Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
The role of employee motivation on organisational performance
The relationship between motivation and employee performance
The function and purpose of maslow's hierarchy of needs
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Organizational Behavior by John R. Schermerhorn, James G. Hunt and Richard N. Osborn the definition of motivation is "the individual forces that account for the direction, level, and persistence of a person's effort expended at work." They go on to say that "motivation is a key concern in firms across the globe." Through the years there have been several theories as to what motivates employees to do their best at work. In order to better understand these theories we will apply them to a fictitious organization that has the following three types of employees: salespeople, production workers, and administrative staff. We will discuss which of these theories would or would not be most effective to motivate these employee groups and try to explain why. The motivation theories that will be discussed are: Maslow's Hierarchy of Needs, ERG (Aldefer), Two-Factor Theory (Herzberg), Equity Theory (Adams), and the Expectancy Theory (Vroom). Let's start with salespeople.
Salespeople
Maslow's hierarchy of needs theory says that there are five levels of individual needs from self-actualization and esteem at the top levels, to social, safety and physiological levels at the bottom. Maslow felt that some of these needs are more important than others and that the important ones must be satisfied before the rest of a person's needs can be satisfied. Since a salespersons basic responsibility is to sell merchandise this motivational theory would not be a good choice for an organization to use to motivate them. The reason for this is because s...
... middle of paper ...
...nt from one culture to another and even from one individual to another.
Clayton Alderfer's ERG theory emphasizes a unique frustration-regression component. This means a lower-level need can become activated when a higher-level need cannot be satisfied. This would not be a good motivation theory for administrative staff since their goal is to usually get ahead.
Both the Equity and Expectancy theories focus on thought processes. The equity theory may or may not motivate administrative staff depending on how each individual perceives the fairness of their work outcomes relative to others. The Expectancy theory does not specify which rewards will motivate particular groups of workers. Individual motivation directly determines work effort, and the key to motivation is the ability to create a work setting that positively responds to individual needs and goals.
Motivation play an important role in today’s work environment as motivated employees are more productive employees. However, the ways how we motivate the employees have to be improved from time to time as employees are being more demanding and that they are more concern about their needs than before. Motivational strategies have probably affected the most by employee concerns and values (Greiner 1986, p. 82). ‘A motivational strategy is any effort to induce employees to initiate and sustain activities that can directly or indirectly improve service productivity’ (Greiner 1986, p. 82). Motivation can have an effect on the output of your business and concerns both quantity and quality. For example, if you are in a manufacturing company, your business actually relies heavily on your production staff to make sure that quality product are being produce and being delivered to your client at the right time. However, if your production employees are lack of motivation they will be not motivated to produce the amount of product demanded, thus will be very costly. In the essay below, we will be discussing on the strength and weaknesses of McClelland’s acquired needs theory and the expectancy theory.
Since the beginning of mankind, leaders have risen to take charge of societies and make decisions. These decisions often meant the difference between having food and going hungry, having shelter or being left outside, and sometimes the difference between life and death. As society has progressed, we have seen great technological advances such as television, computers, cars, and space travel. Despite such advancements, the basic needs of mankind still remain the same. Business is the means by which people make the money to acquire their needs, and managers today are the leaders who rise to make decisions and ensure the survival of the business. The success of a business is largely dependent upon the ability of mangers to motivate workers to achieve the highest results. All engineers, whether in a management position or not, should understand motivation theory so that they can help ensure the success of their workplace. Having a firm understanding of motivation theory will allow us to draw conclusions from case studies and decide how engineering managers can be most successful.
Pardee, R. L. (1990). Motivation Theories of Maslow, Herzberg, McGregor & McClelland. A Literature Review of Selected Theories Dealing with Job Satisfaction and Motivation.
Expectancy theory of motivation was thought up by Vroom in 1963 and expanded upon by Porter and Lawler in 1968 and Pinder in 1987. The theory is heavily based and influence by individuals driving force and motivation in completing the task (Vroom, 1963) and the performance behind it, these driving forces are valence, instrumental and the expectancy (Pinder, 1987). Valence is based on one’s perception of rewards for the outcome; this can be influenced by ones values, goals, needs and preference of rewards, which can be intrinsic or extrinsic satisfaction. The instrumental refers to the rewards when expectation are met, depending on the individual this can be an increase in pay, promotions or recognition, this depends on the individual’s need which may result in greater motivation (Herzberg, 1968). Expectancy is influenced by ones improved efforts leading to increase performance, the belief of if one works
The purpose of this paper is to present a survey of Abraham Maslow’s Hierarchy of Needs Theory and analyze its impact on the modern management practices. The study is focused in particular on the importance of his ideas for improving employee motivation, job satisfaction, and organizational effectiveness in a contemporary workplace. Although many researchers argue that Maslow’s theory is outdated, it is beyond doubt that the implementation of its most fundamental concepts can positively affect the employee motivation strategies, enhance work engagement and organizational commitment, and increase business performance.
The expectancy theory can be implemented at a capacity that will greatly enhance both the specific personal goals of individuals and the broader goals of the company as a whole. Especially in this case of a company who prides themselves on its high production standards and goals, a formal motivation enhancement theory should be implemented. There is absolutely no motivation for the employees of this company which is abnormal for a corporation who prides themselves on high quality and high production goals. As a manager, keep in mind that the expectancy theory states that an individual will choose a course of action that will greatly increase the chances of providing a desired outcome.
According to Maslow, employees have five levels of needs (Maslow, 1943): physiological, safety, social, ego, and self- actualizing. Maslow argued that lower level needs had to be satisfied before the next higher level need would motivate employees. Herzberg's work categorized motivation into two factors: motivators and hygiene (Herzberg et al, 1959). Motivator or intrinsic factors, such as achievement and recognition, produce job satisfaction. Hygiene or extrinsic factors, ...
Motivation is key in the workplace. It is developed from the collaboration of both conscious and unconscious principles such as the strength of desire or need, motivating force or reward estimation of the objective, and desires of the person and of his or her peers/co-workers. These elements are the reasons one has for carrying on a specific way. An illustration is an understudy that invests additional energy contemplating for a test since he or she needs a superior review in the class. The Inside and outside principles that animate want and vitality in individuals to be constantly intrigued and centered around their work, part or subject, or to try to achieve an objective.
Abraham Maslow’s theory of Hierarchy of Needs (Maslow 1943) is probably the most well known theory of motivation. He proposes that every human contains a hierarchy of needs made up of of five separate levels. Beginning with the basic human needs of hunger, shelter and ending with self actualisation, Maslow’s theory (1943) has good general application, and provides a basic framework for managers to understand an employees motivational needs. (Taormina & Gao, 2013) However it is
Employee motivation has always been a central problem in the workplace, and, as an individual in a supervisory position, it becomes one’s duty to understand and institute systems that ensure the proper motivation of your subordinates. Proper motivation of employees can ensure high productivity and successful workflow, while low worker motivation can result in absenteeism, decreased productivity rates, and turnover. A large body of research has been produced regarding motivation, and much of this research is applicable to the workplace. Due to the nature of man, motivation varies from individual to individual, and, because of this, there is no one system that is the best for ensuring worker motivation in every organizational situation, and, as a product, many theories have been created to outline what drives people to satisfactorily complete their work tasks. Throughout the course of this document, the three main types of these motivational theories will be outlined and examples of each, as well as how these theories can be used to further strengthen and sustain worker motivation....
Motivation is an important function in organizations to motivate their employees for their ability to perform well, improving their skills, increasing productivity, job satisfaction and employee extension. Employees also are not a machines that we could just program their task in their brain and they will do it automatically, they require motivation to actually do their job properly. And so, after discussing the process models of the Maslow’s “Hierarchy of needs”, Douglas McGregor theory X and Y, and also the Herzberg’s “two factor motivation hygiene theory.” understanding the ways of motivating people, the human nature, and the substance of nature. I believe that the true motivation can only come from within and also managers can actually motivate all of their employees.
for a lot of people it is money that drives them this is not always
Secondly, A motivator could be a reward, a situation, or a person, but no matter what it is, it has to contain three beliefs; Expectancy, Instrumentality, and Valence. This calls Expectancy theory. When people believe that they can achieve that goal and are capa...
Furthermore, there are three theories which explain the different factors in how employees are motivated based on their needs. The first theory, Maslow’s Hierarchy of Needs, was proved by Abraham Maslow in the years of 1943 and 1954 (McLeod, 2013). Maslow believed that society developed their motivations depending on their needs. Maslow’s Hierarchy of Needs is a theory in which five motivational needs( self-actualization,esteem, belongingness and love, safety, and psychological) are demonstrated in a hierarchy pyramid. The five motivational needs are divided into three categories(basic, psychological, and
Motivation, as defined in class, is the energy and commitment a person is prepared to dedicate to a task. In most of organisations, motivation is one of the most troublesome problems. Motivation is about the intensity, direction and persistence of reaching a goal. During the class, we have learned a substantial theories of motivation and many theories of motivations are used in real business. Each theory seems to have different basic values. But, they all have been analysed for one reason, recognising what motivates and increases the performance of employees. Ident...