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2.Does motivation to work vary from culture to culture Discuss the applicability of one content theory of motivation and of one process theory of motivation to your national culture - Essay Example

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It is the factor of production that turns a dream into a reality. An entrepreneur dreams, while the employees of that company make it possible to turn that dream into a reality and…
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2.Does motivation to work vary from culture to culture Discuss the applicability of one content theory of motivation and of one process theory of motivation to your national culture
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Extract of sample "2.Does motivation to work vary from culture to culture Discuss the applicability of one content theory of motivation and of one process theory of motivation to your national culture"

Download file to see previous pages behavior, the more able the manager will be in influencing subordinates’ behavior to make it more consistent with the organization goals and objectives.
Human beings are driven by one thing or another, in order to do something. This driving force is the reason why they would do something. This driving force is basically what we term as ‘motivation’. Motivation is the desire to do anything. It is one of the most important of the factors that lead us to perform a task. It is the inner state that causes an individual to behave in a way that ensures the accomplishment of some goal (Certo and Certo, 2013). Motivation is also seen as a set of processes that stimulate, direct and maintain human behavior towards achieving a particular goal (Di Cesare and Sadri, 2003)
Persuaded individuals are the individuals who have settled on a conscious choice to dedicate significant exertion to attaining something that they esteem. What they esteem will vary enormously starting with one singular then onto the next. Some individuals might be motivated by monetary factors involved in accomplishing a task while others might be driven by non-monetary factors (Erez et al, 2012). Monetary factors are those elements in a job that result in the individual getting rewarded in form of money such as salary, bonuses, fringe benefits etc. Non monetary factors are also called intrinsic factors and are those that are closely linked to a person’s satisfaction and hence these include appreciation, recognition, delegation and relationship with colleagues (Lehto and Landry, 2012). Both of these factors play an important role in motivating a person to perform a job. If the right motivators are used to stimulate individuals to work, there is a high probability that the work performed will be effective and efficient. This is because the individual is happy and wants to show the same love and affection towards the job and the organization. The token of appreciation from the individual’s side is ...Download file to see next pagesRead More
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