The following literature review on job motivation includes five specific studies. These were chosen, because they are indicative of the continuously changing and challenging environment in which most people work today. In the past generation, personnel stayed with one job for most of their working career. Job stability was high. As long as one performed well, his/her job was secure. Today, with increased global competition, downsizing, mergers and organizational strategies that are regularly updated, employees no longer feel that they will always have their positions. Also, their mindset is changed. People expect to move to a number of different companies during their lifetime, and perhaps even change their careers once or twice.
             How does job motivation fit into this type of environment? The first article is not a study, but was included out of interest, because it looks at a new way of building in motivation before an employee is even hired. The second looks at healthcare, which is a very dynamic career field, and different methods of maintaining employee job interest. The third article looks at the service industry and what can motivate employees in this growing sector. The fourth article looks at the processes of what to do for the job motivation of people who remain after a downsizing in a global arena. The fifth article looks into the future and the type of employee who may be best in a flat, global world in terms of motivation and commitment.
             Organizations realize that it is important to establish job interest and motivation even before the candidate is hired-or employee branding. An article in HR Focus explains that employment branding is the process of planting the idea in the minds of the potential employees that a company is a great place to work. It is to corporate branding, which associates a logo with a positive message. As the employment market gets more competitive for the best talent, the key to success in recru...