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HRM assignment范文:Motivational Theories Overview and Introduction

论文价格: 免费 时间:2023-11-08 11:00:32 来源:www.ukassignment.org 作者:留学作业网

HRM assignment范文-动机理论概述与导论。本文是一篇留学生人力资源管理assignment写作范文,在这篇assignment范文中首先,让我们来看看动机这个术语,什么是动机?它做什么?简单地说,动机是一个当某人对任何事情都不确定时使用的术语,通过动机,这个人可以确定需要做的事情。激励是锁定公司目标的关键,激励是推动每个人从日常生活中走向自己或公司目标的动力。以下就是这篇HRM assignment范文的全部内容,供参考。

assignment格式范文

Introduction 引言

First, let’s look at the term motivation, what is motivation? What does it do? In simple words motivation is a term used when someone is not sure about anything & thru motivation that person can be certain about things needs to be done. Motivation is the key to the lock of company’s goal, motivation is what pushes every individual from day to day life towards their goal or company’s goal.

Inspiration is the primary instrument to dispense with the negative worker turnover rate inside associations; this is the foundation of human asset administration. The absence of sufficient human conduct inspiration will lead to an absence of clear objectives and issues with satisfaction as well as an absence of authoritative productivity; facilitate, it is unrealistic to anticipate that workers will remain in the association.

本篇assignment指出,使人产生动机是消除企业内部负员工流动率的主要工具;这是人力资产管理的基础。缺乏足够的人类行为动机将导致缺乏明确的目标和令人满意的问题,以及缺乏权威的生产力;方便,预计员工会留在企业是不现实的。

The capacity of directors to persuade their subordinates includes the delicate abilities of human asset administration, which is presently an overwhelming pattern in worldwide administration. In the previous few a long time, the undertakings and elements of the human asset division have moved to line administrators and chiefs.

董事说服下属的能力包括微妙的人力资产管理能力,这是目前世界范围内管理的一种压倒性模式。在过去很长一段时间里,人力资产部门的业务和要素都转移到了一线行政人员和主管。

These days, the director should lead, oversee, guide, bolster and build up his/her subordinates furthermore, partners. Since the significance of positive work inspiration is on the ascent, human asset administration is centred around the meaning of the inspiration part and its noteworthiness

如今,董事应该领导、监督、指导、支持和培养他的/她的下属,以及合作伙伴。由于积极工作激励的意义正在上升,人力资产管理围绕激励部分的意义及其显著性展开

The point of the discussion is in this manner in view of the distinguishing proof of inspiration rule that depict this dangerous marvel inside human asset administration in

讨论的重点是以这种方式,鉴于灵感的区别证明规则,该规则描述了人力资产管理中的这一危险奇迹

associations together with the definition of recommended practices to dispose of the negative effect of worker irritation and turnover.

协会以及处理工人愤怒和离职负面影响的推荐做法的定义。

In the given case of XYZ Ltd – Information Technology Company, following are the negatives issues which are giving impact on motivational levels of employees:在XYZ有限公司——信息技术公司的案例中,以下是对员工激励水平产生影响的负面问题:

Lack of energy and synergy within the team 团队内部缺乏活力和协同作用

In case of induction process, lack of energy and synergy with recruitment team 在入职过程中,缺乏活力和与招聘团队的协同作用

Lack of performance in recruitment team as not achieving the targets 招聘团队表现不佳,未实现目标

Recruitment team are not clear with company goals and objectives 招聘团队不清楚公司目标

Demotivation as recruitment service is availing from outsources agency 由于外包机构提供招聘服务,员工士气低落

High Cost 高成本

Lack of trust and confidence 缺乏信任和信心

Replacement of employee for non – performance 因不履行职责而更换员工

Motivational Theories 动机理论

McClelland explains his gained needs hypothesis. He recommended that an individual’s needs are obtained after some time and are formed by one’s educational encounters. He portrayed three sorts of motivational need. A man’s inspiration and adequacy in certain employment capacities are impacted by these three needs. McClelland theory says, regardless of our gender, culture or age, we all have 3 motivating drivers which are Achievement, Affiliation & Power and one of these is dominant motivating drivers due to our culture & life experiences

麦克莱兰解释了他的获得需求假说。他建议,个人的需求是在一段时间后获得的,并由一个人的教育经历形成。他描绘了三种动机需求。一个人在某些就业能力方面的灵感和充分性受到这三种需求的影响。麦克莱兰理论认为,无论我们的性别、文化或年龄如何,我们都有三个激励因素,即成就、隶属关系和权力,其中一个是由于我们的文化和生活经历而产生的主要激励因素

Achievement – In this way looks for accomplishment, achievement of practical however difficult objectives, and progression in the employment. There is a solid requirement for input as to accomplishment and advance, and a requirement for a feeling of achievement. Achievers maintain a strategic distance from generally safe circumstances because the effortlessly accomplished achievement is not an authentic accomplishment. In high-chance tasks, achievers see the result as one of chance as opposed to one’s own exertion. High n-ache people incline toward work that has a direct likelihood of accomplishment, in a perfect world a half possibility. They favour either to work alone or with other high achievers.

成就——通过这种方式寻找成就,实现实际但困难的目标,并在就业中取得进步。对成就和进步的投入有着坚实的要求,对成就感也有着要求。成就者与一般安全的环境保持战略距离,因为毫不费力地取得的成就不是真正的成就。在高机会任务中,成功者将结果视为机会,而不是自己的努力。高智商的人倾向于有直接成就可能性的工作,在完美的世界里有一半的可能性。他们要么单独工作,要么与其他成绩优异的人一起工作。

Negative Item identified in the case: Mr Steve while joining knows the fact that previous manager was fired due to non – performance while he had good team to work but he accepts the challenge and join the company

案例中确定的负面项目:Steve先生在加入时知道前任经理因表现不佳而被解雇,而他有良好的团队合作,但他接受了挑战并加入了公司

Power – This driver creates a should be persuasive, successful and to have an effect. There is a solid need to lead and for their thoughts to win. There is additionally inspiration and need towards expanding individual status and esteem.

力量——这个驱动力创造了一个应该有说服力、成功并产生效果的。有一个坚实的需要,领导和他们的想法赢得。此外,还有扩大个人地位和尊重的灵感和必要性。

A man’s requirement for power can be one of two sorts – individual and institutional. The individuals who require individual power need to direct others, and this need regularly is perceived as undesirable. People who require institutional power (otherwise called social power) need to compose the endeavours of others to promote the objectives of the association. Directors with a high requirement for institutional power tend to be more successful than those with a high requirement for individual power Negative Item identified in the case: Mr Steve while joining knows the fact that there is lack of synergy and energy in between the team members of Recruitment but there is a chance to succeed into the company once there will be a synchronization.

一个人对权力的要求可以是两种——个人的和制度的。需要个人权力的人需要指导他人,而这种需要经常被认为是不可取的。需要机构权力(也称为社会权力)的人需要参与他人的努力,以促进协会的目标。对机构权力要求很高的董事往往比对个人权力要求高的董事更成功本案中确定的负面项目:Steve先生在加入时知道招聘团队成员之间缺乏协同作用和能量,但一旦同步,就有机会成功进入公司。

Affiliation – It has a requirement for benevolent connections and is propelled towards collaboration with other individuals. They require concordant associations with other individuals and need to feel acknowledged by other individuals. The connection driver produces inspiration and should be loved and held in prominent respect. These individuals are cooperative people. They tend to adjust to the standards of their work category. High alliance people incline toward work that gives noteworthy individual connection.

从属关系——它需要善意的联系,并被推动与其他人合作。他们需要与其他人建立和谐的联系,并需要感受到其他人的认可。连接驱动因素会产生灵感,应该受到人们的喜爱和尊重。这些人都是合作的人。他们倾向于适应他们工作类别的标准。高度联盟的人倾向于提供值得注意的个人联系的工作。

McClelland’s procured needs hypothesis expresses that a great many people have and display a blend of these qualities. A few people show a solid inclination to a specific motivational need, and this motivational or necessities “blend” subsequently influences their conduct and working/overseeing style.

麦克莱兰的采购需求假说表明,许多人都具备并表现出这些品质。少数人表现出对特定动机需求的坚定倾向,这种动机或必需品的“混合”随后影响了他们的行为和工作/监督风格。

Negative Item identified in the case: Lack of energy and synergy within the team and Recruitment team are not clear with company goals and objectives.

案例中发现的负面项目:团队内部缺乏活力和协同作用,招聘团队不清楚公司的目标和目的。

Herzberg Motivational Theory 赫兹伯格动机理论

Herzberg ordered these employment components into two classifications. Hygiene elements are those elements which are basic for presence of inspiration at work environment. These are positive fulfilment for long run. If these elements are non-existent at work environment, then they lead to disappointment. Hygiene variables are likewise called as dissatisfiers or upkeep considers as they are required to stay away from disappointment. These components depict the employment environment/situation. The hygiene variables symbolized the physiological needs which the people need and anticipated that would be satisfied. Hygiene elements include:

赫兹伯格将这些就业组成部分分为两类。卫生元素是那些在工作环境中存在灵感的基本元素。从长远来看,这些都是积极的成就。如果这些元素在工作环境中不存在,那么它们会导致失望。卫生变量同样被称为不满意或维护考虑,因为它们被要求远离失望。这些组成部分描述了就业环境/情况。卫生变量象征着人们需要和期望得到满足的生理需求。卫生要素包括:

Pay – The compensation or pay structure should be fitting and sensible. It must be equivalent and focused to those in a similar industry in a similar space.

薪酬——薪酬或薪酬结构应该是合适和合理的。它必须与类似行业、类似空间的人同等并专注于他们。

Organization Policies and authoritative approaches – The organization arrangements should not be excessively unbending. They should be reasonable and clear. It should be to incorporate adaptable working hours, clothing standard, breaks and so on.

组织政策和权威方法——组织安排不应过于死板。它们应该是合理和明确的。它应该包括可适应的工作时间、服装标准、休息时间等。

Incidental advantages – The workers should be offered social insurance arranges (medical), benefits for the family, representative help programs, and so on.

附带优势——应为工人提供社会保险安排(医疗)、家庭福利、代表帮助计划等。

Physical Working conditions – The working conditions should be sheltered, perfect and clean. The work types of gear should to be overhauled and all around kept up.

物理工作条件——工作条件应该是有遮蔽的、完美的和干净的。齿轮的工作类型应该彻底检修,并保持周围的状态。

Status – The representatives’ status inside the association should be well known and held.

地位——代表在协会内的地位应为人所知并被持有。

Interpersonal relations – The relationship of the representatives with his companions, bosses and subordinates should be proper and worthy. There should be no contention or mortification component introduce.

人际关系——代表与同伴、老板和下属的关系应该是恰当和有价值的。不应引入争论或羞辱成分。

Professional stability – The association must give employer stability to the workers.

职业稳定性——协会必须为工人提供雇主稳定性。

Motivational elements. According to Herzberg, the cleanliness variables can’t be viewed as sparks. The motivational elements yield positive fulfilment. These components are intrinsic to work. These variables spur the workers for a prevalent execution. These components are called satisfiers. These are elements required in playing out the employment. Representatives discover these elements inherently fulfilling. The helpers symbolized the mental needs that were seen as an extra advantage. Motivational elements include:

激励因素。根据赫兹伯格的说法,清洁度变量不能被视为火花。激励因素产生积极的成就感。这些组件是工作所固有的。这些变量刺激工人进行普遍的执行。这些组成部分被称为满足性。这些都是开展就业所必需的要素。代表们发现这些元素本身就具有成就感。帮助者象征着被视为额外优势的心理需求。激励因素包括:

Acknowledgment – The employees should be acknowledged and perceived for their achievements by the supervisors.

Feeling of accomplishment – The workers must have a feeling of accomplishment. This relies on upon the employment. There must be a product or something to that affect in the occupation.成就感——工人必须有成就感。这取决于就业。在职业中一定有一种产品或某种东西会产生影响。

Development and limited time openings – There must be development and progression openings in an association to persuade the workers to perform well.发展和限时开放——协会中必须有发展和晋升空缺,以说服员工表现良好。

Obligation – The representatives must consider themselves in charge of the work. The supervisors should give them responsibility for work. They should minimize control however hold responsibility.义务——代表必须认为自己负责工作。主管应该让他们负责工作。他们应该尽量减少控制,但要承担责任。

Seriousness of the work – The work itself should be significant, fascinating and trying for the representative to perform.工作的严肃性——工作本身应该是有意义的、引人入胜的,并努力让代表表演。

Negative issues identified with respect to Herzberg Theory in the given case are as follows:在给定的案例中,赫茨伯格理论的负面问题如下:

Recruitment team are not clear with company goals and objectives 招聘团队不清楚公司目标

Lack of job security as Mr Carl has been removed 卡尔被免职,缺乏工作保障

Lack of energy and synergy within the team 团队内部缺乏活力和协同作用

No promotional activities 没有促销活动

Lack of responsibility in the team 团队缺乏责任感

Lack of performance in recruitment team as not achieving the targets 招聘团队表现不佳,未实现目标

No appraisal as even after there is a team of recruitment into the company is providing hiring recruitment agency from outside for providing the services 没有评估,因为即使在有招聘团队进入公司后,也会从外部提供招聘代理来提供服务

Group Dynamics 群体动力学

What is group dynamics? Group dynamics is a mean for solving a problem as a team to become more innovative and productive. In simple words group dynamics refers to the attitude and behaviour character of a group. It is mainly concerned with how the group is formed and how they function together. To motivate the existing team of the recruitment into the company following techniques should be used:

什么是群体动力学?团队动力是解决问题的一种手段,作为一个团队,它可以变得更具创新性和生产力。简单地说,本篇assignment解释群体动力学是指一个群体的态度和行为特征。它主要关注群体是如何形成的,以及他们如何共同发挥作用。为了激励现有的招聘团队加入公司,应使用以下技巧:

Support the colleagues completely take an interest by welcoming their info and recommendations on the most proficient method to improve. Make inquiries, listen to their answers, and, at whatever point conceivable, execute their answers.

支持完全感兴趣的同事,欢迎他们提供最熟练的改进方法的信息和建议。进行询问,倾听他们的答案,并在任何可能的时候执行他们的答案。

As a pioneer, it’s chief employment to work with the colleagues set clear objectives. What’s more, once he does that, ensure everybody knows precisely what those objectives are, what their relative need is, and what the group’s part is in contacting them.

作为一个开拓者,主要的工作是和同事一起制定明确的目标。更重要的是,一旦他做到了这一点,确保每个人都准确地知道这些目标是什么,他们的相对需求是什么,以及团队在联系他们时的作用是什么。

Give individuals clear objectives, and afterward let them make sense of the most ideal approach to accomplish them.

给个人明确的目标,然后让他们明白实现这些目标的最理想方法。

The individuals from group will be more important to any association, and to themselves, when they have chances to learn new abilities. Furnish the group with the preparation they must progress in their professions and to end up distinctly proficient.

当团队中的个人有机会学习新的能力。为团队提供他们必须在专业上取得进步并最终明显精通的准备。

Communications 沟通

What is communication? Well, communication can be defined as a two-way process of communicating between the sender and the receiver. It could be written message that would require the receiver to read and understand or it could be an oral message that would require receiver to listen. Basically, there are two types of communication verbal and non-verbal. Authority is not about advising others what to do, yet rather augmenting the maximum capacity of individuals by being eagerly locked in. This requires a pioneer who can feel good discussing flawlessly with various sorts and stripes of individuals, paying little mind to progression, rank or social impact.

本篇assignment给出解释,什么是沟通?通信可以定义为发送方和接收方之间的双向通信过程。它可以是要求接收者阅读和理解的书面信息,也可以是要求接受者倾听的口头信息。基本上,有两种类型的交流——口头交流和非口头交流。权威不是建议别人该做什么,而是通过急切地被锁定来增强个人的最大能力。这需要一个先锋,他能感觉良好地与各种各样的人完美地讨论,而不关心进步、级别或社会影响。

Correspondence is troublesome. If it was simple, pioneers would not require such many gatherings to settle on a choice or pick up clarity and comprehension on a specific issue. Past not rehearsing persistence and the powerlessness to tune in, pioneers don’t set themselves up all around ok to most viably impart and in this manner, can’t contribute at their largest amounts.

沟通很麻烦。如果这很简单的话,先驱们就不需要这么多集会来决定一个选择,也不需要对一个特定问题进行澄清和理解。过去没有排练的坚持和无力融入,先驱们并没有把自己放在最可行的位置,以这种方式,他们无法做出最大的贡献。

Poor communications are in the given case are as follows:在给定的情况下,沟通不畅的情况如下

Lack of communication of requirement of employees in each department 各部门员工要求缺乏沟通

Lack of communication of goals and objectives of the organization 缺乏对组织目标的沟通

Lack of induction process where seems non-synergy and lack of energy 缺乏诱导过程,似乎没有协同作用,缺乏能量

Recommendation 建议

Organizational Effectiveness 组织有效性

Organizational effectiveness can be defined as the efficiency with which an association can meet its objectives which means an organization which produces a desired effect or an organization that is productive without waste. Organizational effectiveness is about everyone doing everything they know about how to do and doing it well, in other words organizational efficiency is the capacity of an organization to produce the desired results with a minimum expenditure of energy, time, money and material resources. Transformational initiative is a lively administration style that permits charming pioneers to rouse workers through different strategies. Industrious transformational authority can be its own staff inspiration and enhanced hierarchical viability. When organization have the privilege, transformational administrators set up, they can start to rouse and propel their staff through

本篇assignment提出组织有效性可以定义为一个协会实现其目标的效率,这意味着一个产生预期效果的组织或一个没有浪费的生产组织。组织效率是指每个人都做他们所知道的关于如何做并做好的一切,换句话说,组织效率是一个组织用最少的精力、时间、金钱和物质资源支出产生预期结果的能力。变革倡议是一种生动的管理风格,它允许富有魅力的先驱通过不同的策略激励工人。勤奋的转型权威可以激励员工,增强层级的可行性。当组织拥有特权,转型管理者成立时,他们可以开始激励和推动员工度过难关

Certainty 确定性

Responsibility 责任

Development 发展

Furthermore, Education 此外,教育

Training course 培训课程

Preparing is infrequently the answer for low inspiration. At the point when preparing could help, it’s best to give learners a chance to end up distinctly persuaded through experience instead of lecturing at them.

准备很少是灵感不足的答案。在准备可能有所帮助的时候,最好给学习者一个机会,让他们最终通过经验明显被说服,而不是对他们说教。

It is just upgrading:它只是在升级

Environment of the association 协会环境

Aptitudes of Employee 员工的公寓

Education level of the representative 代表受教育程度

Retention 保留

In an undeniably aggressive business world, best ability is sought after. If organization aren’t making their top laborers cheerful, another organization may tag along to take them away. This can be decreased through after ways:

不可否认,在一个咄咄逼人的商业世界里,最优秀的能力受到追捧。若组织并没有让他们的高层员工高兴起来,另一个组织可能会跟随他们离开。这可以通过以下方式减少:

Make the correct work culture in the association 在协会中形成正确的工作文化

Enlisting the correct representatives and giving preparing to them 招募合适的代表并为他们做准备

Motivation of employees 员工的动机

To motivate the employees XYZ Ltd should follow these ways:为了激励员工,XYZ有限公司应遵循以下方法

Communicate Better 更好地沟通

Empower the employees 赋予员工权力

Offer opportunities for advancement and betterment of the employee 为员工提供晋升和改善的机会

References List 参考文献

Brown, R., & Capozza, D. (Eds.). (2016). Social identities: Motivational, emotional, cultural influences. Psychology Press.

Dunning, D. (2015). Motivational theories. Theory and explanation in social psychology, 108-131.

Jensen, M. P., Ward, L. C., Thorn, B. E., Ehde, D. M., & Day, M. A. (2016). Measuring the Cognitions, Emotions, and Motivation Associated with Avoidance Behaviors in the Context of Pain: Preliminary Development of the Negative Responsivity to Pain Scales. The Clinical Journal of Pain.

Lepper, M. R., & Greene, D. (Eds.). (2015). The hidden costs of reward: New perspectives on the psychology of human motivation. Psychology Press.

Musso, M., Garay, C., Kyndt, E., & Cascallar, E. (2014). Employee retention and perceived supervisor support: A study of “knowledge workers” in Argentina.

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