Maybe the place to begin is to give the definition of the Motivation; the Motivation is the willingness to use high levels of effort towards organizational goals, conditioned by the effort’s ability to satisfy some individual needs.
Motivation is an important thing that managers need to understand what motivates their employees to have good performance. By motivating the employees, the organization can get benefits from that for example, employees can increase their performance and productivity, increased job satisfaction, employees will increase to focus on organizational objectives, and maybe it can also reduced the absenteeism of the employees.
There are many methods of employee motivation have been developed. The study of work motivation has focused on managers as well as the employee. Motivation theories are important to manager attempting to be effective leaders. Here we will see a short explanation of three theories’ that has been known for many managers today;
The most famous one being the Abraham Maslow’s Hierarchy of Needs. This states and talks about the human needs that are broken down in five needs format (look at Figure 1).
Firstly the Basic Needs. This includes the following hunger, thirst, shelter, and many other bodily needs. To reflect to the above question one must examine how these apply in today’s environment of work in line with their motivational impact to both the mangers and employees. We can apply this need within the organization for instance Provide lunch breaks, rest breaks, and wages that are sufficient to purchase the essentials of life.
The Research paper on Case Study In Organizational Behavior Employee Motivation part 1
... that adequate salary is the most important factor of employees motivation. Therefore, it is managers primary duty to make sure that workers never ... served as the best incentive, when it would come to increasing employees professional effectiveness. Today, people who apply to get hired, expect ... the office, they are entitled to have as many coffee breaks as they want and even not to show up in ...
Secondly; the safety need that will employ the security one gets from the job, for all possible safety issues be it physical or emotional harm. For example provide a safe working environment, freedom from threats, and relative job security, Insurance and protective wear, and so on.Thirdly the social need which will need, affection belongingness, acceptance, friendship one get from the work environment. I.e. Managers encourage team working which leads to better relationships for both managers and employees. Another example which can be applied within the organization is the Family day; the Family Day can encourage good relationships outside the workplace.
Also the esteem need (self esteem to be exact) that will see some be at ease with the internal self-respect, autonomy, achievements which will count on ones success, also to note are the external esteem, such as status, recognition and the attention they receive for any one around them, will defiantly boost them up. I.e. Employee of the Month.
Finally here is the Self-Actualization, here we see the ones drive or effort to become the best one can attain, including self growth, reaching one’s maximum potential, and finally self fulfilment as well. I.e. provide challenging and meaningful work which enables innovation, creativity, and progress according to long-term goals.
There are many managers who applied this theory within the organization, for example, MacDonald’s Managers have used the Recognition program, by selecting the best employee for the month and giving him or her bonus.
However, all humans have needs that must be met, and different people have different needs so from this managers who want to practices this theory have to find out what needs can motivate their employees, and don’t treat them all alike. Maslow said that each needs must be satisfied before you go to the next needs so, according my researches I disagree with this and the order of the needs because there are some cultures appear to place social needs before any others.
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Equity, Expectancy, and Goal setting are the three motivational theories discussed throughout this paper. Equity theory is defined as social comparisons to others in the workforce. Here we review a field experiment of 198 employees and their relation to being reassigned in different offices that are either overpaid or underpaid. This gives us an idea of how environmental factors effect job ...
In conclusion, observing Maslow hierarchy of needs can be a useful way for an organization to help their employees, Even though Maslow hierarchy lacks scientific support, it is very well-known and is the first theory of motivation to which many people are exposed.
The second of the three theories is that of X and Y theory. This cover the two set human being by McGregor the X being the negative and Y the positive as well.
X Views it this way as an assumption that employees dislike work, are lazy and should be pushed around to perform their duties. In the managerial view there four assumptions here to deal with Employees by nature dislike work, and whenever possible would avoid it totally. Example if one is not being watched and there may not be a tough or no penalty for not performing they will defiantly not perform.
Since the above is true then, they should be pushed to the wall to do their duties. Example there is where you find mangers running the floors for any non working employee to, fire or put to work, so they should be constantly be watched.
Employees will try their level best to avoid responsibilities and prefer directional assignment to that. For example, if one ought to take responsibility to direct another to accomplish a job, they rather call in the manger to do so, than them taking it on there and then.
Since most employees level security the highest on the list of needs they will display little or no ambitions if this is not covered well by the employer. For example if am to get a job in a company that I think will not up hold my security I will defiantly have less or no ambition at all to work there in the first place.
Y’s view are as follows;
Workers can see work as natural as rest and play, but this will only apply if they are assured and trust that all their needs will be catered for.
The Essay on Company Q Social Responsibility
Company Q Social Responsibility Social responsibility is often viewed as an inconvenience that cuts into shareholder profits. An organization that with this outlook on social responsibility is missing a significant opportunity to improve public perception and drive profits. This is clearly the view of company Q. When twice presented with the opportunity to create both social and monetary capital, ...
Employees will excises self-direction and self-control if they are committed to their objectives, same above mentioned but commitment to their objectives will only come when they are mid settled about their needs.
An average person can learn to accept, even seek, responsibility. All under conducive working environment.
The ability to make innovative decision doesn’t lie only n the hands of the mangers, and so there should be an open spread of responsibility to all. This so because some times and employee make abetter decision compared to the manger and this would in turn help the company as a whole than fully relying on the manger alone.
Example of this theory, there are some Japanese companies which provided some facilities to their employees such as gym that they can do some exercises, and accommodation within the company so that employees can do their task even at night
And finally the Motivation Hygiene theory, this theory is known as Tow Factors. This was developed by Herzberg and he believed that ones attitude towards their work is key to determine their success and failure too. Here he put it into two parts the intrinsic and extrinsic where the first relates to job satisfaction (Examples, Achievement, Recognition, Work, itself, Responsibility, Advancement, and, Growth), and their later to dissatisfaction of the job (Example, Supervision, Company policy, Working conditions, Salary, Peer relationship, and Security).
This basically is to do more with eh provisions of the employers and if they are not reaching out to the workers satisfaction then the turn out will be very high compared the them reaching out.
Therefore if any employee is secure about the above mentioned, in the sense that they believe and know they will be all catered for by the employer then there will be very high motivational level in the work environment.
In conclusion, I personally believe in most if not all the above as if I was to take those employees shore I would really wanted all the above to be fulfilled, so it’s a very big consideration for all the companies to review and do more towards workers motivation than focusing much on the profit margins of the companies because the motivation will in turn bring about high returns if applied and maintained thoroughly.
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... given authority without responsibility-and also should never be given responsibility without the associated authority to get the work done. Motivation Theory Elton Mayo's Hawthorne ... -performing companies revolved around its people, their success being ascribed to: (a) productivity through people; (b) extraordinary performance from ordinary employees; (c) ...