Theoretical Framework for Hr Thesis
Chapter 2: Theoretical Framework on Employees Motivation
1. Definition of Motivation and Employee Motivation
1. Definition of Motivation
Many contemporary authors have also defined the concept of motivation. Motivation has been defined as: the psychological process that gives behavior purpose and direction (Kreitner, 1995); a predisposition to behave in a purposive manner to achieve specific, unmet needs (Buford, Bedeian, & Lindner, 1995); an internal drive to satisfy an unsatisfied need (Higgins, 1994); and the will to achieve (Bedeian, 1993).
According to John R. Schermerhorn (2010), the term motivation is used in management theory to describe forces within the individual that account for the level, direction, and persistence of effort expended at work. Motivation can be defined as the process that initiates, guides and maintains goal-oriented behaviors. It involves the biological, emotional, social and cognitive forces that activate behaviors. In its simplest definition, the term motivation is frequently used to describe why a person does something. (Cherry, 2011). An individual's motivation is influenced by biological, intellectual, social and emotional factors. As such, motivation is a complex, not easily defined, intrinsic driving force that can also be influenced by external factors. Every employee has activities, events, people, and goals in his or her life that he or she finds motivating.
Generally speaking , for this thesis, motivation is operationally defined as the inner force that drives individuals to accomplish personal and organizational goals. Motivation is an employee's intrinsic enthusiasm about and drive to accomplish activities related to work. Motivation is that internal drive that causes an individual to decide to take action. So, motivation about some aspect of life exists in each person's consciousness and actions.
2. Definition of Employee Motivation
The trick for employers is to figure
1. Definition of Motivation and Employee Motivation
1. Definition of Motivation
Many contemporary authors have also defined the concept of motivation. Motivation has been defined as: the psychological process that gives behavior purpose and direction (Kreitner, 1995); a predisposition to behave in a purposive manner to achieve specific, unmet needs (Buford, Bedeian, & Lindner, 1995); an internal drive to satisfy an unsatisfied need (Higgins, 1994); and the will to achieve (Bedeian, 1993).
According to John R. Schermerhorn (2010), the term motivation is used in management theory to describe forces within the individual that account for the level, direction, and persistence of effort expended at work. Motivation can be defined as the process that initiates, guides and maintains goal-oriented behaviors. It involves the biological, emotional, social and cognitive forces that activate behaviors. In its simplest definition, the term motivation is frequently used to describe why a person does something. (Cherry, 2011). An individual's motivation is influenced by biological, intellectual, social and emotional factors. As such, motivation is a complex, not easily defined, intrinsic driving force that can also be influenced by external factors. Every employee has activities, events, people, and goals in his or her life that he or she finds motivating.
Generally speaking , for this thesis, motivation is operationally defined as the inner force that drives individuals to accomplish personal and organizational goals. Motivation is an employee's intrinsic enthusiasm about and drive to accomplish activities related to work. Motivation is that internal drive that causes an individual to decide to take action. So, motivation about some aspect of life exists in each person's consciousness and actions.
2. Definition of Employee Motivation
The trick for employers is to figure