Research Paper on:
Concepts of Workplace Motivation and Achievement

Unformatted Sample Text from the Research Paper:
Bibliography lists 5 sources. MHMotiwo.rtf Motivation in the Workplace Written by 11/2001 For More Information on This  Paper, Please For decades, theorists have tried to determine what motivates workers in the modern workplace. It has been argued, for example, that "all people in  the developed world have a high need to achieve, so in order to motivate them to work hard, all you need to do is to set stretching goals." But  recent studies in motivation in the workplace suggest that simply setting progressive or stretching goals may not be enough to spark motivation or improve performance. In fact, monetary compensation  has been viewed by many as a more definitive and immediate motivational strategy. In order to consider this statement and the subsequent views of the factors that motivate, it  is necessary to relate the findings in the current literature. Human resources managers have struggled with efforts to improve performance in the workplace setting. It has readily been recognized  that improving performance outcomes is not generally a product of implementing performance appraisals or punitive efforts to determine increases in employee outcomes. Instead, evidence suggests that improvements in job  satisfaction is directly correlated to improvements in employee performance. Employee satisfaction, though, is a complex issue. A number of different types of human resource management systems have been  put into place in an effort to improve employee satisfaction, including shorter work days, shorter work weeks, and improvements in compensation packages. Some theorists have argued, though, that of  all of these efforts, compensation improvements have had the greatest impact on performance outcomes of all of the efforts put in place. In contrast, it has also been argued