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Motivation theories and their implications for management
Relation between motivation and rewards
Conclution of employee theory of motivation
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. Introduction
The majority of people on earth work either with or without salary (housewives, volunteers). Why some of them work more and others less? Why some of them are happy in their jobs and others are not? The questions were puzzled managers and psychologists who, through the understanding of employee incentives want to steer their behavior to reach the objectives of the organization. The following essay will consider two basic motivation theories that attempt to answer the above questions.
2. Motivation
The desire for a purpose creates behavior. Motivation is to provide appropriate incentives to meet the needs of employees to behave according to the way the company wants. Motivation is linked to human needs but not obvious. "Man lives only for bread, when there is no bread" (Zavlanos 2002). According to Hackman and Lawler (Zavlanos 2002) motivation is an internal state that activates people fulfills some purpose. The purpose of motivational theories is to predict behavior.
3. Maslow's Hierarchy of Needs
Abraham Maslow aimed to identify what motivates human behavior. Maslow's theory is based on three fundamental assumptions. (Zavlanos 2002).
• People are beings who have needs that can affect their behavior. Only needs not being met can affect a person's behavior and needs are met not act as an incentive.
• The human needs are classified in a hierarchical order from the most basic (food, shelter) as the most complex (self-actualization, success)
• The person proceeds to the next level of needs, from the most basic to the most complex , if only meet the need of lower level.
Investigating the needs of man and the motivational power, classified them into five levels : physiological, ...
... middle of paper ...
... whose needs are mainly economic. At the same time the high unemployment rate in our country, especially among young people, make the safety and permanence of high motivational factors. So money motivates people only at lower levels of needs. The more climbs in the administrative hierarchy of a person, the more important it is for it to meet the psychological needs. Money has high influence on the motivation of individuals to rise to the upper levels.
Works Cited
http://www.cliffsnotes.com/more-subjects/principles-of-management/motivating-and-rewarding-employees/motivation-theories-individual-needs
http://psychology.about.com/od/psychologytopics/tp/theories-of-motivation.htm
http://en.wikipedia.org/wiki/Motivation
http://www.businessballs.com/motivation.htm
https://www.goldsmithibs.com/resources/free/Motivation/notes/Summary%20-%20Motivation.pdf
According with Maslow, all human being do have the same innate needs that active and drive their behaviors. These needs were organized from stronger to weaker in a pyramid known as hierarchy of needs, where the stronger need should be meet before people can have the need to accomplish the weaker one. Moreover, people can go back to the first need at any point of their life. The first two need are known as deficit needs or biological needs because without them people create a deficit in their body. The last three one are known as growth or psychological needs and are not essential for human survival.
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.
The author trusts that all humans have some level of motivation as long as they exist. In turn, there are several well-known classic approaches that consider motivation such as instinct, drive reduction, arousal, incentive, and humanistic approaches. It is beyond the scope of this paper to describe all in detail, but a brief synopsis of each follows: (1) Instinct approach theorists suggest that humans have many diverse instincts that are biologically determined and cause innate patterns of behaviors such as reproducing, territorial protection, curiosity, acquisition, and fight, flight or freeze to name a few (McDougall, 1908). (2) Drive-reduction theory proposes that individuals have needs that are essential for survival and this need cause a tension to act called a drive. These drives entail primary drives for physical needs such as water and food, and acquired drives realized through conditioning or experience such as the need for income or social acceptance; whereas, one must meet the need to reduce the drive to return to a state of homeostasis (Hull, 1943). (3) Theorists who support an Arousal approach believe that humans are motivated by stimulation and people develop an optimal level of stimulus tension; whereas, task performances may suffer if the level is too high such as severe test anxiety or even too low such as boredom
The hierarchy of needs is frequently represented in the shape of a pyramid and is broken up into 5 separate stages with the main, most important levels of necessities at the bottom and the need for self-actualization
The author trusts that all humans have some level of motivation as long as they exist. In turn, there are several well-known classic approaches that consider motivation such as instinct, drive reduction, arousal, incentive, and humanistic approaches. It is beyond the scope of this paper to describe all in detail, but a brief synopsis of each follows: (1) Instinct approach theorists suggest that humans have many diverse instincts that are biologically determined and cause innate patterns of behaviors such as reproducing, territorial protection, curiosity, acquisition, and fight, flight or freeze to name a few (McDougall, 1908). (2) Drive-reduction theory proposes that individuals have needs that are essential for survival and this need cause a tension to act called a drive. These drives entail the primary drives for physical needs (water and food) and the acquired drives learned through experience or conditioning (need for money or social approval); whereas, one must meet the need to return to a state of homeostasis (Hull, 1943). (3) Theorists who support an Arousal approach believe that humans are motivated by stimulation and people develop an optimal level of stimulus tension; whereas, task performances may suffer if the level is too high such as severe test anxiety or even too low such as boredom (Teigen, 1994). (4) Incentive
At the base of the hierarchy are the physiological needs of human beings. This level consists of a human's need for food, water, oxygen, sleep, and sex. Homeless people are at this level of the hierarchy because their concern is in obtaining those things necessary for survival. Once an individual has met these needs, they begin to seek steady work, financial security, stability at home, and a predictable environment. This level consists of overachievers and workaholics. People such as this are so concerned with their income that they do not feel that the amount of time they work is sufficient enough. If an individual meets all of these needs, then that person has obtained their general need for safety. Once human beings have obtained safety, they strive to fulfill their social needs. At this level humans concern themselves with affiliation, belongingness and love, affection, close relationships, family ties, and group membership. This is a particularly crucial level because if these needs are not met, then humans feel an overwhelming sense of loneliness and alienation. All the needs for love having been met, an individual seeks social status, respect, recognition, achievement, and power. All of these needs combine to fulfill an individual's need for esteem, and failing to satisfy this need, an individual endures a sense of inferiority and a lack of importance. All human beings are placed at one of these four levels, striving to satisfy the needs at that level. If there comes a time in which an individual has obtained all of the needs on the hierarchy, that person becomes ready, willing, and able to strive for self-actualization. According to Maslow, self-actualization is a distinctly human need to fulfill one's potential. As Maslow himself states, "A musician must make music, and artist must paint, a poet must write, if he is ultimately to be at peace with himself.
Depending on how motivated we are, it may further determine the effort we put into our work and therefore increase the standard of the productivity. There have been a wide variety of theories about motivation developed over the years. Several are drive-reduction theory, arousal theory, psychosocial (both incentive and cognitive) theory, and Maslow’s Hierarchy of Needs.
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....
In this essay I aim to identify the needs of humans and how they have been met from the early days of humanity, right through to the present day. I will be placing a lot of emphasis on Maslow’s hierarchy of needs as this is the most widely accepted model and it makes sense that humans will have progressed up this hierarchy over time, this is something I will be exploring in the essay.
Money is an important factor in the motivation of employees, as profit acts as a
Learning the real importance of understanding the different types of motivation is in our ability to determine which type of motivation is most inspiring and effective to purse the desired behaviour in ourselves or others.
Maslow, A. H. (1943). A theory of human motivation. Psychological Review, July 1943. 370-396. Print. 8 Feb. 2014.
It is undeniable fact that people are bowing to the demands of money as almost everything is rationed, administered or valued in terms of money (Ventura, 1995). With the high value attached to money, it connotes an idea that money is a motivation for people. For this paper, it will be discussed thoroughly in three areas: Psychology, Management and Education whereas arguments are supported by good examples found in literature which demonstrate the use of money as motivation.
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.
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