A review of literature reveals that in the past several decades, there is a number of concepts or models regarding the motivation of volunteers. As volunteers and placement students in Hilton Prague and Hilton Prague Old Town are similar in their nature, these concepts or models could also be applied to the motivation of placement students in Hilton hotels in Prague.
Two of the earlier on some of the most widely discussed theories on motivation were proposed by psychologists Abraham Maslow and Frederick Herzberg. Maslow introduced his Hierarchy of needs in 1943 and later fully developed it in 1954. This model consists of 5 levels of basic needs, often portrayed in a pyramid or triangular shape. The most fundamental needs are at the bottom of the pyramid and the person cannot accomplish the second need until the first need has been fulfilled, nor the third need until the second need is satisfied and so on (Simons, Irwin & Drinnien 1987). Maslow´s needs from the bottom to the top are as follows: physiological (breathing, food, water, etc.), safety (security of health, family, property, etc.), love/belonging (friendship, family, sexual intimacy, etc.), esteem (confidence, achievement, respect by and of others, etc.) and self-actualisation (creativity, problem solving, spontaneity, etc.) (Maslow 1954).
Herzberg presented his Two-factor theory in 1966. This theory is also known as Herzberg´s motivation-hygiene theory as he distinguishes between motivators such as challenging work, recognition and responsibility, opposed to hygiene factors such as work conditions and salary (Hackman & Oldham 1976). According to Herzberg (1966) motivators positively motivate employees and lead to job satisfaction, whereas hygiene factors do not give posi...
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...sists of motivations related to the gain of experiences (Kemp 2002), personal development and expansion of horizons (Trogdon 2005) and being mentally and physically active (Rhoden, Ineson & Ralston 2009). The second category cover motivations related to altruism. Although there is little agreement over what exactly is meant by altruism (Monroe 1996), this motives are for example helping others (Cavalier 2006) or undertaking a worthwhile activity (Soupourmas & Ironmonger 2001). Belonging and protection is the third category and contains motives for volunteering such as social interaction and relationship network (Latham 2007, Anderson & Shaw 1999 & Edwards 2005). The fourth and final category is career recognition including motivations such as making business contact, improving CV and other activities directed to enhancing future employability (Rhoden et al. 2009).
Abraham Maslow arranged human needs into a hierarchy of five needs, starting with the most important needs which are physiological needs such as, hunger, thirst, and warmth. He then went all the way up to the least important which is self-actualization that is known as the fulfillment of unique potentials. His hierarchy of needs is depicted in a pyramidal form with the most important needs at the bottom as a base and the least important towards the top. According to Maslow, self-actualization is becoming what we believe we are capable of being he also believed that self -actualization is as important as physiological needs. Many people desire to reach self-actualization because
The early days of Uris Hall’s dormitory kitchen were characterized by excellent food and a content, tight-knit staff. The employees’ feelings of satisfaction and utmost commitment to their jobs are best explained using Herzberg’s Motivator-Hygiene Model. This motivation theory relies on the assumption that satisfaction and dissatisfaction in the workplace are independent of each other, and a different set of factors is responsible for causing each emotion. One motivating factor is the employees’ sense of achievement in their work. The case stresses that the eleven women who worked in the kitchen felt a consistent sense of pride in their labor; they went to great lengths to ensure superior quality
People have long considered general theories of motivation, and the question regarding the specific motives that direct and energize our human behavior has undergone tremendous speculation. To this day the question still stands: what is it that humans seek most in life? In an effort to answer this question, Abraham Maslow proposed what he called the hierarchy of needs. Maslow theorizes that human beings are motivated to fulfill this hierarchy, which consists of needs ranging from those that are basic for survival up to those that promote growth and self-enhancement (Kassin 300).
In 1954 an American psychologist Abraham Maslow proposed that all people are motivated to fulfill a hierarchical pyramid of needs. At the bottom of Maslow's pyramid are needs essential to survival, such as the needs for food, water, and sleep. The need for safety follows these physiological needs. According to Maslow, higher-level needs become important to us only after our more basic needs are satisfied. These higher needs include the need for love and 'belongingness', the need for esteem, and the need for self-actualization (In Maslow's theory, a state in which people realize their greatest potential) (All information by means of Encarta Online Encyclopedia).
According to Robbins et al; (Robbins et al, pg 296) motivation refers to the process by which a persons efforts are energized, sustained, and directed towards a goal. This definition has three key elements: energy, direction, and persistence. Motivation is a complex and important subject, has historically been given a great deal of attention by Psychologists, who have proposed theories to explain it. (Riggio, pg 188),
Motivation is vital to any organization. Dr. Beckwith (2016) describes motivation as, “a desire to achieve a goal, combined with the energy to work towards that goal.” In other words, motivation is the ability to harness a person’s internal drive to accomplish set goals. Volunteers and employees share common motivational needs, such as a desire to be recognized, feel appreciated, and engage in satisfying work. The difference between volunteers and employees is manifested in how the shared motivational needs are fulfilled.
The credible version of hierarchy of needs of Maslow (1943, 1954), have five motivational levels that are arranged in a pyramid with depicted levels. The stages are divided in basic needs which include, psychological, love, safety, and esteem. These needs are also primary of deficiency needs. The other needs are growth needs which incorporate self-actualization needs. When basic needs are not met, they are said to motivate people. The strength of the desire of such needs depends with the time in which they are denied. For example, the more a person lacks food, the hungrier that person becomes. Basic needs must be satisfied before a person proceeds to satisfy other needs in the higher levels. When basic needs are satisfied reasonably, the person can now strive at achieving the self-actualization level, which is the highest level.
Which are the following; Self-actualization which includes morality, creativity, problem solving, Esteem which embodies confidence, self-esteem, achievement, respect; Belongingness, includes love, friendship, intimacy, family; Safety includes security of the environment, employment, resources, health, property and Psychological includes air, food, water, sex, sleep, other factors towards homeostasis. Abraham Maslow states in his Theory of Human Motivation (1943), which “Human needs arrange themselves in hierarchies of pre-potency. That is to say, the appearance of one need usually rests on the prior satisfaction of another, more pre-potent need. Man is a perpetually wanting animal. Also no need or drive can be treated as if it were isolated or discrete; every drive is related to the state of satisfaction or dissatisfaction of other
Going forward, it is recommended to take the positive aspects of all the theories of motivation and adopt what works. In terms of expanding the studies on motivation one must consider other theorists such as Carl Rogers in a humanistic approach and as previously mentioned, trait theorists such as Raymond Cattel and Hans Eysenk to establish a more scientific and accurate results in measuring motivation and testing personality differences.
Maslow needs theory has received wide recognition particularly among practicing managers. Perhaps it could provide some valuable insight in motivation. Maslow’s hierarchy of needs “hypothesized that within every human being there exists a hierarchy of five needs. Maslow separated the five needs into higher and lower orders. Physiological and safety needs were described as lower-order needs and social, esteem, and self-actualization as higher-order needs. As each of these needs becomes substantially satisfied, the next need becomes dominant. So if you want to motivate someone, you need to understand what level of the hierarchy that person is currently on and focus on satisfying the needs at or above that level.” (Robbins & Judge, 2007, p.187)
As with any theory, the motivator-hygiene theory has its share of criticisms. Among them is the lack of consideration for individual differences. Herzberg’s theory only takes into account internal organizational factors and does not consider personal attitudes and beliefs of one’s work. Moreover, the two-factor theory assumes that high job satisfaction equates to performance at work. This, however, does not hold true in many situations.(insert example) A highly satisfied, content, and happy worker is not necessarily the hardest worker in an organization.
This two-factor theory determines if an employee is satisfied or dissatisfied on his or her work. He developed the motivation-hygiene theory to explain these results. He called the satisfiers motivators and the dissatisfiers hygiene factors, using the term "hygiene" in the sense that they are considered maintenance factors that are necessary to avoid dissatisfaction but that by themselves do not provide satisfaction. Herzberg theory will be helpful to the researcher because it determines from the data that the motivators were elements that enriched a person's job; he found five factors in particular that were strong determiners of job satisfaction: achievement, recognition, the work itself, responsibility, and advancement.
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.
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
Theories of motivation consists two parts. Content and process motivation theories. Content motivation theories focuses mainly on people needs and explains why people have different needs at different times. Content theories of motivation treated as a need or desire, to act for the sake of promoting a certain goal. One most prominent theorist Abraham Maslow (1943) proposed the hierarchy of needs. It states that all the needs of the people can be divided into five categories, aligned incentive effect in descending order: (psychological, safety, social, esteem and self-actualization needs). Psychological are the basic needs to survive, e.g. food, clothes, shelter, warmth, sleep, etc. Safety are the needs like security, stability, freedom from fear, etc. Social needs are the feelings of belongingness, acceptance, being part