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澳洲代写:组织激励理论应用的安全分析

组织行为在组织的各个领域都有其应用。理论模型在许多领域得到了研究。对激励、冲突管理和领导等几个方面的理论模型进行了讨论。除此之外,还有其他一些理论。关于激励理论的应用已经进行了讨论,但是上面讨论的理论被组织广泛接受和采用。

激励理论的应用在管理者中最为普遍。麦肯锡(McKinsey)进行的一项研究强调,企业主要依赖的是财务收益。然而,研究表明,非财务奖励或认可是更好的激励因素。如有财务上的收益,公司会考虑根据业绩或与达成目标有关的佣金发放奖金(莱瑟姆)。和花生米,2005)。公司采用的另一种方式是与员工分享利润。公司采用的这种奖励制度是基于激励理论的。例如,考虑到马斯洛需求层次理论,有不同的水平,一个人蓬勃发展,以达到。

澳洲代写:组织激励理论应用的安全分析

如上所示,涵盖了财务和非财务因素。对建筑业进行了一项研究。由于生产力在很大程度上是由人的因素驱动的,因此模型和理论概念是非常相关的。财务奖励和非财务奖励在建筑业中非常适用(Aina, 2014)。haa与Herzberg ‘s卫生因素有关的因素之一,这些因素已被建筑行业的公司使用,如午餐券、房地退休金计划中的设施等。

以航空公司为例,维珍航空的研究也强调了需求层次理论的运用。在公司中,初级员工的激励工具一直是财务激励,而中级员工或经理的个人和职业成长则是重点(Dudovskiy, 2014)。除此之外,赫茨伯格的双因素理论也得到了应用,其中卫生因素和激励因素都得到了航空公司经理的有效处理。为领导个人发展的员工提供培训,并提供业绩改善的额外津贴,从而使员工在额外津贴方面获得更高的收益。

澳洲代写:组织激励理论应用的安全分析

Organizational behaviour has its application in all spheres of the organization. There are various areas for which the theoretical models have been studied. Some of the theoretical models with respect to few areas including motivation, conflict management and Leadership have been discussed.Apart from this, there are several other theories. The application of the motivation theories has been discussed with respect to motivation, however, the theories discussed above are widely accepted and adopted by the organizations.
The applications of motivational theory have been applied most commonly by the managers. In one of the study conducted by McKinsey, it has been highlighted that companies have been relied primarily on financial gains only. Nevertheless, research has shown that non-financial rewards or recognition are better motivators. In case of financial gains, the company considers giving bonus based on performance or commission related to achievement of target (Latham. and Pinder, 2005). Another way that has been employed by the companies is profit sharing with its employees. Such rewarding system employed by the companies is based on the motivational theories. For example, considering the Maslow need hierarchy theory there are different levels that an individual thrives to achieve.

澳洲代写:组织激励理论应用的安全分析

As shown above both financial and non-financial factors are covered. A study has been conducted for the construction industry. The models and theoretical concepts are quite relevant as the productivity is largely driven by the human factor. The aspects of financial and non-financial rewards are quite applicable in case of construction industry (Aina, 2014). One of the factors that haa been associated to the Herzberg’s hygiene factors that have been used by the companies in construction industry such as luncheon vouchers, facilities in the premises pension schemes etc.
In case of airlines, the study conducted for Virgin Airlines also emphasizes the employment of need hierarchy theory. In the company, the motivation tools employed for junior level employees have been the financial incentives while for the medium level employees or managers, the personal and professional growth is focussed upon (Dudovskiy , 2014). Apart from this, the two factor theory of Hertzberg has also been employed wherein both hygiene and motivation factors have been effectively addressed by the airline manager. Training is offered to the employee who leads o personal development and the perks are also provided on improved performance leading to higher gains in terms of perks.