According to dictionary.com a moonlighter is a person who holds a second job, especially at night, “from the notion of working by the light of the moon.” That is exactly what the study case Moonlighter written by Brown Fryer is about. It is about Jeremy Hick, a programmer who takes on another programming night job while using his primary company’s resources for it. The main issue in the study is that Melanie, the Jeremy’s boss at Zagante, catches Jeremy moonlighting, and she isn’t sure what to do about it. That is the problem because Zagante doesn’t have a clear policy about moonlighting, so Melanie is letting her feelings and opinions about Jeremy distract her, making her unsure how to react. Melanie feels bad for Jeremy because he has …show more content…
The first one is Maslow’s Hierarchy of Needs, and the second one is Herzberg’s Two Factor Theory. Maslow grouped humans’ needs into five categories and divided them into deficiency needs (first 4 levels) and growth needs (the fifth level). According to this theory, people strive to satisfy needs in order, which means if first level needs aren’t met, we would have hard time moving to second level needs. In Jeremy’s case, salary fits into first category of needs because money provides food and shelter. Because of the new addition in the family, Jeremy’s first need isn’t fully satisfied, and he is looking for some extra money. But that isn’t the biggest problem. The biggest problem is that esteem needs and self-actualization needs, which are forth and fifth level needs, are not satisfied at his current job. Another need based theory is Two Factory Theory, and the theory states that hygiene factors cause dissatisfaction. In Jeremy’s case that would be working conditions and long hours with no adequate pay. On the other hand, motivators are factors that satisfy people. The gaming company Jeremy moonlights for is motivating him because he is satisfying his needs for achievement, recognition, interesting work and advanced …show more content…
First, Zagante has to develop a moonlighting policy that deals with legal and ethical issues, and it should be included in an employee manual so that everyone is on the same page. The moonlighting policy should be flexible in such that managers need to approve moonlighting based on individual cases. That gives the company a control over their employees because they can decide what employees and what projects can be worked on. Zagante should forbid a work for any rivalries, as well as the use of Zagante’s resources and equipment. Zagante should also give a trail period for those approved for second job, just so they can make sure the second job isn’t affecting their job at Zappos and causing any
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
It assumes that the worker is motivated by the money, in contradiction to Maslows hierarchy of needs which states that, there are eight innate needs , Transcendence, Self actualisation, Aesthetics, Know and, understand, Esteem, Affiliation, Safety, Biological.
His theory, the Motivator-Hygiene Theory (or Two-Factor Theory), tries to answer what keeps employees satisfied at work. From his observations, he pointed out that job satisfaction has two dimensions: hygiene factors and motivators. He posited that hygiene factors do not provide satisfaction, but rather, in their absence, causes dissatisfaction. On the other hand, the presence of motivators provides satisfaction, but their absence does no cause dissatisfaction.
Motivation play an important role in today’s work environment as motivated employees are more productive employees. However, the ways how we motivate the employees have to be improved from time to time as employees are being more demanding and that they are more concern about their needs than before. Motivational strategies have probably affected the most by employee concerns and values (Greiner 1986, p. 82). ‘A motivational strategy is any effort to induce employees to initiate and sustain activities that can directly or indirectly improve service productivity’ (Greiner 1986, p. 82). Motivation can have an effect on the output of your business and concerns both quantity and quality. For example, if you are in a manufacturing company, your business actually relies heavily on your production staff to make sure that quality product are being produce and being delivered to your client at the right time. However, if your production employees are lack of motivation they will be not motivated to produce the amount of product demanded, thus will be very costly. In the essay below, we will be discussing on the strength and weaknesses of McClelland’s acquired needs theory and the expectancy theory.
Motivating employees successfully has always been an essential and arduous task for management bodies. As motivation is found to be unique in the case of each individual, managers must provide an extended range of techniques to keep their workers motivated. Consequently, it is essential that there is an understanding of the psychological processes involved in motivation. Needs theories attempt to identify internal factors that drive a person 's performance, originating from an underlying foundation that an individual’s motivation stems from a yearning to satisfy or accomplish a need. By extension, these theories also explain that individuals are driven by unsatisfied needs, and before greater needs can be accomplished, first lower needs must be met.
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.
Unlike many of his colleagues at the time who were focusing on psychopathology, or what is wrong with individuals, he focused on how individuals are motivated to fulfill their potential and what needs govern their respective behaviors (McLeod)). Maslow developed the hierarchy over time, adjusting from a rigid structure where needs must be met before being able to achieve a higher level, to where the individuals can experience and behave in ways across the hierarchy multiple times daily depending on their needs. The hierarchy is comprised of 5 levels; Physiological, Safety and Security, Love and Belonging, Esteem, and Self-Actualization. The bottom two levels are considered basic needs, or deficiency needs because once the needs are met they cease to be a driving factor, unlike psychological needs. Loving and Belonging and Esteem needs are considered psychological needs, and are different from basic needs because they don’t stem from a lack of something, but rather the desire to grow. Maslow theorizes that individual’s decisions and behavior are determined based on their current level of needs, and the ideal level to achieve full potential culminates in self-actualization; however, operating on this level cannot be achieved until the preceding levels of needs have been
Aaron, Simon, and Wesley possess strong intrinsic motivation. Managers desire to strengthen within their employees. Monetary rewards are not necessarily the right solution as money is an extrinsic motivator, meaning it is a tangible reward that is not achieved solely individually but rather received from another source (Evans 1970). As Hertzberg’s motivation theory explained. "Hertzberg’s motivation theory concentrates more on the factors which lead to job satisfaction or dissatisfaction. Factors that lead to job satisfaction are called satisfiers or motivators because they elicit positive feelings towards the job and provide personal satisfaction. These include achievement, the nature of work itself (challenging work provides job satisfaction) and advancement and responsibility. Satisfiers motivate the employee to greater productivity. The Dissatisfies (hygiene factors) describe the relationship of the employee to the context of the environment in which he performs his job. These are those elements within a working environment which help generate negative feelings towards the job and do not induce people towards greater effort. Dissatisfies include uncomfortable work conditions, company policy and administration, technical supervision, salary, interpersonal relations, the superiors, subordinates and
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 addition, McClelland’s acquired needs theory can be applied more by Genting Malaysia. Need for achievement. Genting Malaysia can expose this theory to all levels of employees instead of applying it to particular supervisors or managers. The company uses some recognition or reward to more and different departments of employees who are doing better in their jobs to inspire them to do better for the company from distinct
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...
They therefore value the opportunity to increase their learning perience. (Turner,2009, p88). Money is not the only motivator and it is not the primary motivator for everyone. However, there is overwhelming evidence that money is an important motivator for most people. The idea that motivation at work is driven by more than one need was explored by Maslow's hierarchy of needs which classifying human needs. Maslow's physicogial , security, social, esteem and self actualization sets of need, where in physiological need can be met through good working conditions, attractive wage or salary, subsidized housing and free or subsidized catering,(Huczynski, Buchanan,
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