澳洲论文代写：员工激励
员工激励是企业管理者最重要的任务之一，旨在提高员工的全面有效的工作管理水平。卢瑟福清楚地解释了与动机相关的公式对于组织来说是非常成功的，因为它激发了员工，从而导致组织中更好的实践。
另一种流行的理论认为员工的激励和提倡尊重该组织的商业上的成功同样需要激励理论提出了由Hackman和奥尔德姆。这一理论基于这样一种观点，即组织中某一特定员工的任务本身会导致员工激励。如果工作中的任务更具挑战性，员工就会得到激励，组织也会成功。因此，通过增加工作中的丰富性政策以及工作轮换，可以直接鼓励工作场所员工的积极性。
工作特征模型已经提出由Hackman和奥德汉姆状态有每个工作包括，技能多样性五个基本特征，任务的识别，并对任务与任务相关的反馈的意义。这些特征直接或间接地导致组织成功的成功结果和有意义的结果。此外，他们也有助于减少旷工。
根据这一理论，如果组织遵循上面列出的因素，它为员工提供可变的工作，帮助他们不感到厌烦；工作被分配在小团体中，这有助于提高产品的整体性。此外，它还帮助人们从客户收到的反馈中与他们的工作成果保持联系。它指出，如果员工能够确定工作的意义，他们可以给他/她的重大贡献，从而间接导致组织的整体有效性。员工对他们所做的工作感到自豪，从而进一步增强他们的信心，并进一步激励他们，从而使本组织或商业公司取得成功。
澳洲论文代写：员工激励
Employee motivation is one of the most important tasks for the managers in order to enhance the overall effectual job management amongst the employees. Rutherford clearly explains that the motivation related formulas are very successful for the organization as it provokes the employees which lead to the better practices in the organization.
Another popular theory which suggests the motivation of the employees and advocates the need for the same with respect to the commercial success of the organization is the theory of motivation put forward by Hackman and Oldham. This theory was based on the idea that the task in an organization which is given to a particular employee, itself leads to employee motivation. If the task in a job is much more challenging, the employees will be motivated and the organization will lead to success. Thus by adding varieties such as the policies of the enrichment in the job and also the job rotation can directly encourage the motivation of the employees in a workplace.
The Job Characteristic Model which has been proposed by Hackman and Oldham state that there are five basic characteristics of each and every job which includes, skill variety, identification of the task, significance of the task and the feedback related with the task. These characteristics directly or indirectly lead to successful outcomes and meaningful results in terms of the organizational success. In addition, they also help in decreasing the absenteeism at work.
According to this theory, if the organization follows the above listed factors, it provides variable work to the employees which helps them not to get bored; the works is assigned in small groups which helps in the increase in the wholeness of the products which are produced. In addition, it also helps the people to stay connected to the outcomes of their works from the feedback which are received from the end of the customers. It states that if the employees are able to identify the meaningfulness of the work, they can give his/ her significant contribution which indirectly leads to the overall effectiveness of the organization. The employees have a feeling of pride in the work which are done by them which further enhance their confidence and motivates them further, leading to the success of the organization or the commercial firm.