1、 road cnstuievlpmgbhf,Cw.Bykx中文 3242 字 ,1890 单词， 10200 英文字符 Hapenciuc C V, Morosan A A. EMPLOYEE MOTIVATION IN THE COMPANY. STUDY CASEJ. 2011, 10(3):129-136. 本科生毕业论文外文翻译 （ 届） 课题名称： 学生姓名： 学 号： 专业班级： 工商管理 指导教师： 姓名 学科 职称 201 年 12 月 15 日 road cnstuievlpmgbhf,Cw.Bykx EMPLOYEE MOTIVATION IN THE COMPANY. S
2、TUDY CASE Professor PhD. Cristian Valentin HAPENCIUC “tefan cel Mare” University of Suceava, Romania valentinhseap.usv.ro Master student Andrei-Alexandru MOROAN “tefan cel Mare” University of Suceava, Romania Abstract: A firms performance is in a direct link with the resources it involves, namely m
3、aterial, financial and human resources. If in the case of the material and financial resources the diagnosis and improvement processes are relatively simple, the human resources imply more complex issues.The first condition for a firm to obtain performance (in terms of human resources) is recruiting
4、 staff with appropriate qualifications. But conforming to this criterion does not lead automatically to the elimination of human resources issues.Currently, the vast majority of firms employ qualified personnel with experience in the field, yet many of them record an inadequate performance in human
5、resources.This is due to staff motivation. In addition to employing qualified personnel with experience it is necessary that it be motivated adequately.But motivation can be achieved through a variety of forms, salary bonuses and benefits such as cell phones, cars, products at promotional prices, pr
6、ogram flexibility and more, all having a different impact.This article explores the effectiveness of various manifestations of motivation, trying to determine its optimum structure. For this purpose an analysis was made of a firm that obtained a significant improvement in performance, while maintain
7、ing material and financial resources constant. The company applies many ways to motivate staff, so it was possible to analyze the impact of each one.Following this analysis an indicative hierarchy of motivational methods was created. The results of this study can be used and adapted in any companies
8、 that want to improve the quality of their human resources. Keywords: human resources, motivational methods, personnel, motivation, motivation structure INTRODUCTION Motivation is defined as the action of orienting ones behavior to a specific goal. There are a lot of theories that try to explain, ho
9、w and why motivation function as is does. The simplest explication of how motivation functions is “the need to minimize physical pain and maximize pleasure”, of chorus there are a lot of needs that may act as a motivator (e.g. eating, resting, or a desired object, hobby, goal, state of being, ideal)
10、. Other theories attribute motivation to less- apparent reasons such as altruism, selfishness, morality, or avoiding mortality. 1(Seligman M, 1995) INCENTIVE THEORY road cnstuievlpmgbhf,Cw.BykxThis theory is one of the oldest, and it states that presenting a reward (tangible or intangible) after the
11、 occurrence of a certain action will cause the behavior to occur again. The theory is based on the fact that the subjects mind will associate a positive meaning to the behavior. 2(Maslow A., 1970). The time passed since the occurrence of the action and the moment when the subject is presented with t
12、he reward is also very important, it has been shown that for shot periods the impact is greater than for longer ones. If this cycle of actionreward is repeated it is possible to convert that action into a habit. 3(Goldthorpe, J.H. and others, 1968) This theory depicts motivation as a very simple pro
13、cess, but in reality there are a lot of factors that influence it. There are a lot of motivational techniques and it is hard to decide which one is the optimum for a given situation. 4(Kerr S., 1995) EMPLOYEE MOTIVATION One of the most important uses of motivation is in a company. Organizations empl
14、oy workers to perform certain tasks； these workers need to be motivated in order to perform their tasks with maximum productivity. Of chorus workers need to be kept in the organization for a long period of time, for this process motivation is once again responsible. The traditional motivator for a w
15、orker is his salary, but in many cases that isnt enough. Companies use a lot innovating tactics to keep their productivity at a maximum level. Some of them imply material rewards, others imply psychological motivators.5( Weightman, J., 2008) Analyzing from the perspective of the motivational factor
16、we can speak of two types of motivation: Intrinsic motivation is generated by a factor that comes from within the subject (beliefs, feeling that what he does is important, modality, the perspective of learning something new). Extrinsic motivation is generated by a factor that comes from the exterior
17、 (e.g. salary, material rewards, good reviews). 6(Lepper, M.R. and others, 1973) A very important theory in the field of motivation is Maslows pyramid. In his work Maslow has created a hierarchy of needs felt by an individual. 7(Maslow A., 1970) At the base of his pyramid Maslow put physiological ne
18、eds； for an individual found under their constraint money is a perfect motivator. But after these need are satisfied the individual will advance on Maslows hierarchy and his needs will change, this implies the fact that the motivator will change as well 8( Goldthorpe, J.H. and others 1968). At highe
19、r levels of Maslows pyramid, are placed needs that are satisfied with praise, respect, recognition and empowerment, money having a small impact 9( Steinmetz, L., 1983). EXPERIMENTS Gruxberg determined from this experiment is that if the task is complex the motivation uses must be intrinsic (within the employee) and if the task is simple the motivation uses must be extrinsic.
