英国毕业论文代写肯特大学：motivation strategy

一个受到关注的动机策略就是FAR流程。 FAR代表Focus，Achieve和Rewards。这种方法有助于员工获得自主权。 W. Edwards Deming博士一直专注于“人们支持他们创造的东西”这一理论（Wheatley＆Kellner，1998）。人们与他们的参与和想法被带入工作和消费的事物，想法和过程有心理联系。该策略使用相同的理论。为员工提供可行和可行的机会，帮助他们提高人才，这是一种变相的动机。这不仅有助于员工集中精力，努力工作以及提高他们的创造力，还有助于给员工一种成就感和认可感。这种策略也有助于为公司的实时资产增值，并且在完善和保留这些人才时，可以承担相关任务的责任。通过轮换领导和参与的机会，可以实施相同的方法。

通过略微改变胡萝卜方法可以使用的另一种技术是通过奖励象征性奖励而不是通过金钱奖励。以与运动员和运动员获胜时获得奖杯相同的方式来思考。奖杯是胜利的象征，每当他们看到它时都会补充动力。同样地，努力工作并且始终如一地富有成效的员工可以获得象征性的赞赏和认可，以欣赏他们的工作和公司的价值。无论如何，在内在本质上的动机具有远远结束的结果和重要性，而不是短暂的和被遗忘的外在激励因素。已经发现，每个人在他们工作的领域都有成就感和成长感。即使被问及他们可以承诺与组织合作的时期，人们有时会回答，直到他们现在有好的机会和挑战工作。富有创造力的人喜欢挑战，当雇主信任新挑战时，他们会产生最大的产出。由此获得的奖励可能不是金钱，而是成就感和经验带来的结果远远超过货币奖励。

英国毕业论文代写肯特大学：motivation strategy

One such motivation strategy that has got some focus is the FAR process. FAR stands for Focus, Achieve and Rewards. This approach helps the employees gain autonomy. Dr. W. Edwards Deming has always focused on the theory that “people support what they create” (Wheatley & Kellner, 1998). The people have psychological bonding with the things, ideas and processes where their involvement and ideas are being brought at work and consumed. This strategy puts the same theory at use. Giving feasible and viable opportunities to the employees that help them improve their talent is a motivation in disguise. This not only help the employees to concentrate and work hard as well as improve their creativity, it also helps in giving them a feeling of achievement and acknowledgement. This strategy also helps in adding value to the live asset of the company, and when polished and preserved such talents can be given the responsibilities of the related tasks. The same approach can be implemented by rotating the opportunities to lead and participate.
Another technique that can be used by slightly changing the carrot approach is by rewarding a symbolic reward than by monetary rewards. Think it in the same way as the athletes and sportspersons get trophies when they win. The trophies are the symbols of victory that will replenish the motivation every time they look at it. In the same way, the employees who work hard and are productive consistently can be given symbolic appreciation and acknowledgement to appreciate their work and worth for the company. Anyhow the motivation when intrinsic in nature has far ending results and importance than the short-lived and forgotten extrinsic motivating factors. It has been found that every person has a sense of achievement and growth in the field they are working in. Even when asked about the period they can commit to work with the organization, people sometimes answer till they have good opportunities and challenges in the present work. Creative people love challenges and they produce maximum output when the employers trust them with new challenges. The rewards hence gained might not be monetary but the results that the sense of achievement and experience brings is far satisfying than that of the monetary rewards.