Motivate people at work
Introduction
When we need to explore the extent to which motivation theory is useful in understanding what motivates people at work, we need to understand the meaning of motivation. motivation is a state arising in processes that are internal and external to the individual, in which the person perceives that it is appropriate to pursue a certain course of action directed at achieving a specified outcome and in which the person chooses to pursue those outcomes with a degree of vigour and persistence. (Rollinson, D., 2008.) However, during this process, motivation will be defined into different ways, motivation is an internal state or condition that serves to activate or energize behavior and give it direction which is internal state or condition that activates behavior and gives it direction; desire or want that energizes and directs goal-oriented behavior; influence of needs and desires on the intensity and direction of behavior. (Huitt, W. 2011) So that scholars begun to create different theories to explain this process. There are two motivation theories which comes from content theory and process theory. There are Alderfer’s ERG theory and Adam’s equity theory. The task for this essay is to explore the extent to which motivation theory is useful in understanding what motivates people at work.
Findings and discussion section
At the beginning, we firstly need to distinguish the difference between the Alderfer’s ERG theory and Adam’s theory. Alderfer’s ERG theory was developed by the psychologist Clayton Alderfer. He made a new model to explain the simultaneous nature of Maslow’s five needs. He first published this model in a 1969 article titled “an Empirical Test of a New Theory of Human Need.” (MindTools...
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...eds. Alderfer’s work suggests that growth needs are actually more important when satisfied, whereas Maslow argued that, when it is fulfilled, a need becomes less important to an individual. (Bratton, J., 2015) on the other hand, the strength of Adams’ Equity theory is it is a good tool to be used in organizations to review and understand what employee behaviors are. However, the weakness is limitation. It is only used to think about the fair when compared with the related object. I cannot talk about which theory will be better using in the workplace, I would rather think which theory will be better in this particular situation, different theory used in different situation will be have different result. The thing we need to do is trying to understand the theories deeply, and understand the strengths and weakness, in order to use these theories in to right workplace.
Every person has a motivating factor that makes them go to work. Some people go to work for the paycheck or the benefits, others go to work for the social aspect or experience, these are incentives. Incentives are the most common motivating factor for people to complete tasks. This is also called, work motivation. Work motivation is defined as “A force that drives people to behave in a way that energizes, directs, and sustains their work behavior” (Steers, R. M., Mowday, R. T., & Shapiro, D. L., 2004). In contrast to the benefits of incentives, incentives are commonly counterproductive because they undermine the intrinsic motivation of an individual, this is the overjustification effect.
Employee Motivation Employee motivation is a key factor within a successful organization. or business. The quality of work that people express is often a result. of the motivation they possess. Companies have a variety of ways to motivate their employees, as well as keep them satisfied.
... and outputs will influence people’s motivation, in other words, if the expectancy was satisfied, it will increase motivation. Employees’ fairness also related to the comparison between their own rewards and others. People feel their rewards are equal to the reference people, then they subjectively fell fair which will lead to higher motivation. As the four theories’ advantages and drawbacks are obvious, need’s theory do not build to the right relationship between satisfaction and motivation, expectancy and equity theories refer to reward need to suit individuals’ needs, which connected to Maslow and Herzberg’ needs theory. Thus, management should critical use these four theories, considering employees’ needs, tying the rewards with performance and correctly access the fairness amidst employees, therefore comprehensively understand employees’ motivation.
There are people out there in the workforce that believe they are obligated to do their best at their job simply because that is what is expected from all of us as humans. On the other hand, there are those out there that want to only do as much as they can get away with doing. No matter which one of these employees you are or are working with companies and employer's need to understand the concept of motivation.
Employee motivation seems to be a constant problem in the working world. It is true, not everyone is going to absolutely love their job and want to do it five out of seven days a week. Everyone has their bad days where all they want to do is just go home and get away from the office, which is okay. The problem with those people that dislike their job every single day, is that their dislike makes them completely unmotivated to work. This lack of motivation can then rub off on other employees in the office and it can be very hard to get people motivated unless they have the desire to be. I have noticed a few employees at my workplace that seem to be having trouble motivating themselves to do their job. This can be caused by many different things, such as: their perception of their
The Equity Theory touches on the effects these situations have on the employee’s motivational level. In society today employees are constantly comparing how they are treated compared to others within the company (Carpenter, Bauer, Erodgogan & Short, 2013). A major challenge being faced is the fact that everyone will see themselves as unappreciated for the things they contribute to the company when in fact they may be receiving the same treatment as their colleagues (Pinder, 1998). A person tends to base fairness on how other people or groups, otherwise known as referents, are rewarded for their “input-to-output” ratio compared to their own. The ratio has to deal with the way a person feels they are giving back to society compared to the “outputs” or rewards they feel they are entitled to for their contribution. Another theory in the work place is the expectancy theory. This theory says that employees will consider if the hard work will pay off, second is if their efforts will lead to greater rewards, and third is if the award valuable to the individual. Managers can use these facts to their advantage to motivate employees by awarding their hard work (Carpente...
Clayton Paul Alderfer was a psychologist who was born on 1st September, 1940 in Pennsylvania. He expounded Maslow’s hierarchy of needs by integrating it into the existence, relatedness and growth model. He is also the proponent of frustration regression principle. This paper is a critique of Alderfer’s existence, relatedness and growth (ERG) model and its application today in the world of business.
This research paper will focus on whether there is any relationship between employee’s productivity motivation in the workplace, does the productivity of an employee increases when they are appraised by acknowledgement and treatment or does an employee become more efficient in the workplace because of monetary compensation? This paper will help understand where does the motivation of an employee derive from and whether employers should be wanting to pay more attention to the way that they direct their employees, we will find out from this research paper if employees are more productive and efficient when they are compensated and when they are recognized for their work and dedication or if there are just some employees that no matter
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.
Motivation - psychological processes that arouse and direct goal – directed behavior. Researchers have proposed two general categories of motivation theories to explain psychological processes underlying employee motivation : Content theories and Process theories. Conten...
Steers, Richard M., Richard T. Mowday, and Debra L. Shapiro. "Introduction to Special Topic Forum: The Future of Work Motivation Theory." The Academy of Management Review 29.3 (2004): 379. Print.
What is Motivation in the workspace? According to the business dictionary motivation is “The internal and external factors that stimulate desire and energy in people to be continually interested and committed to a job, role or subject, or to make an effort to attain a goal (Dictionary, 2016).” Motivation in the work place can be achieved by means of a variety of different strategies all depending on the environment and the specific challenges an organization may be facing. Motivation is a great tool when it comes to improving performance, setting goals and redesigning the job or workspace are both strategies used to motivate employees and to improve overall production. In 2011 Elizabeth Layman PhD, RHIA, CCS, FAHIMA, East Carolina University, published a
What is motivation? Motivation is difficult to explain and even harder to 'turn on' in people. Webster defines motivation as ?an act or process of motivating; the condition of being motivated; a force, stimulus, or influence: incentive or drive? (?Motivation?). It is most often the job of the manager to use motivation to drive employees to accomplish acts which they normally would not have done. The study of motivation helps managers understand what prompts people to initiate action, what influences their choice of action, and why they persist in their action over time (Daft and Marcic 444). Over the years many theorists have studied the human condition of motivation, and learned various techniques to help managers figure out what makes employees seek to attain higher knowledge, wealth, prosperity, and happiness in their work.
Motivation refers to the forces that are responsible for the direction and the level of the efforts an individual puts into his work. Work motivation theories, associated with job satisfaction, are divided into two main frameworks; content theories, which focus on the importance of the work (Maslow’s Need Hierarchy theory, Aldefer-ERG, Herzberg’s Two Factor Theory, McClelland’s Need Theory), and process theories, which deal with the explanation of how professional characteristics interact with variables such as expectancies, needs and values of the employees that need to be satisfied (Vroom’s Expectancy Theory, Locke’s Goal Setting Theory, Hackman and Oldham’s Job Characteristics Model etc.). With respect to the effects of job satisfaction, it has been found to be associated such factors as, commitment, performance, turnover, absenteeism, well- being and general life
Motivation, as defined in class, is the energy and commitment a person is prepared to dedicate to a task. In most of organisations, motivation is one of the most troublesome problems. Motivation is about the intensity, direction and persistence of reaching a goal. During the class, we have learned a substantial theories of motivation and many theories of motivations are used in real business. Each theory seems to have different basic values. But, they all have been analysed for one reason, recognising what motivates and increases the performance of employees. Ident...