motivation - Essay Example

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Introduction: It is without question that there are many vital theories within human resources that help human resource personnel to manage and direct the efficiency, productivity, and utility of their respective workforces. As such, the field of human resources is diverse and necessarily covers a very large range of key issues…
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Motivation
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Download file to see previous pages Secondly, human resources exist as a yet another representation of the interests and needs of the employer. Within this function, a human resource department necessarily seeks to minimize costs associated with the workforce, comply by relevant laws, maximize efficiency, and reduce losses. Accordingly, the study of human resources almost invariably centers upon these two core functions. In keeping with this particular dynamic which is been described, this brief study will focus a level of analysis upon the means by which human resources within a firm/entity/organization can and should seek to maximize the motivational factor that it engages with its stakeholders. Within this particular dynamic, it can readily be understood that seeking to maximize motivation necessarily increases efficiency, utility, profitability, and a host of other factors that would be viewed positively by the firm/entity in question. Moreover, the changing business dynamic in the current world, inclusive of rising competition, hiring freezes, procurement policies, and a host of other factors, means that a higher level of pressure is now exhibited upon human resource departments around the globe to maximize the level of motivation of the few employees that they can continue to employ as a means of continuing to stay relevant within the current model. Ultimately, this can be reduced to a firm or entity seeking to do more with less. Within such a dynamic, this particular analysis will measure some of the most pertinent motivational theories that exist and seek not only to define them but to explain how they can be utilized within human resources as a means of affecting a greater level of motivation. The theories that will be discussed are as follows: Maslow’s hierarchy of needs, Hertzberg’s motivation hygiene theory, McClellan’s theory of needs, Vroom’s expectancy theory, and Kolb’s learning styles theory. As such, by analyzing each of these theories and relating it to the practice of motivation in human resources, it is the intent of this author to underline and highlight the means by which a greater level of motivation can be affected within the current leadership that exist within each and every firm/entity/organization. By seeking to define and understanding the clear and dinstict linkage that exists between leadership and motivation, and vice versa, it is the hope of this author that the reader can come to a more clear and actionable interpretation of how leadership and motivation can work in something of a symbiotic relationship to maximize utility and efficiency within the given firm/organization/or work place. Maslow’s Hierarchy of Needs Although Maslow’s hierarchy of needs has oftentimes been considered on a purely personal psychological level, the reality of the situation is that humans are by very nature social beings. By extension, the workplace is necessarily a realm within which individuals need to interact with one another as well as clients as a means of generating profit and income; both for themselves and for the entity in question. In such a way, Maslow’s hierarchy of needs is perfectly suited to defining and describing the means by which a given firm/organization can seek to maximize the overall level of motivation that is exhibited within its employees. Rather than viewing this as something of an undynamic approach, it must be understood, ...Download file to see next pagesRead More
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The topic of "Motivation" is quite often seen among the assignments in college. Still, this essay opens a new perspective of seeing the problem. I’ll use the style for my own example.

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