tes. These certificates should be hard to come by and represent advancement or persistence as it may be. These certificates would be useful as qualifications.I find that a big motivational factor for myself is the worry of not living up to other peoples expectations. Pressure from peers drives me to seek my goals and reminds me of what I am aiming for so that I do my best. In the business world this can also be put into practice. By interviewing employees the business can determine what each employee wants out of their position. If an employee wants a particular job and they dont have any ambition to move on from that job then there is no point in advancing the difficulty of their tasks as this will only lower their motivation. If a worker only wanted to use the job as a stepladder however then they should be allocated a mentor who can observe them and motivate them to succeed by ensuring that their goals are not forgotten. I believe in Herzbergs ideas about diminishing dissatisfaction not increasing motivation (Appendix One). This is because, although people may be dissatisfied with the hygiene within the business, an increase in hygiene will lower there dissatisfaction but wont increase there satisfaction or their motivation.Herzberg is a strong disbeliever in KITA having any effect on staff motivation. KITA includes traits such as, reducing time spent at work, spiralling wages, fringe benefits, human relations training, sensitivity training, communications training, increased two way communication, job participation and employee counselling (1991). KITA are personnel practices that were developed as attempts to instil motivation. However motivation cannot be instilled it has to be brought out. The biggest thing that I have realised is that we cannot accept any simple model to explain human motivation as deriving from generally applicable needs, such as the need for money, or the need for achievement, or for interesting work, or for r...
