当乔布斯将苹果产品削减到四和三以后，强调“客户”和“专业”（沃尔特，2012），我们发现他对公司的愿景和愿景也可能是数字世界的方向。他的远见卓识也体现在他对产品设计投资的态度上。他坚持把产品“酷毙了”，成本增加太多的成本也导致他退出苹果。然而，巨大的利润从长远来看，苹果的产品设计，为自己的长期决策时，重视创新产品的第一件事和一切二明智。作为一个伟大的愿景，永远不会带来苹果的成功，乔布斯，因为领导者也强调细节，需要实践，使愿景成为现实。2000，正如沃尔特（2012）所介绍的，乔布斯获得了个人电脑“数字集线器”的巨大愿景，并让苹果参与了这项业务。十年后，将“集线器”转移到云计算的策略也带来了苹果服务器服务器数量的大幅增加。尽管他热衷于宏大的视觉，但他仍保持着细节的激情，完美地推动产品内部螺钉的形状和颜色（沃尔特，2012）。
动机理论一般分为内容理论和过程理论。对于内容理论，它侧重于静态的结果或有价值的结果，而不是以动态过程中的步骤为重点的过程理论。然而，内容理论受到越来越多的关注，由于其知名度和直觉是更受欢迎的雇主和雇员。我们知道，不同的人有不同的需要和价值观，因此，他们一定会有不同的奖励。在讨论内容的理论，我们把动机和外在intrinsicor天生的和后天的需要，考虑到它的复杂性。例如，生存、安全和收购的需要可以通过工资或表扬作为外在来源来实现。和归属感、归属或粘结，内在动机和需求的相互作用可能在找到自己的路。此外，成就感或自我实现作为内在结果，可以在活动或FOB任务中获得。另一个事实无法避免的是，内在动机的公司往往是比外在的奖励或精神激励显示比物质上的更强调更重要。例如，财务激励不能激励员工，而激励与绩效、认可和专业发展相结合更具可行性和吸引力。
通过上述理论和事实的承认，管理者可以更有效地激励员工。在实践中，管理者可以提供奖金，如奖金或“干得好”，“好工作”，为一个良好的表现。此外，在给予必要的鼓励和指导的同时给予员工一个具有挑战性的工作机会，可能会产生内在的成就感和对员工的自我肯定。这些理论和方法与Hsiu见面，Su，HL和Shih（2011）的基础上，为他们的应用期望理论激励博客。他们表示，倾诉感情和定期连接他们知道内在报酬是最重要的动机的人。
悉尼management assignment代写: 动机理论
In this intensely competitive world, vision is generally valued as an important characteristic for a leader. There are already household names who are qualified as visionary leaders. Here we can take an example from technology firm Apple’s founder Steve Jobs. The past dozen years has witness the achievements of Jobs and Apple: iMac, iPod, iTunes Store, iPhone, iPad, etc. In Walter’s (2012) essay, he summarized 14 lessons from Steve Jobs: Focus, simplify, put products before profits, push for perfection, know both the big picture and the details, combine the humanities with the sciences, etc. From all these above, we can figure out his attitudes and strategies. Also, as a visionary leader, Steve Jobs does meet the three components identified for a visionary leader: Making a case for the change, identifying ideal goals and focusing on people.
When Jobs cut down the Apple products to merely four and later three, and emphasize “Customer” and “Pro.”(Walter, 2012), we find his vision for his company and the vision may also be the direction of the digital world. His visionary also finds expression in his attitude in products design investment. As he insisted in making product “insanely great”, cost increased and too much cost also resulted in his retreat from Apple. Nevertheless, great profits are followed in the long run for Apple’s great products design, which showshis wise in the long term decision making when valuing the innovative products as the first thing and everything else secondary. Just being great at vision can never bring Apple’s success, Jobs as the leader also lay stress on the details, the practice needed to make the vision a reality. In 2000, as introduced by Walter (2012), Jobs got the big vision of “digital hub” for personal computer, and let Apple participate in this business. Ten years later, the strategy of moving “hub” to the cloud also brought Apple a great increase in the number of server farms. Although being occupied in grand visions, he still kept the passion in details, with perfection push for shape and color of the screws inside the products (Walter, 2012).
The theory of motivation is generally divided into the content theory and process theory. For content theory, it focuses on the outcomes or the valuable results which are static, comparing to process theory which lay stress on the steps involved as dynamic course. However, the content theory has drawn more attention, since its visibility and intuit is more welcome by both the employers and employees.As we know, different people have different needs or values, hence they are sure to be motivated be different incentives. In discussing the content theory, we divide motivators into extrinsic and intrinsicor innate and learned needs, considering its complexity. For example, need for existence, safety and acquisition can be realized by wages or praise as extrinsic sources. And the belongingness, affiliation or bonding as intrinsic motivations or needs may find their way in interaction. Also, the sense of achievement or self-actualization as intrinsic outcomes can be obtained in activities or fob tasks. Another fact which cannot be avoided is that the intrinsic motivation coms out often to be more important than extrinsic rewarding or spiritual incentive shows the more emphasis than material ones. For instance, the financial incentives cannot stimulate employees only while incentive combined with the achievement, recognition and professional development are more feasible and attractive.
Being acknowledged with the theory and facts above, the managers can be more effective in motivating the employees. In practice, the managers can provide rewarding as a cash bonus or “well done”, “good job” for one’s good performance. Besides, giving the employees opportunity for a challenging task while assisting with necessary encourage and guidance may result in intrinsic satisfaction of achievement and self-affirmation for the employees. These theory and methods meet with Hsiu, Su, H.L. and Shih’s (2011) foundation, as they applied expectancy theory in motivating blogging.They stated that, pouring out feelings and regularly connecting the people they know as intrinsic rewards are most import motivations.
