Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
Summary of motivation theories
The importance, the purpose and functions of Maslow’s hierarchy of needs
Summary of motivation theories
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: Summary of motivation theories
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...
... middle of paper ...
...p managers understand employees’ behavior as it relates to motivation.
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.
McConnell, C, R. (2006). Umiker management skills for the new health care supervisor (4th ed.). Sudbury, MA: Jones and Bartlett Publishers
There are people out there in the workforce that believe they are obligated to do their best at their job simply because that is what is expected from all of us as humans. On the other hand, there are those out there that want to only do as much as they can get away with doing. No matter which one of these employees you are or are working with companies and employer's need to understand the concept of motivation.
Every person has a motivating factor that makes them go to work. Some people go to work for the paycheck or the benefits, others go to work for the social aspect or experience, these are incentives. Incentives are the most common motivating factor for people to complete tasks. This is also called, work motivation. Work motivation is defined as “A force that drives people to behave in a way that energizes, directs, and sustains their work behavior” (Steers, R. M., Mowday, R. T., & Shapiro, D. L., 2004). In contrast to the benefits of incentives, incentives are commonly counterproductive because they undermine the intrinsic motivation of an individual, this is the overjustification effect.
McConnell, C, R. (2006). Umiker management skills for the new health care supervisor (4th ed.). Sudbury, MA: Jones and Bartlett Publishers
Motivation is not something that comes easily. More times than not motivation comes in spurts. When those times happen, it is imperative to make sure that one takes full advantage of the rare time. According to the online site, Business Dictionary, motivation is defined as both internal and external factors that stimulate desire and energy in people to be continually interested and committed to a job, role or subject or to make an effort to attain a goal.
Organizations everywhere use different methods to push members of their organization to complete various tasks on a daily basis. Whether these approaches are successful or not successful, displays how effective the organization’s motivating factors really are. Motivation is an essential element that must be incorporated into every organization to ensure that goals are accomplished and so that members of the organization always stick to their mission. James Porter and Lyman Porter define motivation as “the degree and type of effort that an individual exhibits in a behavioral situation…and has to do with the direction and quality of that effort” (Perry, 2005). People often wonder what factors cause an individual to perform their job in a certain
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....
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
Ability in in turn depends on education, experience and training and its improvement is a slow and long process. On the other hand motivation can be improved quickly. There are many options and an uninitiated manager may even know where to start. As a guideline seven strategies for motivation.
Pardee, R. L. (1990). Motivation Theories of Maslow, Herzberg, McGregor & McClelland. A Literature Review of Selected Theories Dealing with Job Satisfaction and Motivation.
Motivation is the reason one behaves or act in a certain way. This behavior can be found animals to humans. It is the basis in which we choose to take action and what course of action we that is. Our actions are goal orientated, but motivation is gives us the persistence of effort towards that goal The underlying driving forces that creates such motivation can be but not limited to biological, social, emotional or cognitive. In most instances, three key elements are linked to motivation. We need a direction to which our efforts are aimed and the intensity and persistence to overcome obstacles to achieve our goal. Psychologist and researchers have expanded the topic to develop different theoretical explanations behind motivation. Most theories fall in five categories which are Instinct, Incentive, Drive, Arousal and the Humanistic Theory. In the text, Essentials of Organizational Behavior, Authors Robbins and Judge focus on four of the early theories. They are the Hierarchy on Needs Theory, Theory X and Theory Y, Two-Factor Theory and McClelland’s Theory of Needs. The Hierarchy on Needs Theory written in 1943 by Abraham Maslow is one of the most popular and enduring influences to modern psychology. Maslow belief is that humans have requirements that are “instinctoid”. The word instinctoid describes an innate instinct seen in many other animals. The way we react to this instinct is what lead Maslow to develop the Hierarchy on Needs Theory.
Abraham Maslow wrote the Maslow’s hierarchy of needs theory. This theory was based on fulfilling five basic needs: physiological, safety, social, esteem and self-actualization. Maslow believed that these needs could create internal pressures that could influence the behavior of a person. (Robbins, p.204)
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).
During his life and in modern days, Maslow’s Hierarchy has been used to enhance leadership in business settings. Many motivational enterprises have taken the Hierarchy of Needs and adapted them to teach leaders how to help their employees achieve a high level of motivation. A company named Ovation Incentives trains that “an employee needs their basic needs such as their salary and work conditions to be fulfilled first before reaching high level needs such as feeling part of something bigger within an organization” (Stead,
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?