Non-cash incentives and worker motivation
"A problem of growing concern in the United States deals with the poor results of the nation's businesses in terms of productivity. The U.S. is now suffering the worst decline in productivity in a generation. While part of this decline can be attributed to economic conditions, data indicates that the labor force could be more productive if it wanted to do so. A study has shown that 52% of all workers feel they aren't producing at full capacity. Alienation of the American worker is identified as one of the most important contributors to this problem. Because it is often difficult to restructure jobs, it becomes necessary to look to some method of motivating workers to increase their productivity. A number of motivation theories have been proposed; the most important being: (1) Maslow's Theory, (2) Herzberg's Theory, (3) Need Gratification Theory, (4) Inequity theory, (5) Intrinsic motivation Theory, and (6) Expectancy Theory. Several systems of compensation for industrial workers are currently being used in this country that attempt to incorporate the above theories, but few have met with a great deal of success. However, a new approach to the problem, non-cash incentives, holds promise as a partial solution to the productivity problem"--Abstract, leaf ii.
Engineering Management and Systems Engineering
M.S. in Engineering Management
University of Missouri--Rolla
ix, 116 leaves
© 1976 Daniel Franklin Cole, All rights reserved.
Thesis - Citation
Library of Congress Subject Headings
Incentives in industry -- United States
Labor productivity -- Case studies
Industrial productivity -- Case studies
Print OCLC #
Link to Catalog Record
Full-text not available: Request this publication directly from Missouri S&T Library or contact your local library.http://laurel.lso.missouri.edu/record=b1067925~S5
Cole, Daniel Franklin, "Non-cash incentives and worker motivation" (1976). Masters Theses. 3212.
This document is currently not available here.