MOTIVATIONAL TECHNIQUES IN ORGANIZATIONS

This research examines motivational techniques used in organizations. This examination considers motivational techniques from the perspectives of employees, managers below the executive committee level, and executive committee level officers and corporate directors. The preliminary research performed for this study identified six motivational techniques that are used extensively in American organizations. The findings of this research are presented through the discussion of each of these six approaches to motivation. The perspectives of employees, managers below the executive committee level, and executive committee level officers and corporate directors are considered in relation to each of the motivational techniques discussed.

The Development of Job Satisfaction At A General Level As A Motivational Technique

The promotion of job satisfaction at a general level among an organization's employees is a widelyused motivational technique among American organizations. Edwin Locke (1983, p. 1300) defined job satisfaction as "a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences." Job satisfaction, however, is a complex factor, and the level of job satisfaction among a group of individuals is the product of the interaction of a variety of other factors (Maidani, 1991, pp. 441448). Job satisfaction has been linked to the degree of autonomy employees feel tha

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ld be received and perceptions of amounts that are received will be major determinants of pay satisfaction. The Pay Satisfaction Model measures both pay outcome satisfaction and pay process satisfaction (Brown and Huber, 1992, p. 283). The determinants of pay satisfaction include demographic variables, perception variables, and pay variables. Brown and Huber (1992, pp. 279311) measured employee satisfaction in relation to an earningsatrisk plan through an application of the pay satisfaction model. The important findings of the study were that job satisfaction is affected negatively by the loss of pay stability, and that the negative effects on job satisfaction are stronger in relation to pay outcome than to pay process (Brown and Huber, 1992, pp. 279311). The Manipulation of Job Characteristics As A Motivational Technique Factors related to job design consistently have been found to have significant effects on job satisfaction and employee motivation (Churchill, Ford, and Walker, 1976, pp. 323332; Tett and Meyer, 1993, pp. 259293). The Job Characteristics Model postulates that job satisfaction motivation are manifestations of perceived core job characteristics as these characteristics are filtered through critical
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Some common words found in the essay are:
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Approximate Word count = 5778
Approximate Pages = 23 (250 words per page)

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