Survey on human motivation using a Likert scale Research Paper

Survey on human motivation using a Likert scale - Research Paper Example Many researchers are driven to conceptualize a procedure to take account of and record data related to human motivation in order to develop a theory on why a human is motivated to conduct in a specific activity. McClelland and colleagues (McClelland, Atkinson, Clark, & Lowell, 1953) designed a preliminary experiment to measure motivation in human participants, which was guided by the early works of Henry Murray, who was active in the development of a theory in motivation during the 1930s through the 1960s. Murray (1938) divided human needs into a primary and secondary group. Primary needs were explained as deriving from a biological origin, such as the need for food, water, air, and sex, and the reluctance to experience pain. Murray believed that secondary needs derive from either a biological base or the psychological realm. Examples of secondary needs are achievement, recognition, acquisition, dominance, affiliation, autonomy, and aggression. Murray was led to believe that intense needs are presented with greater frequency over time. This leads to a greater frequency in the intensity of the behavior. Through his work, Murray learned that secondary needs are the driving force behind the personality of an individual. The degree to which primary and secondary needs impact the individual depends on the combination of personality and behavior. During his tenure at the Harvard Psychological Clinic in the 1930s, Murray, with the help of peer Christiana & Morgan, created the Thematic Apperception Test (TAT). The TAT is a projective test that is used to assess and encourage personal accounts or descriptions about familial or social interactions. The TAT can help recognize prevailing emotions, responses and disagreements through the 31 provided pictures (Murray, 1938). Each picture can elicit a range of responses from the individual, as the examiner asks for a story about the events taking place in the picture. McClelland (1953)

Job Description Research Paper Example | Topics and Well Written Essays - 2000 words

Job Description - Research Paper Example Thus, I should exercise due diligence in the selection of the most suitable candidate for the position. Job Analysis/ Job Description I am tasked to do a job analysis for the Labor Relations Specialist post. Heathfield (2011) defines job analysis as â€Å"the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job† (para. 1). It reflects the knowledge, skills, abilities and competencies that workers need in order to be efficient at work (SHL, 2001). Safdar et al. (2010) conclude that individuals with higher levels of knowledge, skills and abilities (KSA) tend to be better job performers. They also suggest that jobs need to be analyzed for the nature of the job and the nature of the relationships that the job entails as well as the job outcomes. The job of a Labor Relations Specialist covers a wide range of responsibilities. Basically, his or her job is to â€Å"resolve disputes between worker s and managers, negotiate collective bargaining agreements, or coordinate grievance procedures to handle employee complaints† (Career Planner.com, para 1). Specifically, his job requires him to have a vast knowledge of company policies, labor laws and employee rights. His numerous tasks include but are not limited to the following: Ensure that the company policies adhere to labor laws and monitor its adherence to labor agreements. Review employer practices or employee data to ensure compliance with contracts on matters such as wages, hours or conditions of employment. Advise management on matters related to employee contracts, discipline or grievance procedures. Prepare and submit required governmental reports or forms related to labor-related matters. Prepare reports or presentations communicating employee satisfaction or other related information to management. Develop methods to monitor employee satisfaction with company policies, working conditions, grievance or complaint procedures. Train managers or supervisors on labor-related topics like working conditions, safety or equal opportunity practices. Negotiates between workers’ unions and the company on labor-related issues. (Career Planning.com, 2012) Qualities/ Qualifications Needed for the Job It can be said that a Labor Relations Specialist should have a neutral stand so he will be able to be more objective in the performance of his work. In arbitrating labor problems, he needs to see both sides of the issue and ensure that they justly enforce whatever consequence necessary. Hence, my replacement be so, and should possess the knowledge and skills necessary to carry out his important role with efficiency. Applicants to the position should be a college graduate, preferably with an MBA degree and an intensive background in industrial and public relations (Jain, 1975). Apart from the knowledge of industrial and labor relations and laws, he should be personable and approachable by both managemen t and workers. He should be effective in his communication skills both in oral and written communication as these skills will always be called upon in his work. It is highly preferable that he has adequate experience in handling labor problems. Recruitment Finding the right candidate will entail a series of tests. Aside from the usual ones given by the Human Resources division, a panel interview should be set up with some managers and myself as part of the panel. To test the