今天为大家整理一篇优秀的essay范文-美国代写论文：员工动机理论。本文讲述的是可以应用动机理论来让员工与组织一起成长。泰勒的科学管理理论和麦格雷戈的X理论都强调，员工提供的服务应该得到有形的报酬。泰勒科学管理理论(Taylors ‘ s theory of scientific management)认为，员工的聘用应以其技术资格为依据，并应根据公司提供的服务获得报酬。在这个理论中，员工是根据他们的生产力得到报酬的。没有考虑到其他激励因素。X理论假设员工本质上懒于工作，他们的知识也比主管少。它强调对员工的微观管理。如果需要更多更全的资料，请联系我们的客服。
美国代写论文：员工动机理论
作为第一步，公司应该开始为一个基本的目标和愿景工作。在公司内部，需要制定明确的目标。这些目标必须作为一个共同的愿景来实现和发展。所有职位都应该有明确的目标和KPI。公司应该加强与现有员工及其主管的沟通。应该进行差距分析，并且必须清楚地了解每个职位的内在要求。应该向格鲁吉亚提供培训。人们发现，格鲁吉亚在所需知识方面存在巨大差距。应该和Georgia讨论一下公司的要求。公司的目标和每个职位的预期关键绩效指标(KPI)需要向Georgia解释。格鲁吉亚拥有吸引新人才的技能。公司应该利用这一点，同时弥补她知识上的不足。应该为员工开发一个绩效管理系统。
美国代写论文：员工动机理论
除非找到合适的人来做这份工作，否则公司将继续面临高离职率。有必要对公司的招聘过程进行审核。这一点已经得到强调，并对公司的招聘流程提出了建议。
美国代写论文：员工动机理论
There can be application of the motivational theories to allow the people to grow with the organization. Taylors’ theory of scientific management and the Theory X by McGregor stress on the fact that the employees should be given tangible money for their services rendered. Taylors’ theory of scientific management states that the employees should be hired based on their technical qualifications and they should be paid for the services rendered by the company. The employees are paid for their productivity in this theory. There is no factoring in of other motivational factors. Theory X assumes that employees are intrinsically lazy to work and also have lesser knowledge than the supervisors. It gives emphasis to micromanagement of the employee (Clegg, Kornberger, and Pitsis, 2015). The intrinsic factors of internal motivations are not considered in Theory X.
美国代写论文：员工动机理论
As a first step, the company should start to function for one fundamental goal and vision. Within the company, there is a need for development of clear objectives. These objectives must be delivered and developed as a shared vision. There should be clear goals and KPI defined for all the position. More communication with the existing staff and their supervisors should be facilitated by the company. There should be gap analysis done and the inherent requirement of each position must be clearly known. There should be training provided to Georgia. It has been found that Georgia has significant gap in knowledge about what is required. There should be discussion with Georgia about the requirements of the company. The objectives of the company and the expected Key Performance Indices (KPI) about each position need to be explained to Georgia. Georgia has the skill to attract new talent. This should be harnessed by the company while addressing the gaps in her knowledge. There should be a development of the performance management system for the employee.
Unless the right person is hired for the job, the company will continue to face high turnover rates. There is a need to audit the recruitment process of the company. This has been highlighted and recommendations have been proposed for recruitment process of the company.
