Bauer and Erdrogen (2009) define motivation as “the desire to achieve a goal or a certain performance level, leading to goal–directed behavior” (p.97). McConnell (2006) argues that true motivation is self motivation. Today, health care organizations place a lot of emphasis on production and performance. However, motivating employees is a common challenge faced by health care managers and Bauer and Erdrogen (2009) state it is also one of the factors that greatly affect performance. McConnell (2006) states that managers cannot motivate employee; however, they can provide an environment that encourages employees to motivate themselves. Most employees are motivated; however, health care managers are constantly trying various efforts in their workplaces to encourage increased performance among employees who are not performing. Therefore, it is important that managers are aware of “what motivates people?” and “why do some employees try to reach their targets and pursue excellence while others merely show up at work and count the hours?” (Bauer & Erdogen,2009,p.98). There have been numerous researches on motivation and as a result many theories have evolved.
Several theories on motivation exist. These theories are categorized as either content (needs-based) theories or process theories. Udechukwu (2009) states that process theories of motivation focus on the needs or values that favor job satisfaction. Adam’s equity theory, Vroom's expectancy theory, Skinner's reinforcement theory, and Locke's goal setting theory fall under process theories of motivation category. On the other hand, content theories of motivation focus on “the particular needs that must be attained for an individual to be satisfied with his or her job” (Udechukwu, 200...
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Works Cited
Bauer. T & Erdrogen .B (2009). Organizational behavior. Nyjack, N.J: Flat World Knowledge Inc.
McConnell, C, R. (2006). Umiker management skills for the new health care supervisor (4th ed.). Sudbury, MA: Jones and Bartlett publishers
Mind tools (n.d). Herzberg's motivators and hygiene factors: learn how to motivate your team. Retrieved from http://www.mindtools.com/pages/article/newTMM_74.htm#
Sadri, G., & Bowen, R. (2011). Meeting employee requirements: Maslow's hierarchy of needs is still a reliable guide to motivating staff. Industrial Engineer: IE, 43(10), 44-48. Retrieved from EBSCOhost.
Udechukwu, I. I. (2009). Correctional officer turnover: of Maslow's needs hierarchy and Herzberg's motivation theory. Public Personnel Management, 38(2), 69-82. Retrieved from EBSCOhost.
Motivation is defined as individual internal process that energizes, directs and sustains behavior. Motivation depends on how much the person wants something and how likely they think they will get it. Managers struggle to improve motivation in the workplace, but with the right tools they can become successful. Maslow’s hierarchy of needs is a pyramid of personal satisfaction that need to be met so a person can reach their full potential and be happy. Each level of the pyramid is stratified from the bottom up. A person cannot move up the pyramid until the bottom needs are met. Maslow’s hierarchy is usually a personal tool used to assess how an individual is doing, but businesses adapted this tool to use in the workplace and improve morale.
In the 1940s Abraham Maslow created his famous theory of needs and set the groundwork for David McClelland who in 1961 launched his book, “The Achieving Society” (Mind Tools, n.d.). McClelland’s Acquired Needs Theory explores the thought that “needs are acquired throughout life…needs are not innate, but are learned or developed as a result of one’s life experiences” (Buchbinder & Shanks, 2007, p.27). In this theory are three types of needs: need for achievement-desire for success, mastering tasks, and attaining goals; need for affiliation-desire for relationships and associations with others; and need for power-desire for responsibility, control, and authority (Buchbinder & Shanks, 2007). Therefore, management, hospitals, and organizations must determine what the needs of their employees are in order to properly motivate
The first is Herzberg’s two-factor theory. Developed by psychologist Frederick Herzberg in the 1950s, it is a model that divides motivational forces into satisfiers (motivators) and dis-satisfiers (hygiene factors) (Bovee & Thill, 2015). According to Dr. Herzberg, while motivator factors increased employee satisfaction and motivation, the absence of these factors do not necessarily cause dissatisfaction. Moreover, this theory claims that despite the fact motivator and hygiene factors both influence motivation, they can and do work entirely independently of one other. The second theory is called Maslow’s Hierarchy of Needs. Developed by psychologist Abraham Maslow in 1943, this theory suggests that an individuals’ most basic needs must be met before they become motivated to achieve higher level needs (Panay, 2016). The five tiered hierarchy consists of physiological, safety, social, esteem, and self-actualization needs. According to Mazlow, you must be in good health, safe and secure with meaningful relationships and confidence before you are to actualize your full potential and thus be
Maslow’s hierarchy theory was developed in the year 1943-1954.In this theory, human needs are classified into five groups. In the classification, it starts from the bottom going upwards in a hierarchical order. We have physiological needs, safety needs, love/belonging, self-esteem and also self-actualization. The theory is based on the fact that in the workplace, employees and all the people working there are motivated to do their job due to the desire of satisfying their set of internal need, that is once the employee's domestic needs are met then they are motivated to work. This need operates in conjunction with their primary principle. First, we have the principle that human beings have got needs which
Motivation is the psychological process that drives and directs an individual’s towards achieving particular goals (Buford, Bedeian, & Lindner, 1995): an internal drive to accomplish the unsatisfied desires (Higgins, 1994). In other words, motivation is the internal vigor to acquire desired needs and attain personal or organizational targets. According to Smith (1994), motivation is an important factor for a company’s survival in the current dynamic society since highly motivated employees are more productive. Thus, the question of how to improve motivation is a complex question that management should take into consideration. Employees’ motivation are influenced by diverse factors, like their needs, work environment and target performance, if managers want to enhance employee motivation, they should understand employees’ motivation in different aspects. There are four main theories, which are Abraham Maslow’s Hierarchy of needs, Frederick Herzberg’s two-factor theory, Victor Vroom’s expectancy theory and John Stacey Adams’ equity theory. Maslow and Herzberg’s theories concentrate on satisfying people’s needs to enhance their motivation, which are known as content theories. However Vroom and Adams’ theories recognize the complexity of motivation, which are process theory, they assume employees are motivated by their own performance. This essay will compare the similarities and differences between these four theories and articulate how management can critically use these theories to motivate employees.
Motivation within any organization enhances the ability for employees to work together efficiently. This form of performance is essential to efficient management. Thus, health care managers are motivated to maximize
Motivation plays an important role in management skills, particularly in organizations that rely considerably on the abilities of human-kind over robots and machines. Law enforcement is one of those organizations that is still requires people 's work effort. Police managers must learn and create better means of inspiring those that they command. Abraham Maslow 's Theory of Hierarchy of Needs illustrates basic, but effective methods of motivating employees. His theory was based on the needs of talented and creative individuals. Maslow believed that human needs were fixed per a hierarchy that could be broken into two primary groups: lower order-basic needs, and higher order-metaneeds. When a police officer begins their career, their
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)
Motivation is the force that transforms and uplifts people to be productive and perform in their jobs. Maximizing employee’s motivation is a necessary and vital to successfully accomplish the organization’s targets and objectives. However, this is a considerable challenge to any organizations managers, due to the complexity of motivation and the fact that, there is no ready made solution or an answer to what motivates people to work well (Mullins,2002).
The warehouse is an organization having many staff member and we find Maslow’s Hierarchy needs theory as an appropriate theory to motivate the staff.
When it is discovered that a worker can fulfill the requirements of their job, but are experiencing shortcomings in doing so, many times it is believed that worker motivation may be the root of the problem (Laird 95). What, though, is work motivation? According to Laird (2006), “motivation is a fundamental component of performance “ and “is the reason that someone chooses to do some things and chooses not to do others”. In other words, work motivation is what energizes workers to the level of output required to fulfill a task, directs their energy towards the objectives that they need to accomplish, and sustains that level of effort over a period of time (Steers et al., 2004). In essence, worker motivation is what gets the job done. Employee motivation has always been a central problem in the workplace, and, as an individual in a supervisory position, it becomes ones 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...
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...
The job of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees. But that’s easier said than done! Motivation practice and theory are difficult subject, touching on several disciplines.
In daily life, we need motivation to improve our performance in our job or in studies. Motivation is an internal force, dependent on the needs that drive a person to achieve. In the other words, motivation is a consequence of expectations of the future while satisfaction is a consequence of past events (Carr, 2005). We need to give reward to our self when we did correctly or we has achieve our target. Reward is something that we are given because we have behaved well, worked hard, or provided a service to the community. Theories of motivation can be used to explain the behavior and attitude of employees (Rowley, 1996; Weaver, 1998). The theories include content theories, based on assumptions that people have individual needs, which motivate their action. Meanwhile according to Robbins (2001), motivation is a needs-satisfying process, which means that when a person's needs are satisfied by certain factors, the person will exert superior effort toward attaining organizational goals. Schulze and Steyn (2003) affirmed that in order to understand people’s behavior at work, managers or supervisors must be aware of the concept of needs or motives which will help “move” their employees to act.Theories such as Maslow (1954), McClelland (1961), Herzberg (1966) and Alderfer (1969) are renowned for their works in this field. The intrinsic reward or also be known as motivators factors is the part of Herzberg motivation theory. Motivators are involve factors built into the job or the studies itself such as achievement, recognition, responsibility and advancement. Hygiene factors are extrinsic to the job such as interpersonal relationship, salary, supervision and company policy (Herzberg, 1966. There have two factors that are called hygiene fac...