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Research proposal on effects of employee motivation
Theories on the impact of motivation on employee performance
Theories on the impact of motivation on employee performance
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What is motivation? Motivation is the “total propensity or level of desire of an individual to behave in a certain manner at a certain time.”(P. 71 Dixon, 1997) Also, it can be defined as the “willingness of an individual to respond to the organisation’s requirements in short run.”(P.71 Dixon, 1997) Motivation is important to productivity. Getting good results in motivating staff can also results in high productivity. Why motivating staff is the most difficult task for any kinds of managers? It is because “individual behaviour is a complex phenomenon”(Davidson et al 2005,p.304)Clearly, A manager must “make motivating workers as an integral part of job “(Harvard Business School Press, 2005, P.3) if they want to build a successful company. By increasing the motivation level of a worker, we must know our workers’ needs and perception. Needs can be defined as unrealized desire and perceptions can be defined as the present and expected impression of workers’ place in the company.(Dixon,1997,p.72) In order to motivate my workers, I must know their needs and perceptions. I would choose Maslow’s hierarchy of needs theory and Theory X&Y to understand their needs, then to motivate them to perform at his or her highest level.
According to Maslow, a person’s needs are the main motivator that drives a human. He categorized the needs of a person into 5 levels. They are physiological needs, safety needs, social needs, esteem needs and self- actualisation needs respectively.( in ascending order) As the needs on lower levels fulfilled, the upper level needs act as motivator and the person would like to satisfy the upper level needs.(Hassan Ali,2005)
Physiological needs: It is the lowest level among 5 levels. These are needs which must be satisfied in order to survive such as food, air, water etc. This only represents the basic needs of people for survival. But for any organisations including my company, the physiological needs of the staff is adequate salary and work conditions. So, in order to satisfy my employees’ needs, I will pay them salaries. Besides, I will create good working conditions for them such as providing adequate lighting, up to date computers and equipments, comfortable chairs, enough ventilation and providing a leisure room for them to relax during lunch time.( Hassan Ali,2005 & Davidson et al 2005 p.306) They will feel comfortable about the environment of workplace and can concentrate on their work.
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.
Maslow believed that there was a hierarchy of five innate needs that influence people’s behaviors (Schultz & Schultz, 2013, p.246-247). In a pyramid fashion, at the base are physiological needs, followed by safety needs, then belonginess and love needs, succeeded by esteem needs, and finally the need for self-actualization. Maslow claimed that lower order needs must be at least partially satisfied before higher level needs are addressed. Furthermore, behavior is dominated by solely one need
Maslow’s Hierarchy of Needs is a theory in psychology that was first presented by Abraham Maslow in a paper entitled “A Theory of Human Motivation” in 1943. The theory includes five hierarchy levels of needs and is usually displayed as a pyramid. The bottom level is “Physiological”, the next level is “Safety”, the level above that is “Social”, the next level is “Esteem” and the highest level is “Self-actualization”. As told by McLeod (2007) an individual must fulfill lower level needs before advancing upwards towards the next level of needs. The bottom level, “Physiological” needs are basic physical requirements such as; food, water sleep and warmth, the next level up is “Security” and it refers to
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.
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).
Maslow (1943) stated that people are motivated to achieve certain needs. When one need is fulfilled, a person seeks to fulfil the next one, and so on. The earliest and most widespread version of Maslow's (1943, 1954) hierarchy of needs includes five motivational needs, often depicted as hierarchical levels within a pyramid.
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.
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....
Similarly, Maslow's theory also reflects that humans have an internal force to reach their highest potential (Maslow, 1968). Maslow examined the hierarchy of basic human needs and developed a pyramid of requirements which motivates human beings and shapes their personality. At the bottom of his pyramid are found the basic physiological motivations which are necessary for survival such as food and shelter. The next level incorporates the need for safety, both physical and psychological. This is followed by love and belongingness which relate to receiving and giving affection. Presuming the love need is met, the next level up is the need for esteem which includes the feeling of self-esteem and self-respect. At the top of the pyramid stands the complex need for self-actualization which is a meta-need as per Maslow (1964) and we can reach it through peak experiences. It is the highest level of growth when someone reached her or his capacity to the fullest. Maslow estimated that only 1 percent of people ever really fulfil this need (Maslow,
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 1943, psychologist Abraham Maslow developed a theory of basic human needs: Maslow's Hierarchy of Needs. His theory suggests that embedded in the very nature of each human being are certain needs that must be attained in order for a person to be whole physically, psychologically, and emotionally. First, there are phys...
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.
The Hierarchy of needs theory, by Maslow, shows the basic and the advanced needs that the person should fulfill to reach his or her highest potential. That is why the theory is best depicted as a pyramid including seven stages. The first stage is physiological needs: water, body temperature, sleep, and sex. When one satisfies those needs, he or she can go to the next stage. Safety needs is the second stage. Here, the person is concerned about his safety and stability, so he tries to find a good job to support himself financially, and also find a good home in a safe place. The third stage is belongingness and love. To love and be loved and accepted becomes very important in this stage, so the person starts to worry about his relationships. Being accepted and loved will lead successfully to the fourth stage, which is esteem needs. In this level, the person is more concerned about achieving and gaining approval. Ones those needs are fulfilled, the cognitive needs come to be a priority. This fifth level is attained by seeking knowledge and explor...
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