Content Perspective of Motivation
The motivation of employees is a crucial element in any organization. Employers should be able to implement all the strategies for motivation to increase the worker's performance. Motivation has a tremendous influence in the performance levels and productivity in any organization. An example of motivational ways is through rewards, promotion, job recognition and others. The key factors to motivation also can include such factors as useful communication, supervision, career progression, interpersonal relations, recognition, money and also control. These factors influence the healthy performance behaviors of employees (Healy, 2016).
The Humana organization is known for its excellent productivity. Top managers
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In this theory, human needs are classified into five groups. The classification 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 are motivated to do their job due to the desire of satisfying their set of internal needs. In return, once the employee's domestic needs are met then they are motivated to work. According to Maslow, the need operates in conjunction with their primary principle (Moffett, et al., 2014). First, we have the principle that human beings have needs which influence their behaviors. That is, once the requirements of the individual are unmet then this can affect their behavior of working. Secondly, is that people, group their needs according to how crucial they are which is why we have basic needs and luxurious needs. The basic needs like food and shelter begin from the basic as they ascend to less critical needs. The last principle is that an individual can only move to the next level of requirements once the other level is least minimally satisfied. An example is that a worker will first ensure that the place he is working is safe before directing his attention towards achieving an allocated task success. The first needs called physiological needs which include things like happiness, sexual desire, desired sensory satisfaction, water, and other needs. These primary requirements need to be met so that an individual can concentrate on his/her duties effectively. If an individual is hungry or thirsty, then he will focus on those two things and not the work he is doing (Moffett, et al., 2014). So the Humana Organization provides their workers with improved salaries and wages so that they can fulfill their physiological needs. It also ensures that the employees are working in a safe environment with better
Maslow’s hierarchy of needs is a theory that includes a five level pyramid of basic human
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.
While motivational and job satisfaction theories can help employers or leaders to gauge what motivates their employees, it is impossible for them to be used to explain all motivating factors. By analyzing these theories, it is possible to understand their basic concepts, and see how they can be an advantage in motivating their employees to the best possible outcome for the
Maslow’s hierarchy of needs what is a “theory in psychology proposed by Abraham Maslow in his 1943 paper ‘A Theory of Human Motivation’ in Psychological Review” (m). This theory explains the general demands of person: Physiological, Safety, Love/Belonging, Esteem, and Self-actualization. We only fulfill the needs of the lowest level in order to fulfill the needs of the upper level. Physiological needs are the physical demand for human survival, such as drinking and eating. Safety needs are higher a grade than the physiological needs, which are include the demands of health or family safety. And then, we need friendship and love that are needs of love and belonging. We also need esteem like status, reputation, and personal value. Finally the highest level is the needs of self-actualization, human need to develop their potential in this level. Only people who understand this would not be murdered by “especially for
According to “Maslow’s hierarchy of needs theory proposes that humans are motivated by multiple needs and those needs in a hierarchical order” (Daft, 2011, p.103, international edition) This hierarchical order starts from the bottom by the physiological needs including work conditions and base salary, next is the safety needs which includes the safe work, fringe benefits and job security. Next the belongingness needs including the desire of being accepted, making friends, being a part of a group or being loved. Next the esteem needs, which includes recognition, ...
Needs are like a pyramid: if a layer is missing, the rest can not be built over it. Specific needs must be alleviated in order for the next level to be sought. Maslow's hierarchy of needs is a motivational theory in psychology stating that people have a motivation to meet certain needs and some needs take eminence to others. To reach the following level, each level must be met. Freud, on the other hand, created a theory of personality.
Dwight D. Eisenhower once said, “Motivation is the art of getting people to do what you want them to do because they want to do it.” Studies have found that high employee motivation goes hand in hand with strong organizational performance and profits. Therefore, managers are given the responsibility of finding the right combination of motivational techniques and rewards to satisfy employees’ needs and encourage great work performance. This becomes a bit more challenging as employees’ needs change from one generation to another. Three of the biggest challenges a manager faces in motivating employees today are the economy and threats to job security, technological advances, and company cultures that primarily focus on the bottom line.
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....
Research has shown that motivation in an employee is an important factor which determines his performance. Motivation is the “driving force within individuals” (Mullins, 2007, p. 285). It is the concerned with finding out the reasons which shape and direct the behaviour of the individuals. The people act to achieve something so that they can satisfy some needs (Gitman and Daniel, 2008). It is important for the manager to understand this motivation of individual employees in order to inspire them and devise an appropriate set of incentives and rewards which would satisfy the needs that they have individually (Kerr, 2003). Once these needs are expected to be met in return for some specific behaviour or action, they would work more diligently to have that behaviour in them and to achieve that objective (Meyer and Hersovitch, 2001). Since it would lead to early and fuller achievement of the company objectives as the individual would work more diligently, it would lead to better organizational performance (Wiley, 1997).
Abraham Maslow did studies of the basic needs of human beings. He put these needs into a hierarchical order. This means that until the need before it has been satisfied, the following need can not be met (Encyclopedia, 2000). For example, if someone is hungry they are not thinking too much about socializing. In the order from lowest to highest the needs are psychological, safety, social, esteem, and self-actualization. The first three are classified as lower order needs and the last two are higher order (Hierarchy, 2000). Without meeting these needs workers are not going to be as productive as they could otherwise. The first three are considered to be essential to all humans at all times. The last two have been argued but are mostly considered to be very important 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
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 the process of getting someone to act on a particular situation. According to (Adelhardt, S, K. 2015, December 2) lack of motivation in the workplace is the most problematic subject for all managers, because it leads to decreasing productivity, performance and yet it increases the chances of employee resignation. Many employers suppose that managers these days are struggling to motivate their employees due to lack of significantly vital experience as well as knowledge in the employee engagement developing process. One of the successful strategies that managers can use to increase employee inspiration is by offering an attractive remuneration and benefits to their employees. Remuneration and benefits such as an extrinsic bonus
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).