
There are many theories of motivation and a theory that works for all individuals in all cases, is nonexistent. With parts of each theory to a variety of motivations is probably the most efficient because each employee of various components of the theory are motivated. As a former director of the Personnel Department of the theory of design work is most fascinating. For some people enjoy helping people, consolidation of administrative tasks and projects with potential for everyday problems with an internal or external customers to resolve will be rewarded. Routine tasks with a new problem or challenge that breaks boredom interrupted. However, this does not work for many positions.
Work with the expectations of the theory well. Describe the objectives achievable and offer rewards to motivate your resignation at one point. If goals are too high or if the reward is so great that to achieve the lowest level provides adequate compensation, the employee can not be justified. Communicating expectations is always a good start. If employees are motivated to meet the minimum requirements for the position on why they consider the object’s position and their personal goals.
With self-regulation to motivate employees to good and evil. First, some regulators do not like constructive feedback or negative. If this happens, this approach is immediately condemned. However, most people want to do well, so that appropriate behavior is modified according to available observations. The problem is whether, as in the theory of fairness, is that they feel some injustice in the treatment compared to their colleagues. Moral issues may be driven by the imbalance and can be overcome. With a combination of life expectancy, job design, and theories of self-regulation may provide the best results.
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