Comparative Research Essay on Two Articles

Keywords: comparative vocabulary analysis articles, article comparison


Here the decided on two articles are Content 1: “Basics about Employee Motivation” written by Carter McNamara, Document2: “Employee Inspiration” by Dr. Robert E. Wubbolding. As the assignment is usually to accomplish a comparative research between two article content on a related topic, the selection was done on subject matter of employee determination which can be an essential topic in successful business administration.

In the first document it is basically focuses on the brand new managers and supervisors. First of all it describes how exactly to clear up the myths of employee motivation. In that case it describes basic principles in employee motivation. Subsequently it provides the details of step you may take for employee motivation.

The second article is starts with a serious problem in human reference management and then starts the discussion about the Ideas of the management that need to absolutely quit by the management. Afterward it opens up for a discussion of why staff succeed or are unsuccessful and what we can do.

Accordingly there happen to be no obvious cut similarities that people can find it these two articles. But after the browsing and the understanding it will open-up for broader knowledge of the area of employee motivation.

Comparative Analysis

As above said Content 1: “Basics about Employee Inspiration” introduces the myths to clear up in the employee inspiration. Those are the following:

“I could motivate people”- Not really — they need to motivate themselves

“Money is a superb motivator” – understand the determination factor of every of employees

“Fear is a damn very good motivator” – Fear is an excellent motivator — for an extremely short time

“I know what motivates me, therefore i know very well what motivates my employees”- Not really different persons are motivated by different things.

“Increased job pleasure means increased job functionality”- Increased job satisfaction does not indicate increased job performance

“I can’t comprehend employee motivation — it’s a science” -Supporting your personnel to motivate themselves toward increased functionality in their jobs.Â

Article 2: “Employee Determination” also introduces the tips which have to be given up by the administration. Those are somewhat new when compare with the myths of article one. The next four suggestions are ineffective and also constitute barriers to improved quality.

As a manager, I can force employees to accomplish what I’d like them to do

Increasing the compensation package deal is enough to keep persons happy

It is not necessary to reward people for “doing what they are likely to do.”

People are good, genuine, and can always perform to the very best of their ability

In article an individual introduces specific steps that can help to go quite a distance toward supporting the staff members to motivate them within an organization.

1. Do a lot more than read this document — apply what you’re studying here

2. Briefly jot down the motivational factors that maintain you and you skill to sustain them

3. Make of list of 3 to 5 things that motivate each of your employees

4. Use each employee to make sure their motivational factors are taken into consideration in your reward systems

5. Have one-on-one meetings with each workerÂ

6. Cultivate strong expertise in delegation

7. Reward it when you see it

8. Reward it soon after you see it

9. Put into practice at least the essential principles of performance management

10. Establish goals that are SMARTER

11. Obviously convey how employee results contribute to organizational results

12. Celebrate achievements

13. Let synthesis writing workers hear from their customers (internal or external)

14. Admit to yourself (also to an appropriate another person) if you don’t like an employee

In article two introduces this region as “What you business case analysis template can do” and it says like this, Write a information of the behaviour of two workers with whom you need help. Be specific about their negative behaviours. After you read Employee Motivation, go back to these two employees, using your new skills. You will end up surprised at your achievements in helping employees figure out how to modify their behaviours in confident ways-ways that will help their productivity and make sure they are happier-a win-win for everybody!

But in document one “Basics about Employee Determination” introduces five basics in the employee motivation.

  • Motivating staff members starts with motivating yourself

it’s amazing how, if you hate your task, it seems like everybody else does, too. If you are very consumed with stress, it seems like everyone else is, also. Enthusiasm is contagious. If you’re enthusiastic about your job, it’s easier for others to be, too. Also, if you are doing a good job of looking after yourself and your own job, you’ll have much clearer perspective about how others are undertaking in theirs.

  • Always function to align goals of the business with goals of employees

as mentioned above, employees can be all thrilled about their work and be working very hard. However, if the benefits of their work don’t contribute to the goals of the business, then the organization isn’t any better off than if the personnel were sitting on the hands — maybe worse away! Therefore, it’s crucial that managers and supervisors know very well what they want from their employees.

  • Key to helping the determination of your employees is understanding what motivates each of them

Each person is motivated by different things. Whatever steps you take to support the determination of your personnel, they should first of all include finding out what it is that basically motivates each of your workers. You can get this out by asking them, listening to them and observing them. (More relating to this down the road below.)

  • Recognize that supporting employee motivation is an activity, not a task

Organizations change on a regular basis, as do people. Indeed, it is an ongoing process to sustain a host where each worker can strongly motivate themselves. If you look at sustaining worker motivation as an ongoing process, then you’ll be a lot more fulfilled and motivated yourself.

  • Support employee motivation by using organizational systems (for instance, policies and methods) — don’t just depend on good intentions
  • Don’t just count on cultivating strong interpersonal relationships with employees to greatly help motivate them. The nature of these relationships can change greatly, for example, during times of stress. Instead, use reliable and comprehensive systems in the workplace to greatly help motivate employees. For instance, establish compensation systems, worker performance systems, organizational guidelines and procedures, etc.,

In article two also describes this in a different manner. It constantly focuses to speak to the heart and soul of the reader mainly because considering him or her as a manger instead of introducing concepts and techniques in employee motivation. It is as follows with some crucial areas that author needs to emphasize. That society believes this is illustrated by the actions of our establishments. Authorities believe that stiffer penalties will, of themselves, cure the drug problem; that more effective punishments will control college student behaviour. And the globe of employment, where most people spend a higher percentage of their time, has surpassed other institutions in affirming this fallacious theory-that people can be effectively managed from above. The fact is that employees could be helped to be more productive, to show initiative, and also to do quality work. But the use of force alone brings only temporary compliance. In case you are willing to make a committed action to change, you can figure out how to coach employees in an effective method. You can learn powerful ways to talk to employees who are apathetic, tolerant, or who have problems with other negative traits or attitudes. If you have ever found yourself without text to respond to a worker, or getting defensive, or giving in to the urge to verbally attack an employee, you will benefit from implementing the ideas contained in this book. These skills will help you feel convenient about your job. You may even anticipate Monday mornings! Excellent results be based upon one condition-you must study the technique and then put it into practice.

Article always try to build a chat with the reader. It introduces the employee’s behaviours where in fact the need of the employee motivation will arise the following.

Do you have employees who…

  • Are regularly late to work?
  • Perform below their potential?
  • Lack initiative?
  • Fail to follow through?
  • Seem to become moody?
  • Perform poor quality work?


Article 1 begin up using what a manager should give up if he really wants to motivate the employees. From then on author really wants to clear the myths of motivation and gradually input the fresh ideas of motivation. Content 2, Employee Determination, is a tool book that addresses the issues of anyone who ever before wanted to Motivate anyone!. It first asks serious of concern which reader’s head will open to a new area. Then introduces basic principles in employee motivation and points can do when implementing those principles. So pretty much both the articles try to open the reader’s head by thinking that the reader will implement what the authors possess mentioned.