ABPK 2103

FAKULTI SAINS DAN TEKNOLOGI

JAN/2018

ABPK 2103

MOTIVATION

NO. MATRIKULASI :
NO. KAD PENGNEALAN :
NO. TELEFON :
E-MEL :
PUSAT PEMBELAJARAN :

0
 ABPK 2103

1
ARAHAN
 Jangan menyalin soalan dan arahan tugasan dalam jawapan anda.
 Sediakan jawapan tugasan anda mengikut susunan KRITERIA PENILAIAN
(ASSESSMENT CRITERIA) seperti tertunjuk dalam RUBRIK. Jika RUBRIK TIDAK
dibekalkan, ikut arahan/garispanduan yang ditetapkan oleh Fakulti bagi tugasan
kursus berkenaan.
 Tugasan anda hendaklah antara 3000 hingga 5000 patah perkataan (bergantung
kepada bilangan patah perkataan pada arahan di soalan tugasan) TIDAK termasuk
rujukan.
 Taipkan jawapan anda dengan menggunakan saiz fon 12 Times New Roman dan
langkau baris 1.5.
 Tunjukkan bilangan perkataan di hujung tugasan anda.
 Jadual dan gambar rajah jika ada, hendaklah menunjukkan tajuk yang wajar.
 Senaraikan secara berasingan, rujukan/referensi dalam muka surat APENDIKS.
 ABPK 2103

TABLE OF CONTENTS

1. INTRODUCTION

2. DEFINATION OF MOTIVATION

3. MOTIVATION AT WORKPLACE

4. MOTIVATION TO ENCOURAGE READING

5. CONCLUSION

6. REFERRENCES

1
 ABPK 2103

INTRODUCTION TO MOTIVATION

Firstly, I accept that we compelling reason should see what inspiration may be
in front of we might comprehend the reason there need aid parts from claiming motivational
hypotheses. ‘Motivation' goes starting with the Latin statement mover, intending ‘to move'
(Kreitner r., Kinicki An., Buelens m., 2002, p: 176) which implies Similarly as fact, need,
feeling What's more natural state which Urges an individual to take a movement. An
individual's execution at work will be influenced Eventually Tom's perusing a few individual
factors (Personality, attitudes Furthermore beliefs, motivation, perception) yet all the on,
Eventually Tom’s perusing inspiration. Those word reference characterizes inspiration as “the
motivation behind the reason someone does something alternately behaves On A specific
way” (Oxford propelled learner's lexicon of present English, 2000, p1128). Inspiration is an
all Furthermore regular expressions in the business reality Anyway it is tranquil troublesome
on illustrate it over an experimental path. Those perfect or idea of inspiration may be truly not
quite different ideas in as instincts, drives Also response from claiming approach Yet toward
A percentage degree it is likewise related with theses know ideas. Individuals must make
Roused to attain specific objective alternately ambitions on an aggregation if it might or
benefits of the business Anyhow it is constantly related with drives intends willing should get
something Eventually Tom's perusing at any rate. Done addition, inspiration must be co-
related for the ambitions. People need aid best persuaded then afterward setting dependent
upon specific objectives. Inspiration alludes of the stimulating states about animals What's
more people. Inspiration prompts the instigation, persistence, vitality or arousal, Also course
for conduct technique. Inspiration might include living survival, as on hunger alternately
thirst, what’s more it includes an extensive variety for taken in procedures. Ecological cues
Furthermore objectives need aid magic in the contemplate from claiming inspiration.
Inspiration might include approach, for example, looking victory considering a task,
alternately it might include avoidance, for example, such that looking with keep away from
disappointment once an undertaking. A large number occasions are motivating, what’s more
inspiration manner contrasts starting with inspiration arousal. You quit offering on that one
might get to be dreadful or on edge Similarly as a motivational disposition, anyway this
2
 ABPK 2103

varies from constantly really aroused, that is, motivated, in A provided for minute alternately
circumstance.

3
 ABPK 2103

DEFINE MOTIVATION

Inspiration will be characterized Similarly as "a mankind's mental trademark

that add to an individual's level for promise. It is those administration transform about
in‚ unending employees' behaviour". (Badu, 2005) Conversely, Bartol and martian (1998)
relate inspiration of the power that fortifies behaviour, gatherings give heading on behaviour,
and underlies the propensity should prevail. At the end of the day people must make
sufficiently invigorated Also energetic, must have an acceptable concentrate on what may be
with be achieved, and must a chance to be eager to submit their vitality to an in-length time
of time will figure it out their point so as with attain objectives.

In any case, other than inspiration being a power that animates conduct,
Vroom (1964) accentuated on the 'deliberate activities'. Bolstered by Steers et al. (2004),
Vroom (1964) characterized inspiration as "a procedure administering decision made by
persons...among elective types of wilful movement." Likewise, Kreitner and Kinicki (2004)
expected that inspiration consolidate those mental procedures that make the excitement,
bearing and ingenuity of deliberate activities that are objective arranged.

Differently from alternate definitions, Locke and Latham (2004) recognized

that inspiration impact individuals' securing of aptitudes and the degree to which they utilize
their capacity. As indicated by the creators "the idea of inspiration alludes to interior factors
that prompt activity and to outside elements that can go about as instigations to activity. The
three parts of activity that inspiration can influence are bearing (decision), power (exertion),
and term (perseverance). Inspiration can influence both the securing of relationship building
abilities' and capacities; and furthermore, the degree to which they use their aptitudes and
capacities" (Locke and Latham, 2004). In a nutshell, distinctive creators have advanced the
idea of inspiration in an unexpected way. In any case, these definitions have three normal
angles, that is, they are overall essentially worried about variables or occasions that
invigorate, channel, and draw out human conduct after some time (Steers et al. 2004).

4
 ABPK 2103

One of the most punctual perspectives of inspiration is Frederick W Taylor et

al. (1911) logical administration hypothesis. Taylor (1911) with respect to representative
inspiration proposed a paternalistic way to deal with overseeing laborers and contended that
specialists are "financial men" and keeping in mind the end goal to rouse them, specialists
ought to be paid higher wages. The creator likewise contended that the higher is the wage
rate, the higher will be the level inspiration and profitability. Besides, Taylor brings up that
numerous instalment strategies were inadequate, as they didn't remunerate productivity and
he trusted that a differential piece-work impetus framework ought to be supplanted with a
piece rate motivation framework (Wren, 2005). At the end of the day specialists ought to be
paid by the quantity of units created with a specific end goal to rouse them to work.

Then again in accordance with expanding on the idea of inspiration Elton

Mayo (1953) concocted the Human Relations approach whereby the accentuation is laid on
non-financial sparks. As per Elton Mayo (1953), if goals of associations are to be met, it must
endeavour to comprehend, regard and think about the feelings, feeling of acknowledgment
and fulfilment that is the non-fiscal requirements of specialists. He trusted that
representatives are worry with cash as well as they need their social should be met to be
persuaded to work. He is of view that laborers appreciate communications and supervisors
should regard them as individuals who have advantageous opinions. Furthermore, McGregor
(1960) hypothesizes Hypothesis X and Hypothesis Y which depends on presumptions about
individuals and work. As per this hypothesis, there are two kinds of presumption made with
respect to workers whereby hypothesis X expect that representatives are languid and thusly
hypothesis X recommends that keeping in mind the end goal to rouse representatives a more
imperious style of administration is required. Then again hypothesis Y expect that specialists
appreciate work, focused on destinations of the association and will put forth a concentrated
effort control and self-coordinated in the quest for authoritative goals and in this way, does
not require outer control.

5
 ABPK 2103

SOURCE OF MOTIVATION AT YOUR WORK PLACE

When propelling workers, there are two fundamental ways: budgetary

inspiration and nonfinancial inspiration. A McKinsey Quarterly investigation found that
70% of associations say that they utilize or anticipate utilizing an inspiration program
(Dewhurst, Guthridge, and Mohr). Numerous administrators still trust that cash is
everything. Through research, it is demonstrated that for a great many people non-
budgetary prizes or acknowledgment fill in as a superior help than cash. Prizes, money
related or non-budgetary, can be accomplished freely or as a gathering. There are
positives and negatives to bunches in the work put. Gathering prizes can be sure because
the representatives have a typical security together, the groups are more probable more
profitable, and correspondence amongst workers and upper administration increments
because of the group air. There are additionally a few inconveniences which include:
superior workers are demoralized by working with low entertainers, there is a higher
probability of contention, and there can be more weight on individuals when others are
not finishing their work (Doyle).

Either individual or gathering rewards, the accompanying are a few cases of

money related and non-monetary prizes. Budgetary When talking about money related
helpers, it implies that the business burns through cash a considerable measure on the
reward straightforwardly, or the representative gets some sort of financial reward.
Budgetary prizes are here and now sparks to workers and are disregarded later in the
representative's professions. This strategy may not take as ache for administration, but
rather it additionally does not have if an enduring impact on workers. The most well-
known money related reward is either a money reward or a compensation raise. The
greater part the representatives studied by the Public for HR Administration in 2009 said
that advantages and pay are essential ("2009 Worker Occupation Fulfilment"). With the
current economy, remuneration might be more vital, however it may not fill in as a solid
help for all. A money reward is additional instalment over the general compensation to
urge representatives to work harder and meet organization objectives (Hodder
Instruction). A reward mote sees precisely what the hierarchical objectives are and in
addition to be a beneficial representative and ensure the objectives are met. Rewards
advantage the worker and the business. The worker gets cash that they would have not

6
 ABPK 2103

had and the business gets the most ideal work from the representative. An expansion in
the representative's pay is known as a raise. Raises are generally done here and there a
year. These raises depend on execution, deals, and numerous different variables that are
essential to the association. Raises are normally a level of the present compensation.
Raises are likewise connected with advancements.

Advancements and raises spur representatives to be on their best conduct and

perform at the best level. Another approach to rouse representatives with respect to pay is
commission. Pay can be construct absolutely with respect to commission or can be an
expansion to a compensation. This sort of pay is generally utilized for individuals in deals
and is a level of the measure of offers that are finished. Commission pay urges the
representatives to make however many deals as could reasonably be expected so they can
build their wage (Hodder Training). A business can likewise offer advantages to its
representatives as a method for pay and an enrolment instrument to pull in the most
persuaded workers. Advantages can go from association to association. There are various
bundles and the business has the alternative to pay for a level of the premiums or none by
any stretch of the imagination. The less the representative needs to pay, the more they can
spare and are fiscally persuaded. In hard monetary circumstances, a few bosses may
utilize benefits as a type of pay, which keeps the compensation low, yet the pay even or
high the better the advantages bundle, it could make the organization more engaging
applicants in the activity showcase.

Another type of budgetary inspiration is associations offering representatives

to take an interest in a benefit sharing project. Benefit sharing, as its name infers, implies
that the workers get an extent of the benefit over their standard pay. This kind of
inspiration is typically utilized as a part of the administration segment since it is difficult
to compute the representatives benefit commitment to the organization (Hodder Training).
Benefit sharing is a decent method to persuade representatives because the more benefit
the organization makes, they more they will get also. This spurs representatives to work
harder and be the best worker they can be. This likewise give the representative an
inclination that they are a piece of the business since they are specifically connected with
it. This gives a one of a kind basic bond between all workers. A downside of benefit
sharing is that there are a few representatives that won't function as hard as others, yet
they will even now advantage in the benefit sharing system (Hodder Instruction). A last

7
 ABPK 2103

significant case of budgetary inspiration is called piece work, which implies that the
representative gets paid in view of the measure of an item that is created ("Monetary and
Nonfinancial Motivations"). The representative is typically paid a base and is given
additional cash in view of how much item is created. This strategy is useful for businesses
and additionally workers. The business will have more items made at a snappier rate and
the representative will be paid more on the amount they create. There are disadvantages to
this sort of inspiration. The principal issue is that this strategy just works if there is an
approach to tally what amount is delivered by representatives. There must be an including
strategy. Also, workers may endeavour to hurry through the creation procedure to make
more items and the quality may diminish ("Money related and Non-Monetary
Incentives.").

There are numerous approaches to monetarily spur workers, however these

may wind up expected or undervalued. There are diverse techniques for every single
distinctive part of the economy. Not all will work for each kind of employment, however
there ought to be one that fits for an association. On the off chance that these strategies
are utilized legitimately, they can be amazingly useful apparatuses to spur representatives
and have them comprehend that their work is valued. Money related apparatuses are
constrained because of the immediate attach to the financial plan. Hard monetary
circumstances make money related devices harder to actualize. On the off chance that
workers are accustomed to getting rewards and one year they don't, they may wind up
demoralized and diminish in efficiency. It should be noticed that chiefs must be cautious
with a wide range of inspiration, however particularly with monitories because
representatives are reliant of financials for their jobs. Non-Budgetary Not at all like
money related sparks, non-monetary helpers are ampler and can draw out the
innovativeness of directors. This technique takes additional time on the chief, however it
has longer enduring impacts. If an administrator needs to really rouse their worker, they
should consider the individual and choose what non-budgetary prizes can be given to a
representative. It should be said that everything requires cash whether that be time, assets,
materials, and so forth. In a McKinsey Quarterly overview, they found that the
accompanying non-monetary sparks are seen no less, or now and then more compelling
than the top of the line money related inspirations: applaud from supervisors,
consideration from pioneers, and the chance to lead ventures (Dewhurst, Guthridge, and
Mohr).
8
 ABPK 2103

In conclusion, quality circles are a decent method to get representatives

included, and for administration to hear the worries of the workers with the goal that they
can properly address them. The quality circles meet all the time to examine the work and
check whether there are better approaches to finish it (Hodder Training). The circles
advantage the association since it will help make more joyful workers and better items.
Quality circles can prompt gatherings with administration. At the point when
representatives can give their contribution to administration, it influences them to feel just
as their supposition is esteemed and their work is significant to the association. Through
these quality gatherings and gatherings with administration, the representatives can make
significant connections in the work environment which can be a decent helper.

9
 ABPK 2103

THREE BEST WAYS TO IMPROVE MOTIVATION TO

ENCOURAGE PRIMARY SCHOOL CHILDREN TO
READ BOOKS

1.MOTIVATION TO READ AND WRITE.

Perusing and composing are especially rich territories for inspiration explore
because there are such many explanations behind taking part in these exercises, and due to
the basically social nature of proficiency. Perusing can be a wellspring of joy, a wellspring of
data, a classroom undertaking, or a setting for social collaboration. It can be viewed to
picking up information or status, or as a charming movement. One of only a handful couple
of investigations of purposes behind perusing taking an emic point of view is crafted by
Guthrie and his associates (Guthrie et al., 1996). They utilized a semi-organized meeting to
distinguish 13 distinct purposes behind reading in an example of 20 third-and fifth-grade
understudies partaking in the Subjectively Arranged Perusing Guideline (CORI) perusing
intercession. The CORI intercession stresses perusing to comprehend and find out about
fascinating themes in science, and presents methodologies with regards to intentional
perusing. Kids gave purposes behind perusing running from enthusiasm for adapting more
about a science theme, to consistence with specialist, to perusing to stay away from work.
The explanations behind perusing that are remarkable to youngsters might be, to some extent,
an aftereffect of the reasons worried in their schools or classrooms. Since Guthrie and
partners met just the CORI mediation gathering, this probability couldn't be tended to.
Like reading, writing also has utilitarian, tool-like aspects but be means of social
interaction or an inherently engaging activity. Silva and Nicholls (1993) found that adult
college students’ beliefs about what it meant to write well and their goals for writing were
related to their intrinsic motivation to write. They identified three definitions of success in
writing with distinctive goals: creativity and self-expression goals, goals of improving logical
reasoning and knowledge of subject matter, and the goal of being methodical and correct in
surface-level conventions (e.g., punctuation and spelling).

10
 ABPK 2103

2.THE ROLE OF SOCIAL CONTEXT IN DEVELOPING LITERACY MOTIVATION

The social settings in which perusing and composing happen add to
youngsters' thoughts of the idea of perusing and composing and their place in school and
family life (Bread cook, Scher, and Mackler, 1997; Freppon, 1991; Heath, 1982; Scher and
Pastry specialist, 1997). Various analysts have reported connections amongst direction and
other logical factors and inspiration for education (Bogner, Raphael, and Pressley, 2002;
Guthrie and Alao, 1997; Guthrie and Knowles, 2001; Oldfather, 2002; Oldfather and Dahl,
1994; Thorkildsen, 2002). In a progression of studies, Guthrie and his associates, for instance,
found that inspiration for explanatory perusing is more prominent when guideline is
composed around a calculated topic; understudies communicate with substantial articles,
occasions, or encounters; understudies are permitted open doors for self-heading, self-
articulation, and social coordinated effort; and understudies are given intriguing writings and
backings for vital perusing, including demonstrating and training, peer discourses, and
understudy reflection (Guthrie and Knowles, 2001).

Direction that gives subjective and enthusiastic backings to learning can

likewise expand understudies' inspiration (Turner et al., 1998). Enabling understudies to seek
after their interests, for instance, accomplishes more than give a feeling of self-sufficiency
and self-heading. It enables youngsters to make utilization of earlier information helpful for
comprehension and creating content (Hidi and Anderson, 1992; Hidi et al., 2002), making
achievement encounters more probable and encouraging self-adequacy and positive feelings
(Pajares, 2003; Pekrun, Goetz, Titz, and Perry, 2002; Walker, 2003). Instructors who
standardize singular contrasts by utilizing strategies that take into consideration singular
contrasts in aptitude, reason, and technique can convey to understudies that they are esteemed
for their identity, urging understudies to speak the truth about their shortcomings and to take
pride in their qualities (Oldfather, 2002; Thorkildsen, 2002; Thorkildsen et al., 2002).

The place of education (and of perusing and composing fitness) in the social
structure of the classroom may likewise impact youngsters' inspiration to learn. Proficiency is
exceptionally esteemed in many social orders (and classrooms); hence, authority or ability
inspiration (Nicholls, 1989; White, 1959) may be imperative to youthful youngsters.
Youngsters may likewise start to disguise grown-ups' explanations behind perusing and
composing as important for achievement throughout everyday life or social relatedness (Deci
and Ryan, 2000; Thorkildsen, 2002). Turning into a gifted peruser and author may present

11
 ABPK 2103

economic wellbeing if educators favour those with higher proficiency abilities (West, 2002).
In the meantime, such status contrasts may give added impetus to less-gifted understudies to
expand their endeavours. Even though it has been fundamentally regarded as an individual
contrast variable, intrigue can likewise be encouraged and diverted by companions,
instructors, and different parts of the social setting (Pressick-Kilborn and Walker, 2002;
Walker et al., 2004).

3.THE ROLE OF INTEREST IN MOTIVATION FOR LITERACY

Intrigue is normally examined as an individual contrast variable, and alludes to
the emotional and intellectual communication of a man with an intrigue protest (e.g., point,
movement, physical question) (Hidi, 1990; Krapp, Hidi, and Renninger, 1992). To date,
investigations of enthusiasm for perusing and composing have fundamentally cantered
around the impact of enthusiasm on gaining from content (Hidi and Anderson, 1992;
Schiefele, 1990, 2001) or nature of composing generation (Benton, Corkill, Sharp, Downey,
and Khramtsova, 1995; Hidi et al., 2002; Hidi and McLaren, 1991). The sort of intrigue by
and large summoned is "point intrigue," or enthusiasm for a topic territory. On the off chance
that one was occupied with the subject of human advancement, for instance, one would be
required to process messages on human improvement more profoundly and successfully, and
to create longer and more explained message on the theme. Perusing and composing
exercises are unfortunate obligation—devices to be utilized as a part of learning and
conveying about fascinating points. In any case, it is conceivable to think about enthusiasm
for perusing and composing for their own purpose as fascinating exercises. This plausibility
has gotten less research consideration.

Perusing and composing share certain attributes pertinent to intrigue and

inspiration. Both can include working with pretty much intriguing writings. Both perusing
and composing can be utilized for utilitarian purposes; both can bear the cost of joy and
present difficulties to the student. Inspiration to peruse and inspiration to compose
additionally contrast from each other in some basic ways. Enthusiasm for perusing may
comprise fundamentally of an open door for what Schiefele (2001) calls "question related"
intrigue, invigorated by the material that is perused as opposed to the demonstration of
perusing itself. Composing is diverse in that is essentially a demonstration of making or
delivering writings, instead of devouring them. In circumstances where the essayist has some
decision in the way or subject of piece, the inspiration for content generation may come, to a

12
 ABPK 2103

limited extent, from an enthusiasm for the theme, yet may likewise rise out of the positive
feelings that go with imagination and self-assurance (Pekrun et al., 2002).

13
 ABPK 2103

CONCLUSION

All through this semester, we have learnt a ton about inspiration and feeling
picking up a more prominent comprehension about what impacts our inspiration and feelings
and how we can impact them. Inspiration research and hypothesis encourages us to
comprehend why we do what we do and carry on the way we do. Numerous hypotheses have
been detailed which recommend that it is natural drives for things. Others propose that mental
drives for independence ability and relatedness, or mingled drives for accomplishment
connection and power rouse us. Every one of these hypotheses is partially right with
exchange of these distinctive drives persuading us at various times.Such speculations and
more prominent comprehension of inspiration help us to attempt and increment our own
particular and others inspiration. I discovered data on characteristic versus extraneous
inspiration truly impacted me when attempting to expand my own particular inspiration. In
the event that assignments can be viewed as charming and fascinating then we will be
characteristically roused to do them. Hence, as is likewise said while talking about
development inspiration, one should try to take part in assignments that are naturally rousing,
intriguing to them and using their exceptional arrangements of abilities. Further, having a
clarification about the significance or significance of an undertaking will likewise build
inspiration. At long last I think separating errands into achievable objectives is additionally
exceptionally propelling as the uplifting feedback picked up from finishing every objective
rouses you to continue going on the assignment.
3329 WORDS ONLY
EXCLUDING
REFERENCE/TITLE/SU
BTITLE

14
 ABPK 2103

REFERENCE
Adams, J.S. (1965). Injustice in Social exchange. In Berkowitz, L. (Ed.). Advances in
Experimental Psychology. Academic Press, New York.
Adams, J.S. (1963). Toward an Understanding of Inequity. Journal of Abnormal and Social
Psychology, 67, 422-436. http://dx.doi.org/10.1037/h0040968
Agho, A.O., Mueller, C.W., & Price, J.L. (1993). Determinants of employee job satisfaction:
An empirical test of a causal model. Human Relations, 46(8), 1007-
1027.http://dx.doi.org/10.1177/001872679304600806
Ajila, C., & Abiola, A. (2004). Influence of Rewards on Workers Performance in an
Organization. Journal of Social Science, 8(1), 7-12.
Akabzaa, T.M. (2009). Mining in Ghana: Implications for National Economy Development
and Poverty Reduction. In B. Campbell (Ed), Mining in Africa (chapter 1). New
York: Pluto Express.
Aldag, R.J., & Kuzuhara, L.W. (2002). Organisational Behaviour and Management: An
Integrated Skills Approach. South-Western: Thomson Learning.
Alderfer, C. (1972). Existence, Relatedness and Growth. New York: The Free Press
Bloch, R., & Owusu, G. (2011). Linkages in Ghana’s Gold Mining Industry: Challenging the
Enclave Thesis, Making the Most of Commodities Programme (MMCP), Discussion
Paper(1),16.
Bratton, J., & Gold, J. (2007). Human Resource Management: Theory and Practice (4th ed.).
London: Palgrave Macmillan.
Bryan, C. & Sell, L. (2011). Job Satisfaction, Work Environment, and Rewards: Motivational
Theory Revisited. Labour, 25(1), 1-23. http://dx.doi.org/10.1111/j.1467
9914.2010.00496.x
Butkus, R.T., & Green, T.B. (1999). Motivation, beliefs and Organizational Transformation.
Organizational Quorum Books.

Cameron, J., & Pierce, W.D. (2002). Rewards and intrinsic motivation: Resolving the
controversy. Westport, CT: Bergin & Garvey.
Carraher, R., Gibson, A., & Buckley, R (2006). Compensation in the Baltic and the USA.
Baltic Journal of Management, 1, 7-23.http://dx.doi.org/10.1108/17465260610640840

15
 ABPK 2103

Carrel, M.R., & Dittrich, J.E. (1978). Equity Theory: The Recent Literature, Methological
Considerations and New Directions. Academy of Management Review, 3(2), 202 210.
Caruth, D.L., & Handlogten, G.D. (2002). Compensating Sales Personnel, The American
Salesman, 6-15.
Chris, A., & Awonusi, A. (2004). Influence of Rewards on Workers Performance in an
Organization. Journal of Social Science, 8(1), 7-12.
Clark, A.E. (1997). Job Satisfaction and Gender: Why are women so Happy at Work? Labour
Economics, 4(4), 341-372. http://dx.doi.org/10.1016/S0927-5371(97)00010-9

Herzberg, F., Mausner, B., & Snyderman, B.B. (1959). The motivation to work. New
York:JohnWiley & Sons.

Herzberg, F. (2003). One more time: how do motivate employees? Harvard Business
Review,81, 86-96.

Kohn, A. (1993). Why incentive plans cannot work. Harvard Business Review, 71(5), 54-63.

Kreitner, R. (1995). Management. 6th ed. Boston: Houghton Mifflin Company.

Kreitner, R., & Kinicki, A. (1998). Organisational Behaviour. 4th ed. Boston: Irwin McGraw-
Hill.

Kreisman, B.J. (2002). Insights Into Employee Motivation, Commitment and Retention.
White Paper. Insights Denver

Maslow, A.H. (1954). Motivation and Personality. New York, NY: Harper & Row.

Maslow, A.H. (1968). Some educational implications of the humanistic. Psychologies,

Harvard Educational Review, 38, 85-696.

16
 ABPK 2103

17