Job Motivation and Culture. A Cross-Cultural Comparison of Germany and the United States

Inhaltsverzeichnis (Table of Contents)

• Introduction - A first Glance
• Aims of this Work
• Limitations
• Structural Overview
• Background of Motivation and Culture
• Motivation
• Measurement
• Intrinsic Motivation
• Extrinsic Motivation and Over-Justification
• Theory X and Y
• Introduction of Influential Motivation Theories
• Law of effect and Operant Conditioning
• Equity Theory by John Adam
• Maslow's Hierarchy of Needs
• Two Factor Theory by Frederick Herzberg
• Vroom's Expectancy Theory
• Questioning the Validity of Motivation Theories
• Culture
• The Cross-Cultural Model by Edward Hall
• Hofstede's Cultural Dimensions
• Questioning the Validity of Cultural Classification
• Intermediate Summary
• The Application of Key Concepts
• Cultural Classification
• Germany
• United States
• Cultural Comparison
• Statistical Data Analysis
• Job Satisfaction
• Important values
• Employee Engagement
• Personal Interpretation and Recommendation
• Summary and Conclusion
• Recommendation

Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)

This paper aims to explore the differences in job motivation across cultures, particularly the cultural differences between Germany and the United States. It analyzes the discrepancies and similarities of values, beliefs, and attitudes in the workplace, examining how these factors influence motivation and their implications for international business.

• The influence of culture on motivation
• Key concepts of motivation and culture
• Cultural differences between Germany and the United States
• The impact of cultural differences on job motivation
• Implications for intercultural management in international business

Zusammenfassung der Kapitel (Chapter Summaries)

The introduction provides an overview of the paper's objectives, limitations, and structure. Chapter 2 delves into the theoretical background of motivation and culture, exploring various influential theories and models, including Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, and Hofstede's Cultural Dimensions. Chapter 3 examines the application of these concepts to Germany and the United States, analyzing cultural classifications, statistical data, and cultural comparisons. The final chapter presents a personal interpretation and recommendations based on the findings of the study.

Schlüsselwörter (Keywords)

This paper focuses on the key concepts of job motivation, culture, intercultural management, Germany, the United States, values, beliefs, attitudes, and workplace dynamics. It explores the influence of culture on motivation, analyzing the differences and similarities between German and American work cultures.