The motivation of men has been much theorized, particularly in the past half-century. It's actually about these great thinkers to theorize on what might motivate us, for example in a professional situation. Following a survey of employees, Ronen, unlike others, tried to make an almost complete list of everything that could be a motivating factor for the employee. These various elements differ according to each individual, coming together on 2 points of motivator and individual element.Thus, even if motivation can be theorized and put into a blueprint, its application remains highly personalized, according to individuals and values that the employer wants to share in his company. Here the motivation comes with personal interests. For Murray, motivation mainly comes from practical needs rather than an affinity. He has defined 4 primary needs: success, affiliation, autonomy and power.
[...] Learning new or more complex tasks: This source of motivation is not effective for all employees. Indeed, some consider an enrichment or expansion of tasks in a negative light by not seeing that the surplus work which is there will be annexed. On the contrary, others consider this decision as a desire to provide accountability and appreciate it, live it as a challenge and accept it. An increased complexity is manifested by a reduction of the monotony, a call for more skills which then creates a sense [...]
[...] Motivation through promotion The system of internal promotion, as part of GPEC (Projected management of jobs and skills or HR planning) is very important in that matter of motivating employees. Indeed, an employee knowing that his efforts and good results will be recognized by a positive career development, will be motivated in the long term and be more efficient in general in all his tasks. Motivation through professional competence Another alternative to motivating employees is the acquisition and development of skills of employees which can be brought about by training and later through career development. [...]
[...] Stock options (options on shares) A system that allows the employees to acquire shares of their company at a good price (less than market value). They also include dividends, but they could also fetch a good value which is important in case of resale of these shares. It's thus a way to motivate and retain the employees, but which also allows the inclusion of the employees in the shareholdings. Other means of motivation In recent decades, many authors have pointed out the benefit of motivation of employee by involvement. [...]
[...] Individualism Materialist Material advantages Presence of challenges Non Job security Enhancement of materialis Adequate schedules competencies t Working conditions Training opportunities Possibility of Relations with promotion colleagues Autonomy in work Relations with Brand esteem managers Satisfactory salary Collectivism Thus, even if motivation can be theorized and put into a blueprint, its application remains highly personalized, according to individuals and values that the employer wants to share in his company. Here the motivation comes with personal interests. Theory of Murray For Murray, motivation mainly comes from practical needs rather than an affinity. [...]
[...] Indeed, Herzberg maintained that motivation has become more of a “content” of work; all that it could bring to the individual was not necessarily practical. Herzberg had demonstrated that work was not an exchange of goods (hence financial) between the employer and the employee, but also a way to satisfy the needs which makes us different from other living beings. This theory has long been used by the entrepreneurs, because it was based on personal satisfaction of achieving a difficult task, but its application is now threatened by the importance gained by the financial factor since the early 70's. [...]
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