美国代写:外在激励

美国代写:外在激励

外在的激励因素以奖励和激励的形式存在,并不能创造一个能够带来成功的完整的证明系统。有很强的可能性表明,更大的外部激励因素会导致员工在工作场所更容易失败。这种想法是作为一种研究形式在美国和印度发展起来的。这类研究表明,外在激励因素导致人们的结果和绩效下降。心理学研究表明,在某些情况下,过度奖励会导致绩效下降(Ariely, Gneezy, Loewenstein & Mazar, 2009)。

美国代写:外在激励
这一观点揭示了一个观点,即外在奖励可能会产生反作用,并与某些领域的动机存在冲突。只有当努力涉及到机械性能时,外部奖励才会影响人们的表现(Gneezy, Meier & Rey-Biel, 2011)。在当今的工作环境中,这种想法尤其重要,因为知识工作者不能仅仅依靠金钱和其他形式的经济奖励等外在激励因素来激励自己。在很多情况下,符号奖励比外在奖励表现更好,同时决定了动机和工作表现在工作场所的主要诱因(Kosfeld & Neckermann, 2011)。

美国代写:外在激励

The presence of extrinsic motivators in the form of rewards and incentives does not create a full-proof system which can bring about success. There have been strong possibilities which have shown that larger extrinsic motivators lead to greater chances of failure among participants at workplaces. This kind of idea was developed as a form of research in the United States and India. Such research showed that extrinsic motivators led to the decline of results and performance of the people. It has been seen that psychological research suggests that excessive rewards can in some cases result in a decline in performance (Ariely, Gneezy, Loewenstein & Mazar, 2009).

美国代写:外在激励
Such a notion brings to light the idea that extrinsic rewards are likely to be counterproductive and conflict with the presence of motivation in some areas. Only in cases where the efforts involve mechanical performances can extrinsic rewards impact the performance of the people (Gneezy, Meier & Rey-Biel, 2011). This idea is particularly important in the present day workplaces where knowledge workers cannot be motivated merely on the basis of the extrinsic motivators like money and other forms of financial rewards. Symbolic rewards perform better than extrinsic rewards in many cases while deciding the main triggers of motivation and work performance in workplace (Kosfeld & Neckermann, 2011).