Theoretical framework in this study consists about the content Motivation Theories and how it can be applies to Generation Y. The first part of theoretical frameworks analyses the motivation factor that influence Generation Y to work as hotel employee. Some motivations are contradictory in different articles. Second part describes content motivation theories and the need to adapt them to fit the characteristic of Generation Y. This part also includes suggestions on how to modify the theories to suit the needs of Generation Y.
Theoretical frameworks in this proposal first will be described about the common characteristic of Generation Y, which are mostly based on journal articles. Then continued to describe content motivation theories such as Maslow‘s Hierarchy of Needs theory and Herzberg’s Two Factor Theory.
Maslow’s Theory
According to Maslow (1943) human needs can be arranged in a hierarchical manner with lower level needs being a prerequisite of higher order needs. The bottom tier consists of physiological needs, i.e.: food and shelter. After an individual has accomplished gratification of the physiological needs, the next tier progresses to needs consisting of: safety and security needs. Needs for love and affection exist in the tier above safety and security, and begins to start higher level needs as the two bottom tiers were physical needs. After an individual has accomplished gratification of the physiological needs, the next tier progresses to needs consisting of: safety and security needs. Needs for love, affection, and belongingness exist in the tier above safety and security, and begins to start higher level needs as the two bottom tiers were physical needs.
Figure 1: Maslow’s Hierarchy of Needs applied to employees,...
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2. to used scaled inventories of worker morale and job attitudes,
3. observation, where the researcher observes the behavior of workers. Job motivators tended to be intrinsic to the matter of the job. Job motivators consisted of: achievement, recognition, the job itself, responsibility, job advancement, and growth (Ramlall, 2004).
Job dissatisfaction is the result of extrinsic non-job-related factors labeled as hygiene factors. Steers defined this list of hygiene factors: company policies, salary, co-worker relations, and supervisory styles. Hygiene theory states that the removal of job dissatisfiers does not result in a state of job satisfaction.
Two Factor Theory Examples (Ramlall, 2004)
Motivators Hygiene Factors
Achievement Company Policies
Recognition Salaries
The work itself Co-worker relations
Responsibility Supervisory Styles
Advancement
Growth
In the article “Why Your Office Needs More Bratty Millennials”, the author Emily Matchar expresses a variety of reasons why the new generation in the workforce (millennials) needs to have their voices heard. She uses different terms to discuss this generation of workers, including Generation Y, another common name for millennials. Matchar’s exposition of why millennials are changing the workplace is broken down into specific points. She references the declining job market and why, due to circumstance, it is hard for millennials to get jobs as it is. Moreover, millennials are now pushing for a “customizable” workplace, such as being able to set their own hours. It appears that Generation Y is executing the wishes that other generations of workers subdue, and are subsequently portrayed as a vocal group by default. As a result of millennials’ demands, various companies are now beginning to conform to the ideas this generation presents. As such, new policies are being implemented,
Maslow suggested that there are five levels of need. Level one needs are basic needs such as food and shelter which need to be meet before moving to the next level of need. Each level should be meet in turn up to level five, self-actualisation. An example of this in current practice is providing children with snack and water during the school day fulfilling basic needs and providing opportunities to develop friendships and feel safe at school to express their feelings can fulfil needs in levels 2 and 3 of Maslowâ€TMs hierarchy of
Maslow believed that there was a hierarchy of five innate needs that influence people’s behaviors (Schultz & Schultz, 2013, p.246-247). In a pyramid fashion, at the base are physiological needs, followed by safety needs, then belonginess and love needs, succeeded by esteem needs, and finally the need for self-actualization. Maslow claimed that lower order needs must be at least partially satisfied before higher level needs are addressed. Furthermore, behavior is dominated by solely one need
Theories of Motivation What is the motivation for this? According to the text, motivation is defined as a set of factors that activate, direct, and maintain behavior, usually toward a certain goal. Motivation is the energy that makes us do things; this is a result of our individual needs being satisfied so that we have inspiration to complete the mission. These needs vary from person to person as everybody has their individual needs to motivate themselves.
Unlike many of his colleagues at the time who were focusing on psychopathology, or what is wrong with individuals, he focused on how individuals are motivated to fulfill their potential and what needs govern their respective behaviors (McLeod)). Maslow developed the hierarchy over time, adjusting from a rigid structure where needs must be met before being able to achieve a higher level, to where the individuals can experience and behave in ways across the hierarchy multiple times daily depending on their needs. The hierarchy is comprised of 5 levels; Physiological, Safety and Security, Love and Belonging, Esteem, and Self-Actualization. The bottom two levels are considered basic needs, or deficiency needs because once the needs are met they cease to be a driving factor, unlike psychological needs. Loving and Belonging and Esteem needs are considered psychological needs, and are different from basic needs because they don’t stem from a lack of something, but rather the desire to grow. Maslow theorizes that individual’s decisions and behavior are determined based on their current level of needs, and the ideal level to achieve full potential culminates in self-actualization; however, operating on this level cannot be achieved until the preceding levels of needs have been
There are many factors that can affect the overall success of a business. Yet, few are as important to understand and master as employee motivation. This is because a highly motivated workforce translates into increased productivity which helps ensure that the business reach its goals. Business owners who are smart make sure that a well thought out and tested motivation strategy is firmly embedded into the business model. Further, they are sure to consider how major decisions could affect their staff. In order to gain a better understanding of what drives the motivation of an employee, we must examine where motivation comes from both from a physical and psychological perspective, review the various theories of motivation, the importance
Maslow’s hierarchy of needs is a theory that includes a five level pyramid of basic human
A category for job satisfaction is the motivators/satisfiers. Factors such as recognition, responsibility meaningful and interesting work, opportunities for advancement, and personal growth are desirable traits that employees look for. Whereas, hygiene factors are the causes for job dissatisfaction. They are based off of working conditions, relationships between co-workers, policies, supervisor behaviour, job security, wages and benefits.
The scope of this essay will focus on generational differences and more specifically how understanding each generation in various aspects will help the company grow and ensure individuals feel a part of the whole. At this point there is five extraordinarily different generations participating in the workforce, each generation offers both unique and similar characteristics (Noe). Considering that the oldest generation in the work force were born around 1925 -1945, while the newest members of the work force were born after 1996, we can assume based on the amount of changes in the world that these two groups would be worlds apart. Because of these large gaps it is imperative that companies train to this or it could become a point of discontent amongst employees and senior leadership. When you look traditionalist s they are defined by the era they grew up in, an era of sacrifices, unwavering patriotism, and absolute respect for all rules and regulations. It would be easy for a traditionalist to misunderstand a Millennial, a generation that hasn’t had to sacrifice as much, has been known to challenge rules, and their questioning nature may come across as lazy and
Several motivation theories exist in literature today, there are older and modern theories. The modern/contemporary theories expanded more on older theories and are more evidence based (MSG, 2017). Relevant motivation theories to this research work will be examined. Most notably are the following which has over the years been considered as important theories, although they have been regularly criticized due to its inadequacies to address most aspect of both intrinsic and extrinsic human motives. The following relevant theories, Maslow’s Hierarchy of Needs Theory, McClelland’s Theory of Needs, ERG Theory and the Herzberg's Two-Factor Theory of Motivation will be examined in this research work. These are relevant to the
Abraham Maslow did studies of the basic needs of human beings. He put these needs into a hierarchical order. This means that until the need before it has been satisfied, the following need can not be met (Encyclopedia, 2000). For example, if someone is hungry they are not thinking too much about socializing. In the order from lowest to highest the needs are psychological, safety, social, esteem, and self-actualization. The first three are classified as lower order needs and the last two are higher order (Hierarchy, 2000). Without meeting these needs workers are not going to be as productive as they could otherwise. The first three are considered to be essential to all humans at all times. The last two have been argued but are mostly considered to be very important as well.
The following are just a couple of the research topics that have been done on Motivation: Motivation ideologies, Ways to further employee motivation, Measures of Motivation, Principles of inspiration, way of making your workplace more exciting, wage/salary isn't a motivator any longer.
People’s behaviour is determined by what motivates them. The aim of this essay is to discuss the essence of the motivation and psychological strengths, its evolution, a brief overview of the key theories of the employees’ motivation and behaviour analysis. The main task is to understand how motivation affects employee behaviour and to clarify the importance of motivation. In this essay I will discuss and produce definitions and examples to answer the main question of what is the driving force and how do people’s needs influence performance at work?
There are many generations in society such as Traditionalist, Baby Boomer, Generation X, Y, and Z. Generation Z is the youngest generation in the list. However, in any work place, Generation Y, which is known as an Echo Boomers or Millenniums, is the youngest. No one knows how it emerged, but it began in 1998 and ended in 2006. The people in this era were born between 1977 and 1994, which is my generation. In the United States, there are seventy one million Generation Y-ers, which takes up the largest part of population. Unlike other generations, Generation Y has very outstanding abilities and environments to success. Those abilities and characteristics are efficient in business and companies. Also, Generation Y’s remarkable characteristics affect their social lives a lot. The Generation Y is very family centric, and able to catch up the trends. Their general cultures are pop-music, iPods, social websites, like Facebook and Twitter, and anything that relates to technology. In principle, Generation Y-ers are optimistic, social, and have high self-esteem. Those characteristics bring many pros and cons to hire them. Pros are general mostly, but cons are not true mostly because of misconceptions.
Erickson, Tamara J. Plugged In: the Generation Y Guide to Thriving at Work. Boston, MA: Harvard Business, 2008. Print.