Motivation and Discrmination Research Paper

In: Other Topics

Submitted By 123qweasd
Words 2211
Pages 9
Name: Hasham Tariq
Reg no: 12882

Subject: Research Proposal 1 (Rp1)

Class: Tuesday 6 to 9

Assignment: Abstract/References of 10 research papers (Motivation/Discrimination)

Submitted to: Dr Akif Hussain / Dr Imtiaz Subhani

1. When Searching Hurts: The Role of Information Search in Reactions to Gender Discrimination
Abstract
Two laboratory studies conducted with Dutch students explored women’s motivation to search for evidence of gender discrimination and its effects on psychological well-being. Study 1 (N = 161) considered situational self-relevance of one’s personal outcomes (personal failure or success) on women’s motivation to collect information about gender discrimination. Study 2 (N = 106) manipulated information search and studied its effects on well-being when information contains evidence of gender discrimination or personal failure. Results revealed that women are motivated to search for evidence of discrimination when outcomes are highly self-relevant (Study 1) or the need to search is high (Study 2). Furthermore women suffer from evidence of prejudice, but only when they are personally affected by this prejudice and evidence suggests it is pervasive.
References
-When Searching Hurts: The Role of Information Search in Reactions to Gender Discrimination
Katherine Stroebe, Manuela Barreto and Naomi Ellemers
SEX ROLES, Volume 62, Numbers 1-2 (2010), 60-76, DOI: 10.1007/s11199-009-9700-y
Published online: 24 September 2009
# Springer Science + Business Media, LLC 2009
Stable url : http://link.springer.com/article/10.1007/s11199-009-9700-y?null

2. Explanation and Intergroup Emotion: Social Explanations as a Foundation of Prejudice-Related Compunction

Abstract
Two studies examined whether social explanations—causal frameworks used to make sense of a group’s status and behavior—are associated with prejudice-related…...

Similar Documents

The Research Paper

...equity and mutuality. For a student, it also means working to achieve academic balance. However, Zimmer and Ginerbec (2001) find dating has a positive effect on the emotional health of adolescents. Quatman, et. al., (2001) study dating status, academic performance, and motivation in high schools in the US state of California, showing that students who dated more frequently had a lower academic performance. The study supported a significant relationship between dating status and academic achievement, which can cause serious problems among university students (Prisbell,1986). While having an intimate relationship may have benefits for emotional health, that being overly involved in dating is associated with a more negative effect on the psychosocial function and health of students (Baumeister,1995). Clubs and Organizations Research conducted by Kerssen-Griep, Hess, and Tree. (2003) on learning motivation and interaction in school shows that student perception of instructional behaviour sustains their involvement in classroom. Jackson, Weiss, Lundquist, and Hooper (2003) examine the degree to which cognitive motivation predicts academic performance. They point out that increased school activity may assist motivation. Paul and White (1990) examined extracurricular activity participation and academic achievement in a senior high school setting. They found that extracurricular activities and academic performance were highly correlated. They supported the hypothesis stated by......

Words: 972 - Pages: 4

Motivation Paper

...Teamwork and motivation Matthew Pillars Dr. James Weaver Leadership and Organizational Behavior May 26, 2013 Motivation is a key to keeping employees engaged and satisfied at their place of employment. Money is not the end all with keeping employees happy and motivated at work. Looking at my manufacturing company their all levels of pay and many different ways to keep the employees motivated at work. First will be how to keep each different department with the feeling of job satisfaction, then we will look at how to keep turnover down, then how to keep productivity high and last Job satisfaction Job satisfaction is the key to keeping turnover low, productivity high, and quality of work high. Job satisfaction is "an individual's reaction to the job experience" (Berry, 1997). There are several components to having high job satisfaction and they are: 1. How fulfilling the work is. 2. How good is the supervision. 3. The type of workers and their relationships. 4. What the opportunities are for promotion and recognition. 5. How the employee is paid. When looking at these five components of job satisfaction it is important to look at each department individually, for each has their own needs. Sales Sales can be a grind and it takes a special person to be able to handle the rejection that comes along with the job. So in knowing how hard a sales job can be it takes special rules to make a sales force happy. The work itself isn’t always fulfilling......

Words: 1684 - Pages: 7

Research Paper

...Synopsis of final Research report A Study on Buying Behavior of Customers towards Branded and Non-branded Jewellery in India Submitted to: Prof. Gautam Bansal Dean PCTE B-School Submitted by: Arjun Kaura 1213011 Introduction: As India makes rapid progress in the retail arena, the Indian jewellery market is undergoing a gradual metamorphosis from unorganized to organized formats. Jewellery retailing is moving from a ‘Storehouse of value’ to a ‘Precious fashion accessory’. Consumers are more quality conscious than ever before. The jewellery market is one of the largest consumer sectors in the country- larger than telecom, automobiles and apparel and perhaps second only to the food sector. Need and objectives: The purpose behind this study is to find out where do women in Punjab fare on the road to entrepreneurship. Punjab has immense opportunities for women to showcase their talent in various fields like arts, science, management etc. This research is therefore focused upon young graduate women in Punjab to study their......

Words: 1807 - Pages: 8

Motivation Paper

...McClelland’s Needs Theory The first thing that comes to mind when I think of David McClelland is flexibility. I appreciate that his ideas are not “one size fits all.” While he does assert people are motivated by high-level needs — manifest needs, he recognizes that individuals bring their own personality and experiences to the mix. Yes, people share typical traits but are, at the same time, unique. Everyone is driven by power, love, and achievement, but “different needs are dominant in different people” (Nelson and Quick 157). In essence, different things make us tick. I appreciate this humanistic approach to understanding motivation because it looks at what’s on the inside. It challenges us to realize there’s more than meets the eye. “McClelland maintains that each of us has a Motivation Profile” (Forbes 64). But, what does this mean in the real world…in the business world? I think, it inspires leaders to refrain from operating on “auto pilot” and instead take a more engaged approach to management. This ensures greater situational awareness — or in our case what I’ll call personality awareness, thereby, uncovering the dominant needs or motivating forces that dictate people’s behavior. People who are driven by the need for achievement are concerned with “issues of excellence, competition, challenging goals, persistence, and overcoming difficulties” (Nelson and Quick 157). They tend to outperform others and take great pleasure in the doing…in the work itself.......

Words: 647 - Pages: 3

Motivation Paper

...Motivation Paper Motivation is an important aspect in many organizations.   In our organization motivation is a key to the success.   When evaluating administrative staff, sales people, and production workers, each department works well utilizing different theories.   One theory could not work adequately for all three; therefore, three theories were used.   Production workers utilize the Two-factor theory; sales people use Vroom's expectancy theory and the Equity theory works for the administrative staff.   Combining all three theories into one organization helps the organization run smoothly, while gaining successful motivation on all levels.                                                 Sales People Sales people rely on motivation that is accomplished through a process; this method that best fits them is known as Vroom's expectancy theory.   The expectancy theory, as stated by Victor Vroom, is motivation that has a high performance result due to value being placed on the sales person and their ability (2003, p. 20). Sales people are motivated to the degree that he or she believes "(1) effort will yield acceptable performance, (2) performance will be rewarded, and (3) the value of the rewards is highly positive" (2003, p.20). For sales people to reap rewards or benefits, they first need to know the expectancy of their position.   During this first stage, the managers will layout the training that is needed and will set their goals.   The managers are also......

Words: 1757 - Pages: 8

Motivation Paper

...manager, I learned to put to good use my communication skills to educate as well as to manage customer and people relationships effectively. With these skills and first experiences in addition to those I would acquire on the job, I will through the office of the administrative assistance, dedicate myself to the continuous learning and work hard in carrying out all of my responsibilities till I bring about a positive growth and change to the justice and human rights program as well as great professional assistance to the chancery support officer. Thank you for considering me for this position, it would not be regretted. I look forward to answering any further questions you may have for me regarding this application. I will continue in my research on how to efficiently deliver on the responsibilities required of me for this position. Respectfully yours, Miss Igara Joy Udunma...

Words: 273 - Pages: 2

Motivation Paper

...Motivation Paper September 22, 2014 Juan Alves HCS/325 Eleanor Milo It is a challenge to motivate individuals when times are good, but it much more difficult to motivate when times are tough. When a company or organization is going through a restructuring process such as downsizing, a manager must employ a combination of motivational methods to maintain performance. During difficult times human behavior may change to reflect the surrounding environment. In an organization where people fear the loss of their job or the closing of the company fear is the focus and performance may suffer. It is therefore a manager’s job to motivate his people or team so that the change is met well and head on. In order to motivate people during a downsizing or any difficult time a manager has to first understand the principles of human behavior. Another thing a manager must be familiar with is the many theories of motivation, because a manager will need to call on these theories to find methods that can be used in motivating the personnel. Zonig (2006) introduces the Temporal Motivational Theory (TMT), which is built on the focus of the fundamental features of picoenconomics, expectancy theory, the cumulative prospect theory, and the need theory. Since people are unique and when working together very complex, the need for the use of several theories and the knowledge for understanding human behavior is very important in order to apply motivational techniques that will get people to work......

Words: 1502 - Pages: 7

Sample Research Proposal on Motivation

...Sample Research Proposal on Motivation Executive Summary With such a rapid moving economy, a shortage of qualified workers, and plentiful business opportunities, the topic of motivating employees has become extremely important to the employer, as motivation has a great impact on the way employees perform in an organisation. If employees do not enjoy their work, it will affect the success of the organization’s goals. As an internal drive to satisfy unsatisfied needs, motivation can direct individuals’ behavior to satisfy those needs. Hence, the employer must understand what employees need and how to achieve those needs. To be effective, the employer needs to understand what motivates employees within the context of the roles they perform. Different people are motivated by different factors because individuals differ in the level of their needs. Some employees may want more income but others may require a more interesting and challenging job. In today’s world, it seems that money has become less of a motivator. The employee’s request is more than just good wages. They now do require some benefit and flexibility to bring their work and personal life together. A good working relationship with colleagues, as well as the opportunity for growth is a must. It becomes the employer’s responsibility to involve employees in the business and let them know that the employer appreciates their ideas and suggestions. Knowing what it takes to do what is right for employees can help a...

Words: 1192 - Pages: 5

Research Paper

...performance. Most of the leading writers have done the research in this regard. They have strong belief and statistic prove to the importance of training and development for the growth of organization as well as the economy. For example, according to Guest (1997) training and development programs is one of the vital human resource management practices that affects the value of the workforce’s knowledge, capability and skills positively, ultimately consequences are higher on job employee performance and superior organizational performance. Kinnie et al. (2003) state that studies in proofs the existence of strongly positive relationship among HRM practices and organizational performance. Hameed A. and Waheed A. (2011) wrote a research evaluating the theoretical framework and models that are linked with the development of employee and the impact of these models on the performance of employee. The authors stated that employees are essential element for an organization. The employee performance has such a significant impact that an organization’s success or failure is dependent on it. For that reason, companies are highly engaged in employee development and investing large lump sum of money in this regard. The research had proposed certain identified key variables. The variables were namely; skill growth, employee learning, employee attitude, self directed learning and employee performance. The proposed model was also discussed in the paper to explain the relationship of the......

Words: 1162 - Pages: 5

Research of Motivation

...Dear employees, My name is ……... I am studying Hotel and Hospitality Management at ….. This questionnaire is part of my final research paper. I would kindly ask you to answer these questions regarding motivation. This questionnaire will only take about 5 – 7 minutes. I am attempting to research the factors that motivate employees in the front office department. All information provided will be kept confidential and used for an academic purpose. Your honest opinion is essential for my research paper and will create a better understanding of this project. Once you have completed this survey could you please send this back to me to this e-mail: ….. Thank you so much for your opinion and time. If you have any questions feel free to contact me through e-mail. Why did your choose hospitality? Age: ⃝ 18- 25 ⃝ 26 – 35 ⃝ 36 < Gender: ⃝ Male ⃝ Female Question 1: What is your positon in the front office department? Question 2: How long have you been working in the front office industry? ⃝ 2-5 years ⃝ 6- 9 years ⃝ Over 10 years Question 3: Why did you choose to work in the front office department? ⃝ I have a degree in the hospitality industry. ⃝ I want to travel and interact with individuals of all backgrounds. ⃝ I am doing an internship or an apprenticeship in the front office department. ⃝ Other, Question 4_: Are you satisfied with your choice of career, and why? ⃝ Yes ⃝ No ⃝ Mostly Please explain your......

Words: 391 - Pages: 2

Motivation Paper

...Motivation Methods Paper Motivational Methods Paper Motivation has been defined as the "willingness to exert effort to achieve the organization's goals, conditioned by this effort's ability to satisfy individual needs" (Kamery, 2004, pp. 91-92). Motivation in a true sense is an art work in that it is a process of being able to change one's willingness to exert effort. This willingness sets the foundation of motivation. Over the course of this paper I will discuss three motivational methods job design, human needs, and based on process; a goal-setting theory in which managers can apply to create an environment for employees to exert their efforts in the workplace. I will also discuss how implementing such motivational methods can affect the organization. The first motivational method I will discuss is motivating through job design. Although monetary compensation often accounts for the motivation behind some individuals work efforts, it is not the sole motivator, but it may be because of self-satisfaction which motivates an individual. Motivating through job design permits creating or defining specific jobs or duties tailored to an individual or group of individuals. Managers often design jobs that encourage employees to become skilled, accurate, and efficient at their assigned task. This in itself is motivation. A sense of accomplishment leads to feeling satisfied. It is through this satisfaction that encourages individuals to continue working or perhaps striving for more.......

Words: 830 - Pages: 4

Motivation Paper

...Work Place Motivation Paper Shemica Miller PSY/320 January 24, 2012 Magdana L. Philossaint, Ph.D. Motivational Strategies Affecting Productivity Many different motivational strategies affect productivity in a work place. This paper will give an explanation of improving performances employees decline to increase productivity, and management’s philosophy of motivation and its practices will be included. The implications of enforcing any motivational theory that is not currently in practice in the work place, and how motivational theory would impact both management and employees will be analyzed. Employee Motivation Theories based upon Byrne & Welsh, 2001 considered that observing employers at work creating system in which the top 10% are rated as an A player, the middle 80% are rated as b players while the bottom 10% are rated as C players. He decided to give an enormous raise and generous stock options to A players, a modest annual salary raises to the B players, and nothing to C players. This is a way of changing employees’ behavior, and to implement a company -wide program in which incentives and rewards are offered. Acquired needs theory would be a motivational theory this is used to shape over time by experiences over time. These theories fall into three general categories of needs. Achievers seek to excel and appreciate frequent recognition of how well they are doing. Certain work places, and organizations and co-workers lacked this......

Words: 394 - Pages: 2

Motivation Methods Paper

...Motivational Methods Paper HCS 325 - Health Care Management Monday, September 19, 2011 Motivational Methods Paper Motivation has been defined as the "willingness to exert effort to achieve the organization's goals, conditioned by this effort's ability to satisfy individual needs" (Kamery, 2004, pp. 91-92). Motivation in a true sense is an art work in that it is a process of being able to change one's willingness to exert effort. This willingness sets the foundation of motivation. Over the course of this paper I will discuss three motivational methods job design, human needs, and based on process; a goal-setting theory in which managers can apply to create an environment for employees to exert their efforts in the workplace. I will also discuss how implementing such motivational methods can affect the organization. The first motivational method I will discuss is motivating through job design. Although monetary compensation often accounts for the motivation behind some individuals work efforts, it is not the sole motivator, but it may be because of self-satisfaction which motivates an individual. Motivating through job design permits creating or defining specific jobs or duties tailored to an individual or group of individuals. Managers often design jobs that encourage employees to become skilled, accurate, and efficient at their assigned task. This in itself is motivation. A sense of accomplishment leads to feeling satisfied. It is through this......

Words: 1112 - Pages: 5

Motivation Paper

...Motivation Paper HCS/325 On the job the motivation that an employee might have it could be different from the company of success and failure. When it comes to the manager one of the keys when it comes to motivating the employees is it starts with you being motivated. If an employee or manager is having a stressful day then the people around them they will pick up on it then the employees could start feeling the same way about their job. Being a manager is very stressful because they have a lot to deal with on a daily basis. When a manager shows they really enjoy their job the motivation spirit they show it will help the image of the company and this could help improve your company for a long time. The manager needs to think of ways to motivate the employees. To start with the manager should think of the things that motivate them and could that possibly motivate the employees as well. Need to think what is important to the employee’s. Things like family, training on the job, compensation, and recognition. The three motivational techniques I would apply that could affect the organization. Motivation One: The first motivation method that I would suggest is for the manager to get to know each of the employees on a personal level and see what their goals are in their life. Then the next question could be is where they want to be in the next year to come and how do they plan to accomplish this goal? Also, another question that could be asked by the manager is there......

Words: 1268 - Pages: 6

Motivation Paper

...Running head: Workplace Motivation Paper University of Phoenix PSY 320 January 29, 2012 Workplace Motivation Paper In this paper, I will examine many motivational strategies that affect productivity in a workplace. Another will include an explanation of organizational efforts to improve performance, employees’ resistance to increasing productivity and satisfaction, and management’s philosophy of motivation and its practices in the workplace. Motivation is one of the single driving factors in one’s work performance. Organizations take this very seriously and to waste time, and energy and the expense into training someone who is not motivated. Needs Theories, Goal-Setting Theory, Equity Theory and Expectancy Theory are the four specific theories that are used in motivational practice. In addition, I will identify and analyze the implications of applying any two motivational theories not currently used in my selected workplace and how they will influence both management and employees. Organizations are always looking for ways to increase productivity, especially in the growing competitive environment. It is a known fact that when employees are unsatisfied with their current job, productivity decreases, tension builds up in the work environment, and morale is low. Most organizations have motivational programs that provide useful tools to increase motivation, and reduce employee turnover. There are many strategies that are used to influence employee loyalty and......

Words: 1176 - Pages: 5