Essays on My Dissertation Title Is �an Examination Into What Motivates Younger People To Work'. The Assignment

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(11, 04, 2009)TABLE OF CONTENTSIntroduction……………………………………………………………………………. .Motivational Theories Models. ... ……………………………………………………. .... The Hierarchy of Needs: Maslow (1954)Motivation / Hygiene Theory: Herzberg (1959)Expectancy TheoryHow Young People are motivated to Work……………………………. ..……………. .How the Younger Workforce Feels About Motivation on Job…. ……………………. ..The Advantages and Disadvantages of Motivation…………. ..………………………. ..How Organisations can Motivate Younger Workplace enough…………………. .... .... .Differences between Generation X and Generation Y…………………………………. Psychological Contract – Changes. .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... ..Appendix………………………………………………………………………………. .IntroductionMotivation refers to a set of reasons which are responsible for determining how a person engages himself in some action. There are several theories that suggest that motivation is possibly entrenched in the fundamental requirement of minimizing pain and maximizing pleasure, or it could consist of some particular requirements like eating and resting, or a wanted thing, hobby, aim, situation, ideal, or it may be ascribed to not so clear reasons like humanity, honesty, or evading honesty. Motivational Theories Models Ever since there was the industrial revolution, business owners have wanted a way of expanding output.

Due to this search the scientists started studying the work surroundings, businesses and the relationship between individuals and companies. Due to their studies there were several theories developed; of which some were regarding the physical surrounding or the company framework while others were about the reasons which lead to people working and the factors which contribute to their motivation.

All those conventional theories are mainly about the requirements of workers to get motivated or about the need of managers to encourage them. These theories allow for understanding the factors that drive workers to perform at peak levels of output, and this assists the managers in understanding the causes of low output. The Hierarchy of Needs: Maslow (1954)Abraham Maslow was a behavioural scientist and he introduced his “hierarchy of needs” so as to provide an explanation about how people fulfil their requirements by means of work.

Maslow examined the human nature mainly from a motivational viewpoint. He stated the significant fact that humans are “creatures of desire” and we continuously require something or the other (Reiss, 2002). “This theory describes needs that begin with the most basic requirements for life – food, shelter, and basic physical comforts – and progresses through stages of growth as people strive to fill higher-level needs” (Bogardus, 2009). Although Maslow’s theory was a general one, about what makes the people act, but it was made relevant to the work state.

Maslow stated that here are five levels of needs which are responsible for motivating people. And these are: Physiological needsSafety needsSocial needsEsteem needsSelf-actualization needsPhysiological needs are the most fundamental and essential ones. Persons who strive for finding sufficient food so they can get away with hunger, or look for some shelter to live in are motivated by acquiring such objects. Actions which would allow for the essential requirements of life can motivate the people who are at this level.

After finding the basic necessities of food and shelter, the people need to find methods as to how they can stay secure from any kind of hurt, whether physical or emotional. At the level of social needs, the want to be accepted and to belong to their social commune is the motivation factor for individuals.

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