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Management

Incentive Theory in Management

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Incentive Theory in Management

Indeed, the incentive theory has proved to work in motivating personnel even in a high-stress work environment. There are numerous different reasons why people decide to do things. Every now and then, people get motivated to act upon an activity because of internal wishes and desires. Still, most of the time, behaviors and activities are driven by the yearning for external rewards. According to a study regarding the theory of human motivation, most actions are habitually inspired by the desire for external rewards (Han, 2016). In high-stress work conditions, the incentive management theory would work just as perfectly as is with operant conditioning where activities and behaviors are completed aiming to either avoid punishment or gain reinforcement. The incentive theory states that individuals’ actions are focused on attaining rewards.

Expounding on this ideology further, it is essential to consider the things that motivate a student to study hard in their school work. Good grades are one of their types of incentives. Gaining accolades as well as esteems from tutors and guardians might be another type of incentive. Employees working in a high-stress environment are motivated by the money they will acquire in the end, which is a perfect example of a reward that greatly motivates behavior. In most cases, external rewards can motivate an individual to carry out tasks that they might otherwise avoid undertakings, such as work, chores, and other unpleasant tasks (Han, 2016).

Incentives can be utilized to get individuals to engage in certain activities and behaviors; however, they could also be utilized to get people to avoid carrying out certain actions. The incentives theory is influential only when the individual finds motivation in the reward. Additionally, the rewards have to be obtainable so they can be motivating. For instance, a student will not be motivated to improve on their grades if their assignment is so problematic that achieving a solution is unrealistic.

Reference

Han, Y. (2016, November). Analysis of Business Management and Personnel Incentive Theory. In 4th International Conference on Management Science, Education Technology, Arts, Social Science and Economics 2016. Atlantis Press.

 

 

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