帮写dissertation范文精选：Management psychology

ue certain work-related performance reasons. It is one of the most controversial motivational theories available, perhaps because it has two unique aspects. First, the theory emphasizes that some work factors can lead to a sense of satisfaction, while others can only prevent a sense of dissatisfaction. Second, job satisfaction and dissatisfaction do not exist in a single continuum. By examining the relationship between job satisfaction and productivity among a group of accountants and engineers, and by conducting semi-structured interviews, hertzberg has amassed data on the factors that influence how these people feel about their work, suggesting that there are two different kinds of factors. The first category is motivational factors, including work itself, recognition, achievement and responsibility, which relate to positive feelings about the job and the content of the job itself. These positive feelings relate to past accomplishments, recognition, and past responsibilities, based on enduring rather than fleeting achievements in the work environment. The second type of factor is health care, including company policy and management, technical supervision, salary, working conditions and interpersonal relations. These factors relate to the negative aspects of work, as well as the atmosphere and environment of work. That is to say, these factors are external to the work and the work itself, while the motivating factors are internal, or internal factors associated with the work.

The fact that employees get paid, like a base salary, doesn't motivate them to work hard, it just keeps them from feeling dissatisfied, not satisfied, and that's the health factor. A bonus or extra reward, a promotion, or something like that will make them feel satisfied, something called a motivator. Based on my personal experience, when I was working in a restaurant, my supervisor asked me to do a job that didn't belong to me, which I naturally didn't want to do. After my supervisor promised me to buy me food, I made efforts to do that because of this incentive factor. If I only got my original salary, I would not do it or do it with a negative attitude. In today's society, no matter at the bottom or top management, what they desire is nothing but benefits, and the extra rewards are the most motivating.

Of course, people don't just view actual benefits as incentives. According to maslow's hierarchy of needs theory, human needs are divided into five categories, and the five categories of needs are divided into five categories, which are graded step by step. They are physiological needs, safety needs, emotional needs and belonging needs, respect needs and self-realization needs. That is to say, after employees get the basic salary, extra bonus and so on, what they finally need is the need of self-realization. Therefore, managers should also meet the needs of employees. For example, they should pay special recognition to employees' contributions at the company conference. If the employee is promoted to a position that suits his or her abilities, he or she can fulfill the need for self-fulfillment.

To sum up, by correctly motivating the behavior of people in management activities, people can better carry out