美国代写论文：设定目标
目标设定是员工激励最重要的方法之一，包括设定员工要实现的目标，并阐明员工为实现这些目标而实现的预期角色。目标设定涉及如前所述，明确规定和量化在给定的时间框架内必须实现的目标。有效的目标设定特征取决于具体的，可衡量的，可实现的，时间框架的，激励和审查的目标。目标应该激发员工的积极性，激励员工，使组织和员工的成长同时发生。因此，反馈是动机的下一个重要组成部分，因为它最大限度地发挥了人的潜能，并且把重点放在优点上而不是弱点上。如果对自己的成长缺乏反馈，工作结束的时候，想知道加班的长处。
美国代写论文：设定目标
因此，这使得积极的反馈成为了一个重要的推动力，以保持工作人员的积极性和积极性。然而，如果不明智地审查反馈，也可能是冲突的，模棱两可的，对于承担这一努力的组织来说是昂贵的。关于需求和动机的理论可以遵循组织正义的概念，组织正义的概念是以组织中的其他雇员公平分配给员工的回报为基础。公平理论完全是为了理解组织中的这个关键现象。它围绕衡量员工提供的投入和他收到的回报作为输出进行衡量，可以根据在该公司工作的其他人所获得的收益来判断。作为这种平衡的结果，工人可能会要求提高工资，离开公司，要求上司停止对他人的偏袒，从而增加和减少他的归属感和组织公民意识。
美国代写论文：设定目标
Goal setting is one of the most important methods of employee motivation and includes setting up of objectives to be fulfilled by the employee and also clarifies the expected role that the employee is to fulfil to achieve those objectives. Goal setting involves as said before clearly specifying and quantifying the targets that have to be achieved within a given frame of time. Effective goal setting characteristics are dependent on goals which are—specific, measurable, achievable, time framed, exciting and reviewed. The goals should interest and motivate the employee to perform with increased enthusiasm such that both the growth of the organization and the employee happens at the same time. Feedback is therefore the next significant organ in motivation as it maximises the person’s potential and focuses heavily on the strengths than on the weaknesses and a committed worker at the end of the task is extremely disillusioned if feedback is missing as for his own growth the worker would want to know the strengths overtime.
美国代写论文：设定目标
Thus, this makes time to time positive feedback a massive thrust in keeping the worker motivated and spirited in an organizational setup. However, if not judiciously reviewed feedback a can also be conflicting, ambiguous and prove expensive for the organization undertaking the effort. The theories on need and motivation can be followed by the notion of organizational justice, which predicated upon equitable distribution of rewards to an employee in relation to the other employees in the organization. The Equity theory is solely dedicated to understand this key phenomenon in an organization. It revolves around weighing in tight balance the input the employee provides and the rewards he receives as output which can be judged in relation to those benefits received by the others working in that firm. As a consequent of this balance, a worker may ask for higher wages, leave the firm, ask his superior to stop favouring others over him/her, and bring about an increase and decrease in his affiliation and sense of organizational citizenship.