degree of their satisfaction with their physiological or psychological needs and the extent to which they can result in other outcomes that satisfy their needs or are expected to do so, 3) there is a relationship between the extent to which the conditions at workplace can be arranged to promote the employees’ satisfaction with their own needs by effective working toward organizational goals and the employees’ tendency to work hard to achieve such goals, 4) most low-level human needs can be reasonably satisfied on a continuous basis and therefore cannot be considered as motivational contributors except under unusual circumstances, and 5) individuals who are able to satisfy their higher-order needs will experience such satisfaction when they …show more content…
The above five core job characteristics are considered as determinants of three critical psychological states. For example, skill variety, task identity and task significance together lead to a psychological state of experienced meaningfulness. On the other hand, autonomy leads to experienced responsibility and feedback results in knowledge of results. These psychological states collectively lead to high levels of work satisfaction, internal work motivation, performance and reduced absence and employee
It 's important for employees to know that their suggestions are being listened to, and should be given ways to improve themselves accordingly. This theory expresses that when a lower need is fulfilled, it 's no longer a strong motivator and consequently the interest in the following higher need gets to be overwhelming and the individual 's consideration is turned towards fulfilling this higher
In today’s world the organization are made of teams to accomplish the organizational goals for that the certain task has been given to them but to complete those task the employees must be motivated to achieve the desired results from them, in contrast the management should make some methods from which the employees can be motivated and the end result is that the organization Goals or targets achieved. This essay will revolve around the motivation & three motivational theories and how the managers of the organization implement these theories by looking at the needs and expectations of the employees. Reference will be made throughout the essay to a case study of BEST BUY sales man (Michael V. Copeland, 2004).
The two main forms of motivation in the work place are exentric and incentric theory’s based on many theorists in the field. Firstly incentric motivation, this focuses’ on what motivates the individual in the working environment, it specialises in employees unique needs and focuses on their strengths and goals they pursue to satisfy their needs. One of the first to construct this theory was Abraham H. Maslow, (A Theory of Human Motivation, 1943) telling us that this idea is not a contemporary one. He created the “pyramid of requirements” or “Hierarchy of needs”, theory’s which has since been used as bases for many companies. The pyramid has five main levels :( from lowest importance to highest level), at the bottom is Physiological needs- this includes the body’s automatic attempt to maintain normal functioning, for example thirst, nourishment, clothing, oxygen, sleep an...
To be satisfied with one’s job, they must have optimistic feelings surrounding the job they are in, along with the physiognomies associated with it (Kroeger, Thuesen, Rutledge, 2002, p. 83). Not every single part of a job is always desirable, however, if the majority of responsibilities adequately challenge and stimulate, the job will, more often than not, satisfy the employee (Robbins, Judge, 2009, p. 84).
Motivation is the psychological process that drives and directs an individual’s towards achieving particular goals (Buford, Bedeian, & Lindner, 1995): an internal drive to accomplish the unsatisfied desires (Higgins, 1994). In other words, motivation is the internal vigor to acquire desired needs and attain personal or organizational targets. According to Smith (1994), motivation is an important factor for a company’s survival in the current dynamic society since highly motivated employees are more productive. Thus, the question of how to improve motivation is a complex question that management should take into consideration. Employees’ motivation are influenced by diverse factors, like their needs, work environment and target performance, if managers want to enhance employee motivation, they should understand employees’ motivation in different aspects. There are four main theories, which are Abraham Maslow’s Hierarchy of needs, Frederick Herzberg’s two-factor theory, Victor Vroom’s expectancy theory and John Stacey Adams’ equity theory. Maslow and Herzberg’s theories concentrate on satisfying people’s needs to enhance their motivation, which are known as content theories. However Vroom and Adams’ theories recognize the complexity of motivation, which are process theory, they assume employees are motivated by their own performance. This essay will compare the similarities and differences between these four theories and articulate how management can critically use these theories to motivate employees.
An employee’s productivity and motivation derives from many different aspects. Some individuals have a higher productivity in the work place simply because they are motivated by the place itself, probably they feel comfortable in the place of work or they are treated with the upmost respect and love their jobs. Others in the other hand are more influenced by the liquid compensation, these will perform a better role and become more productive when there is more money involved. In this research paper we will learn whether employees are motivated by appraisals or by money, I will research if an employee works harder when there is a bonus or a raise at hand, or if the dedication and the hard work that they bring into the company is because they love what they do and they just need to be recognized, perhaps they just need the push and the motivation from their employers to become more
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
In addition, by conducting an effective job evaluation for both frontline and backup staff, the value added by each could be determined. Specifically, this was achieved by measuring the required level of skill and effort, responsibility and respective working conditions of each segment (McShane et al, 2013). Consequently, using the principles behind Herzberg Motivation-Hygiene Theory described by (Robbins et al. 2012 p.271) it was identified, that front line employees needed greater recognition, greater praise and appreciation, increased job security and finally further opportunities, for personal growth, within the organisation. Similarly, Maslow’s hierarchy of needs theory is adopted, as frontline employee self-esteem, need for recognition and self-actualisation, contributes to achieving their full potential (Kulchmanov et al. 2014). Therefore, the effect of the introduced changes to the workplace, combined with adopting Maslow’s and Herzberg’s need theories, created a better working environment that encouraged job satisfaction (Robbins et al. 2012 p.271) and it is possible that Dr Chen, was well aware that job enrichment comprises the modification of tasks, in order that the employees can have an increased knowledge of the factors of motivation (Sachau, 2007).
The two bottom levels of Maslow’s Hierarchy of Needs Theory are deficiency motivators. If a person’s physiological and safety needs are not met than they will suffer a deficit and this will delay their development. They will not progress on to the next stage. The next three levels of development are growth needs. This refers to an individual’s desire to grow as a person. Supervisors must understand the different Hierarchy levels to understand the motivators and who it relates to employees. On the physiological level the motivation for employees is an
In this regard, Ahmad et al (2013) states that job satisfaction could result in improved productivity, innovation anddedication to maintaining quality of service given to clients. Employees are more likely tooperate most effectively when their needs are satisfied (Bekele and Darshan, 2011). Theproductivity of employees is likely to increase, which in turn result in effective achievement ofgoals of an organization (Stone & Pattern, 2005 in Bekele &Darshan, 2011). Moreover,satisfied employees are more likely to absent less, stay at work longer, and show less job stress.Arzi&Farahbod (2014) added by saying that satisfied employees are more likely to feel senseof accountability, be committed and stay long in an organization. Job satisfaction leads to goalachievement. It also helps employees tackle obstacles that may be faced while working in anorganization(Goffee & Jones, 2007). Organizations want their employees to become satisfied in order for theemployees to become productive (Sattar, Nawaz & Khan, 2012). Furthermore, job satisfactionimposes much impact on general life of an individual employee. As being happy is the right ofhuman being, employees must be happy. Thus, “highly satisfied worker has better physical andmentalwellbeing” (Chahal, Chahal, Chowdhary, &Chahal, 2013; Rajasekar&Bhuvaneswari,2014; Garg & Kaushik, 2013; Latif, Ahmad, Qasim, Mushtaq, Ferdoos&Naeem, 2013; Singh& Jain, 2013; Naseem, Ejaz&
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
Human nature can be very simple, yet more complex too. An understanding and appreciation of this is a prerequisite to effective employee motivation in the workplace and therefore effective management and success of organization to attain its objectives.
The Job Characteristics Model (JCM) is an approach to job enrichment with interaction of core job dimensions and critical psychological states which
In conclusion, the of motivation factors have a strong influence on job satisfaction resulting in any positive feelings that accompany human, who is trying to keep this state as long as possible, which leads to further efforts.
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?