Abstract
This paper explains that, instead of getting the work done by any means possible, the servant leader is required to first take into account the welfare of his staff and of all those who help him achieve the primary goal of the organization. The author points out that the concept goes well beyond the corporate world and can be incorporated into other fields, such as politics, education, and law. The paper relates that servant leadership works on principles opposite to those incorporated by a traditional leadership style; in traditional leadership, a leader is required to "control" his employees and exercises his authority frequently to get the tasks done.

From the Paper
"Servant leadership works on the principle that a leader is there to take care of his people. He is required to act like a king who builds his entire empire on the principles of trust and care. Servant leadership literature, for this reason, focuses on everything from Jesus and Bible to modern-day management theories to explain the significance of this kind of leadership. This is obvious from close reading of Spears' book and the essays it contains. Contributors like Steven Covey and Max Depree have focuses on the moral side of the issue while Ken Blanchard, Margaret Wheatley and Warren Bennis discuss the issue from purely management standpoint. In their own unique way, all contributors sought to highlight the flaws of traditional leadership and the positive effects of this new leadership style."

Tags:trust, care, theory, motivation, style

Abstract
This paper is a brief discussion of motivational theory. Various theories of motivation are outlined, including the most widely recognized modern motivational theory of opportunity-cost. The importance of motivation is also discussed.

From the Paper
"Motivation is the study of what makes us do things. Every day we are faced with many decisions. What choice we make is the study of motivation. There are several theories of motivation, the theory of opportunity-cost is the most widely recognized. This paper will discuss the major forces that drive us and influence our decisions.
The advent of the industrialized age forced many companies to study what motivates their workers in an attempt to boost production. It was believed that money was the key motivational factor in driving employee performance. It was later found that other factors besides money effect their attitudes and work ethics (Lindner, 1998). This led to further studies in an attempt to understand the factors that motivate employees. These included Maslow's need-hierarchy theory, Herzberg's two-factor theory, Vroom's expectancy theory, Adam's equity theory, and Skinner's reinforcement theory (Lindner, 1998). All of these theories centered on one factor. Modern motivational theory believes that all of these theories are summarized in one idea, opportunity-cost (Lindner, 1998). This idea is centered on the idea that every action has a cost. This cost may be time, money, or emotional. In making our decisions we weigh the potential gain from the action against the cost (Lindner, 1998)."

Tags:Maslow, Herzberg, Vroom, Skinner, Adam, productivity, management, reward, punishment

Abstract
Finding the key to motivating employees is not a lesson easily learned, nor is it a lesson which, once learned, can be considered mastered. Instead, individual employees respond to different types of motivation in different ways, and successful supervisors develop comprehensive understanding of each of their employees and the corporate environment in which they operate. This research examines types of motivation and the components the go into successfully motivating employees to meet their goals and objectives.

From the Paper
"Introduction

Finding the key to motivating employees is not a lesson easily learned, nor is it a lesson which, once learned, can be considered mastered. Instead, individual employees respond to different types of motivation in different ways, and successful supervisors develop comprehensive understanding of each of their employees and the corporate environment in which they operate. This research examines types of motivation and the components the go into successfully motivating employees to meet their goals and objectives.

Motivation Theories
Understanding motivation and performance begins with understanding that the workers are not necessarily to be blamed if their performance or motivation is not what the supervisor envisions. Instead of ..."

Abstract
The following essay will demonstrate that no single theory can explain the complexity of human motivation, and that the most accurate explanation of human motivation lies somewhere in the middle where most motivational theories converge. The author looks at certain underlying assumptions that the different motivational theories hold. The author discusses different theories from three different schools of thought: humanistic, cognitive and learning. The author proposes that on its own, each theory has its strengths and weaknesses, and that one can only adequately understand motivation if one tries to combine all three schools of thought. The theories that are dealt with in this essay are: Maslow's Hierarchy of needs, Adam?s Equity Theory, and the O.B. Mod Model.

From the Paper
"The first school of thought that will be dealt with will be what Franken calls the "Humanist" school. According to Franken, this approach was first proposed by Carl Rogers and Abraham Maslow, and is based on the assumption that humans are innately good and possess a natural, biological tendency to grow and mature (Franken: 1988:p15). Franken goes on to say that the Humanist theorists believe that every Human being is unique. He then explains how the humanist term for the process of development of that uniqueness is "self-actualization" (Franken: 1988). This essay will now show how the above assumptions can be found in Maslow's theory of motivation, known as Maslow's Hierarchy of Needs. Maslow believed that within every human being there exists a hierarchy of five needs. The first need he termed physiological need, which includes basic needs, such as the satisfaction of hunger, thirst, control of one's temper, and any other bodily needs. The second need was termed safety needs, and includes a person's innate need for security and protection from physical and emotional harms (Robbins: 1996: p169). The third need, Maslow believed, was a social need, which can be explained as a person's innate need to give and receive affection, to feel belongingness, acceptance and friendship. The fourth need Maslow points out is known as esteem needs, and includes "internal esteem factors", such as self-respect, autonomy and achievement. It also includes "external esteem factors", such as status, recognition, and attention. The final need making up Malsow's Hierarchy of Needs is termed self-actualization, and includes the drive for one to reach one's full potential, strive for personal growth, and become self-fulfilled (Robbins: 1996: p169)."

Tags:adam, equity, hierachy, human, maslow, mod, model, motivation, needs, theory

Abstract
This paper examines certain theories that make people work harder to achieve their goals. This paper shows that our behaviors, particularly our desire to strive to achieve a goal, are influenced by several factors and that these factors can be manipulated to control behavior. The author examines the idea that a person's perception of his ability to achieve success is more important than his actual ability to do so.

From the Paper
"A manager who constantly threatens with punishment and tells his employees they are worthless and lazy can expect nothing more than to have worthless, lazy employees. If he tells his employees that they are the best in the business, then he can expect no more than the best efforts that his employees can give. Involving the employees in decisions and letting them make suggestions will give them a more internal locus of control. Setting reasonable goals and giving positive encouragement to achieve them will make them want to do even more than expected. Applying the principles of expectancy/value theory and attribution theory can cause employees to be self-motivated into achieving ever-greater levels of success."

Tags:behavior, goal, motivate, work, employee, positive, negative, expectations, reinforcement, theory, attribute, reward, punishment, ability

Abstract
This paper explains how an organization's success depends on the ability of managers to provide an environment which motivates personnel and maintains an environment of productive, happy and satisfied employees. This paper explores different theories of motivation and determine what is involved in creating an ideal state of performance and motivation in the work force. This paper details tips and methods of motivating all employees of any organization.

From the Paper
"An organization's success depends on the ability of managers to provide an environment which motivates personnel and maintains an environment of productive, happy and satisfied employees. This paper will explore different theories of motivation and determine what is involved in creating an ideal state of performance and motivation in the work force.
Effective appraisal systems are tools, when used properly, which evaluate employees' performance. Appraisal systems contain an evaluation system and a feedback system. The purpose of the evaluation system is to identify when an employee's performance does not meet acceptable organizational standards."

Tags:Organization, management, success, motivation, employees, appraisal, evaluation, performance

Abstract
A practical essay about the two-factor theory of motivation hygiene with implications for management and their role. The paper also includes a general comparison between this theory and Maslow's hierarchy of needs. Finally, it analyzes the strengths and weaknesses of Hertzberg's theory. The paper explains that the motivation hygiene theory implies that management must design the job for employees so that there are avenues for job enrichment. Some examples of ways to provide job enrichment include increasing accountability while removing controls, making periodic reports available to workers as well as supervisors (open book), management granting job freedom, introducing new and challenging tasks, and assigning specific or specialized tasks.

From the Paper
"Psychologist, Fredrick Herzberg, introduced the motivation-hygiene theory (also know as the "two-factor theory"). Herzberg rejected Abraham Maslow's "hierarchy of needs" and decided to carefully study and research key factors affecting a worker's performance. Following this research, Herzberg developed the motivation-hygiene theory, which which was published in "The Motivation to Work". Under this theory, Herzberg forwarded the idea that there are satisfiers (motivation-factors) and dissatisfiers (hygiene-factors) (Vroom, 1975: 87). Satisfiers include recognition and achievement, the presence of these factors, under Herzberg's theory, has a positive effect on motivation and satisfaction where as the absence of these factors have no negative effect on motivation or satisfaction."

Tags:management, human, resource, hygiene, motivate, satisfy

Abstract
The paper shows that risk-taking is something common in all of us, but the degree to which it actually motivates us, may vary from person to person. The paper explains that people take risks for different reasons: Sometimes we are simply motivated by thrill of the unknown attached with risk-taking, sometimes we take a chance just to appear different and non-conforming and yet at other times we take risks because we just have to. The paper thus divides risks into three broad categories: Responsible, calculated risks; Risks for fun and irresponsible, harmful risks.

From the Paper
"A study conducted by Beaty et al. (1996) explored the experiences of 23 female risk-takers in a city jail and discovered much to their chagrin that, "Maintaining sexual relationships with men and obtaining drugs were higher priorities for most women than protection against HIV disease." (Beaty et al., 1996) No wonder these women ended up in prison. Men and women, who lead a high-risk life where they frequently take negative irresponsible chances, end up ruining their lives. In our intimate relationships, we may often go for unprotected sex either to experience the thrill of it or simply because we are afraid to ask our partner to use condoms. Women in Beaty study are good examples of negative risk-taking and its disastrous consequences. Upon exploration of their sex life, it was discovered that these women were using sex as a tool to maintain intimate connection with their partner."

Tags:social, laws, risk-taker

Abstract
This paper investigates the difference between competitive and recreational athletes' goal orientations. As anticipated, it shows how individuals in competitive sporting programs have a higher ego orientation than individuals in recreational programs. This result is discussed in terms of the positive health benifits for Australians.

From the Paper
"White and Duda (1994) found that athletes who competed at the highest level were higher in ego orientation than those who were involved in recreational sport. They also found that competitive levels had no significant effect on task orientation. This ego orientation link to competitive involvement is supported by a study by Gernigon and Le Bars (2000) which examined goal orientation and different levels of martial arts. Because of the unique nature of the sports studied (Judo and Aikido) in this research, unclear implications for task orientation and competitive level have been produced. These sports involve striving for mastery in getting different grades or belts, and competition with others, through bouts where beating an opponent is paramount."

Tags:athletes, health, ego

Abstract
The Volvo car plant in Sweden is a workplace where employees on the production line experience high levels of stress. The paper first looks at the reasons for the high stress levels. It then examines steps which could be taken to reduce the stress, including the introduction of floor managers and consultation committees to ensure employees have control over their situation; the implementation of reward systems that focus on rewarding positive behavior; the introduction of job rotation to give employees variety and the improvement of the general working environment.

From the Paper
"The next step is to add a reward system that links with the overall mission statement. A reward system is an important part of an organization as it gives employees something to work towards and is a major source of motivation. A reward system for Volvo needs to focus on the overall goals of the organization, while limiting the potential for employees to be singled out. This is necessary to reduce the current environment of fear. A suitable solution would be to introduce a system of job rotation where employees work on different tasks. The overall team could then be rewarded based on the amount of cars produced and the quality of those cars. This would ensure that quality is emphasized as much as quantity. In addition, a set volume could be stated that must be made, with this number low. Employees could then be rewarded for production levels above this number. Since the target is low, this would not cause fear in employees but would motivate them into working hard. To encourage the improvement of processes, it is also recommended that employees are rewarded for making suggestions for improvement."

Tags:mission, statement, team, goals