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Various theories of motivation generally do not contradict each other, and complement each other, reflecting versatility and a non-standard of the process of motivation and predetermining need of an integrated approach to the solution of this complex problem.

The correct arrangement of workers, full uses of their knowledge, experience, personal qualities, understanding by everyone of the purposes and tasks of the enterprise in general and labor tasks on each workplace – a necessary condition of successful work of collective. It is promoted by intra firm training, holding seminars, meetings, system of advance of shots on an office career ladder. The worker has to be interested in increase of the qualification since higher qualification is paid above.

The organizational (corporate) culture is a set of the most important assumptions accepted by members of the organization and which are expressed in the values declared by the organization setting to people reference points of their povedeniya.a of actions. These valuable orientations are transmitted to members of the organization through symbolical means of a spiritual and material environment of the organization.

Lyman Porter and Edward Loller developed the motivation model which united the theory of expectation and the theory of justice. According to Porter-Lollera's model the level of the made efforts is defined by the value of remuneration and degree of confidence that this level of efforts will really cause a certain level of remuneration.

Requirements of the first order are so-called basic requirements which are connected with providing a survival (food, clothes, housing, etc.). After these requirements are successfully satisfied, the dominating value, requirements of the following level, i.e. requirement to be sure that basic requirements will and be satisfied from now on get.

At the enterprise it is necessary to create such conditions that workers perceived the work as the conscious activity which is a self-improvement source, a basis of their professional and office growth.

Other explanation of motivation is offered by the theory of justice which claims that people subjectively estimate justice of remuneration for the efforts spent by them and compare it with remuneration of other people. If not satisfied in the earned reward of the person in due time not to motivate, it considerably will reduce intensity and quality of work.