Introduction “Motivation often is described in terms of direction (the choice of one activity over another), intensity (how hard an employee tries) and persistence (how long an employee continues with a behavior, even in the face of obstacles or adverse circumstances). Motivated employees work harder, produce higher quality and greater quantities of work, are more likely to engage in organizational citizenship behaviors, and are less likely to leave the organization in search of more fulfilling opportunities” (Sadri and Bowen, 2011 p.44). “Motivation is the desire within a person causing that person to act” (Mathis and Jackson, 2011, p.157). Motivation comes from within each one of us in the form of: thoughts, beliefs, ambitions, and goals; motivation has fascinated researchers since the early 1900’s. There are many theorists and theories that have been documented and studied over the course of time in an effort to define, explain, understand, quantify, and impact workplace motivation. For the purposes of this paper, content and process motivation theories will be compared and contrasted, I will choose the most meaningful theory as it relates to designing rewards, describe intrinsic and extrinsic motivators, personally describe what motivates me and finally, reward practices found to be demotivating. Compare and Contrast – Content and Process Theories Motivation theories can be described in two categories, content theories or process theories. Content theories focus on “what” motivates people and it is concerned with individual needs and goals. In contrast, process theories are concentrating on “how” motivation occurs (Zan, 2011). Content theories include Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor Theory, Mu... ... middle of paper ... ... Sadri, G., & Bowen, R.C. (2011). Meeting Employee Requirements: Maslow's hierarchy of needs is still a reliable guide to motivating staff. Industrial Engineer: IE, 43(10), 44-48. Mathis, R. L., & Jackson, J. (2011). Human Resource Management (13th ed.). Mason, Ohio: Cengage. Zan, O. (2011, October). An Introduction To Motivation Theory [Blog post]. Retrieved from http://ozgurzan.com/management/management-theories/theories-about-motivation/ Reitan, A. (2013, January 8). Maslow’s Theory of Self-Actualization, More or Less Actualized [Blog post]. Retrieved from http://brainblogger.com/2013/01/08/maslows-theory-of-self-actualization-more-or-less-actualized/ Ke, W., Tan, C., Sia, C., & Wei, K. (2012). Inducing Intrinsic Motivation to Explore the Enterprise System: The Supremacy of Organizational Levers. Journal Of Management Information Systems, 29(3), 257-290.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill Education.
Mathis, R., & Jackson, J. (2007). Human resource management . (13th ed.). Mason, OH: South-Western Cengage Learning. DOI: www.cengagebrain.com
Mathis, R. L., & Jackson, J. H. (2010). Human resource management (13th ed.). Mason, OH: Thomas/South-western
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
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.
Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. Human Resource Management: Gaining a Competitive Advantage. 7th ed. Boston: McGraw-Hill Irwin, 2010. Print.
Many views of motivation are divided into two categories, extrinsic or intrinsic, and may be even further broken down into a two views—behavioral or cog...
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....
Byars, L. L. (1997). Human Resource Management. Chicago, IL: The McGraw-Hill Companies, Inc. Mills, D. Q. (1994).
(Schwalbe, 2014, p.365-366). Once a need is satisfied it is no longer a motivator. There are 5 needs in Maslow’s hierarchy. From the bottom-up the needs are, physiological, safety, social, esteem, and self-actualization. The first four needs are considered deficiency needs and the last is considered a growth need. Once the first four needs are met a person will focus on growth (Schwalbe, 2014, p.365-366). It is important for a project manager to understand a person’s needs and what they can do to help that person meet their
Fisher, C., Schoefeldt, L., & Shaw, J. (1996). Human resource management. (3rd Edition). Princeton, NJ: Houghton Mifflin Company.
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...
Once one need is filled people will move to the next need. Maslow maintains that it is the unsatisfied needs that drive human motivation. The workplace is made up of a vast array of individual’s, motivation may be dependent on the unsatisfied needs of an employee. Ultimately the drive of an employee to fulfill his or her needs will impact the level of motivation the employee displays. The higher the level of motivation the higher the level of job satisfaction and the higher the level of productivity. Alternately the process may be reversed somewhat, the higher an individual’s job satisfaction the more motivated he or she is and the higher the level of productivity from that
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).
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