Motivational Theories
explanatory Essay
1748 words
Motivation is the force that makes us do things, whether accomplishing personal goals or completing tasks at work. Most people are motivated as a result of their individual needs being satisfied, which gives them the inspiration to perform specific behaviors for which they receive rewards (Kinicki & Williams, 2011). These needs vary from person to person, as everybody has specific needs to be satisfied. When we consider factors that determine the motivation of employees, many of us think of a high salary. This answer is correct for the reason that some employees will be motivated by money, but mostly wrong for the reason that it does not satisfy other needs to a lasting degree (Bizhelp24, 2010). This supports the idea that human motivation is a personal characteristic and not a one-size-fits-all option. Managers will achieve a better rate of motivation in their employees by identifying the key factors that determine the rate of motivation. These factors are linked directly to the employees’ individual needs, behavior, and attitudes.
There are numerous motivational theories that attempt to explain how motivation works, but the challenge is applying these theories to actual situations or individuals. Many experts believe utilizing a combination of several motivational theories is more effective than selecting a single theory and applying it all-inclusively. To further explore the practical application of motivational theories, we will attempt to apply different theories to an organization that includes several types of employees, including salespeople, production workers, and administrative staff.
Salespeople
Traditionally, sales commissions have been the primary method of motivating salespeople. However, compensation based so...
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Cichelli, D. J. (2010). Are sales people coin-operated? Retrieved May 31, 2011, from http://www.salesgrowthimperative.com/articles/Are%20Sales%20People%20Coin-Operated%20022210.pdf
Compensation Today (2009, July 8). Different types of motivation theories [Web log post]. Retrieved from http://blogs.payscale.com/compensation/2009/07/different-types-of-motivation-theories.html
Kinicki, A., & Williams, B. K. (2011). Management: A practical introduction (5th ed.). New York, NY: McGraw-Hill Irwin.
Kjeralf, A. (2007, January 8). Motivation for production workers [Web log post]. Retrieved from http://positivesharing.com/2007/01/ask-the-cho-motivation-for-production-workers/
Struyk, R. J. (n.d.). Motivating staff for higher productivity and increased retention. Retrieved May 31, 2011, from http://www.urban.org/uploadedPDF/410454_managing_think_tanks_CH02.pdf
In this essay, the author
- Explains that motivation is the force that makes us do things, whether accomplishing personal goals or completing tasks at work.
- Explains that there are numerous motivational theories that attempt to explain how motivation works, but the challenge is applying them to actual situations or individuals.
- Explains that compensation based solely on commissions does not address other motivational factors that will motivate sales staff to peak performance.
- Explains how a successful motivational program recognizes these factors and combines awards, recognition, and peer pressure. this is consistent with the erg theory developed by clayton alderfer.
- Explains victor vroom's expectancy theory, which suggests people are motivated by two things: how much they want something, and how likely they think they are to get it.
- Explains that motivational theories can be divided into two groups: external rewards and enforcements and internal factors. maslow's hierarchy of needs theory illustrates employee needs beyond a paycheck.
- Explains that human resource management experts believe adequate base pay is essential to retaining employees and basic staff motivation, but it doesn't motivate in the long term.
- Analyzes how solange de santis' story refutes the stereotypical view of factory workers. they were dedicated, hard-working, highly skilled, and creative, but were locked in a tight battle between management and unions.
- Explains how american airlines discovered what can happen when they allowed production workers some creativity. they rigged up old machine parts and built "thumping ralph", a drill-bit sharpener.
- Explains that the brazilian company semco has a large proportion of blue collar workers. they give their workers an unusually large degree of freedom and responsibility, including letting them plan production, set their own work hours, and choose the sites and designs for the factories.
- Explains that employee motivation is not an absolute science and no single motivational theory will work for all employees.
- Cites bizhelp24's article, "the art of motivating salespeople." the article is available at www.johnboe.com.
- Describes compensation today's different types of motivation theories, citing kinicki, williams, and kjeralf.
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- Cites benabou, r., and tirole, j. (2003), intrinsic and extrinesic motivation', in the review of economic studies.
- Explains that motivation is the force that transforms and uplifts people to be productive and perform in their jobs.
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- Explains that learning theories deal with employees linking their inputs or performance to the output or rewards they receive.
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- Explains the achievement motivation theory developed by david mcclelland in the 1950s, based on maslow's hierarchy needs theory.
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- Explains mind tools editorial team's mindtools: team management, mcclelland’s human motivation theory.
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- Explains that motivation is based on two categories: motive and incentive, and identification of the employee's motives are the main tasks of motivation. leadership and motivation are interconnected and complimented each other.
- Explains the need for achievement, power, and affiliation, as well as the two types of power: personal and institutional.
- Explains that the theory relates to the organizational behavior. if you know your team members well, you will be succeeded by reaching their full potential.
- Explains how mcclelland's motivation theory helped them to change a task for each member so they would be interested in reaching the goal.
- Describes mcclelland's research on motivational traits and leadership.
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- Explains locke and latham's definition of a goal as something the individual was motivated in wanting to achieve. the more determined they were to complete it, the less they would procrastinate in doing it.
- Explains locke and latham's study of goal-setting theory over a 25-year span with over 400 field and laboratory studies. they found that the higher the amount of decision making, the more motivated the individual would become.
- Explains the key factors laid out by locke, latham, and rousseau in order to make goal setting the center point of motivation within the organization.
- Explains locke and latham's six recommendations on motivation, personality, and decision making.
- Explains rousseau's framework for the integration of the different spectrums, and how locke and latham took the theory to the next level.
- Cites bandura, jourden, and bipp, t., who authored the book, "what do people want from their jobs?"
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In this essay, the author
- Explains how motivation is an essential element that must be incorporated into every organization to ensure that goals are accomplished and so that members of the organization always stick to their mission.
- Explains that managers and subordinates use a variety of methods to motivate their employees so that they can accomplish tasks at their maximum potential. the needs-based theory shows that employees and managers have different needs and that those needs must be met.
- Explains that motivation is more complex than what one might receive money wise. this leads work environments to be less money-oriented so that employees are motivated by deeper satisfaction factors.
- Opines that participation oriented or self-working environments might affect employees' motivation. strong relationships and common goals can motivate each individual employee in a positive way.
- Explains that people can come up with a long list of factors that may trigger someone to become motivated.
- Explains that the needs-based theory portrays how motivation and human needs go hand and hand. personal satisfaction and meeting personal desires are a major factor that affects the level of motivation.
- Explains abraham h. maslow's model for classifying human needs and organized it in a hierarchy. once basic needs are filled, people can progress up the hierarchy to focus on emotional satisfaction.
- Explains clayton alderfer's adjustment of maslow’s hierarchy of needs, the erg theory, that personal needs could be categorized into existence, relatedness, and growth.
- Analyzes how frederick herzberg based his motivation on this concept and developed hygiene factors, the dissatisfying causes, and the motivators.
- Explains that david mcclelland created the acquired-needs theory, which is another approach for need-based motivation.
- Explains that the achievement need can be used as a motivator for employees who thrive from recognition and feeling accomplished.
- Explains that every employee has certain things that will motivate them which may differ from coworkers to managers. the needs-based theories go into depth about the basic and significant needs that require effort and motivated behavior to meet these needs.
- Explains that motivation within an organization and among fellow employees is essential for the organization's success. by positively motivating employees, organizational goals and visions can be met more efficiently.
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In this essay, the author
- Explains that motivation affects behavior by directing it towards the goal, increasing effort, energy, and persistence. in the ever-changing world of health care, employee motivation is critical to the success of the organization.
- Explains that grmc has made efforts to improve productivity and performance of the employees within the organization.
- Explains shift differentials for shifts that are worked outside of the normal hours for a work day.
- Explains how grmc invested in the florence challenge by joe tye in 2015 to motivate and empower employees by intrinsic means.
- Opines that the shift in how the hospital is run has made employees discouraged and unmotivated to be productive.
- Explains that grmc's leadership team focuses on motivating employees on extrinsic motivators such as 60-month bonuses, monetary incentives to work extra hours, and payment differentials depending on the shifts that the employees work.
- Explains the two motivational theories that are not used in practice in this workplace: goal-setting theory and cognitive evaluation theory.
- Explains that using the goal setting theory and cognitive evaluation theory, the management team could increase productivity, engagement, and overall performance within the organization.
- Explains that workplace motivation can be either intrinsic or extrinsic and can positively impact the individual and organizational performance.
1431 wordsRead More - Motivation In Workplacecomparative essayIn our modern culture success is often determined by ones measure of motivation to succeed. Without motivation there would be no ends to meet, no goals to accomplish, no movement from vision to reality. Society today recognizes the term “motivation” as a single reason to take action, but what they do not know is that there are many variations of it. (Cadwallader, Bitner, & Ostrom, 2010, Pg. 220) Motivation affects us in every aspect of our everyday lives, it is what causes change. In this literature review my purpose is to research correlations between motivation and how to improve it in the workplace.
In this essay, the author
- Explains that success is often determined by one's measure of motivation to succeed. without motivation there would be no ends to meet, no goals to accomplish, and no movement from vision to reality.
- Explains that self-determination theory (sdt) claims that there are different kinds of motivation centered around people's values and principles.
- Explains that mlt research has produced reliable data and statistics through analysis that provide positive connections with employee variables such as performance, retention, attendance, creativity, and job satisfaction.
- Concludes that there is still a lack of hard evidence that provides the information we need.
750 wordsRead More - The Workforcement Theory: Different Types Of Motivationexplanatory essayGhillyer (2011, p. 228) stated the importance of motivation is a factor that influences employee performance on the basis of their usage of their full abilities. Management professor Robert N. In this visualization, managers tend to put employee satisfaction as the basis of organizing strategies to improve employee motivation and compensation. This normally results to higher performance and less problems. Hence, following this issue as a base, more motivational theories have been introduced.
In this essay, the author
- Explains ghillyer's definition of motivation as a factor that influences employee performance on the basis of their full abilities.
- Explains the hierarchy of needs theory, which states the condition in which individuals are motivated as they are in need to satisfy their needs.
- Explains that safety needs include security, protection, health, employment, property, family, and social stability. commonwealth bank of australia has established enable network to increase employment opportunities for individuals with disabilities.
- Explains how social needs are met by accentuating team goals, such as team volunteering days and the global corporate challenge. the commonwealth bank supports diversity positively and affirms gender equality.
- Explains that self-esteem needs visualize the desire of confidence, achievement, recognition, success, strength, and intelligence. delegation helps develop leadership by giving chances for staff to share the responsibility of running a business.
- Explains that self-actualization consists of self fulfillment, accomplishment, creativity, experience purpose, and morality. the exchange of knowledge could accomplish benefits for leaders and workers as they assemble and lead the team.
- Explains that the reinforcement theory focuses on external environmental consequences on behaviour. commonwealth does not display these methods in their employee management.
- Explains that positive reinforcement encourages rewards for effective performance. the commonwealth bank of australia rewards staff and employees on their employee management planning.
- Explains that extinction does not provide positive consequences at a standard point to eliminate undesirable behavior. commonwealth bank provides special benefits in regards of salary sacrifice advantages which can only be reached when they are eligible.
- Explains the two-factor theory, or motivation-maintenance approach, by frederick herzberg, which differentiates the cause of high and low motivation by two major categories. rana peries, head of it innovation and digital financial services asia, has developed international experiences and networking through transfer to china from the company.
- Analyzes how the commonwealth bank of australia aims to gain true motivation by job enrichment programs while keeping proper attention to maintenance factor.
- Refers to commonwealth bank of australia 2015, management now, mcgraw-hill education, london, green, cd 2000, ‘a theory of human motivation’, viewed 20 december 2014.
- Explains rao, gvs, ‘theoretical and empirical considerations of the two-factor theory of job satisfaction’, indian journal of industrial relations.
- Explains the impact of positive reinforcement on employees’ performance in organizations, american journal of industrial and business management, vol. 4, no. 1, pp.
1595 wordsRead More - Employee Motivationexplanatory essayRynes, L., Gerhart, B., & Minette, A. 2004. The Importance of Pay in Employees Motivation.
In this essay, the author
- Explains that employees' motivation plays a great role in ensuring that business activities are moving accordingly and earning higher returns. the amazing world of fun park had different groups of employees who worked in different sectors and received different motivations from the management.
- Explains rynes, gerhart, and minette, the importance of pay in employees motivation.
- Explains that motivation is the action of encouraging someone to perform the assigned duty through injecting ideas and thoughts in the mind. the amazing world of fun showed motivation from different groups responsible for the daily upkeep of the park.
- Opines that managers should provide employees with complete responsibility over each unit and encourage them to work as a group.
1006 wordsRead More - Motivation in the Workplaceexplanatory essaySteers, R. M., & Porter, L. W. (1983). Motivation & Work Behavior (Third ed.). New York:
In this essay, the author
- Explains that employees analyze their environment and strive to be recognized and rewarded for their hard work and dedication. justice can be defined as a person receiving what they feel they are entitled to.
- Explains the equity theory and how managers can use this to motivate employees by awarding their hard work.
- Explains that people can make exceptions to the "input-to-output" ratio if they feel that the referent is deserving of higher inputs. the challenge to this formula is that everyone has a different viewpoint on the same situation.
- Explains that employees analyze their environment and strive to be recognized and rewarded for their hard work and dedication, in a word they seek justice.
- Opines that a manager's responsibility is to balance the constant chaos that is tied to the matter of justice within the workplace.
- Explains the reinforcement theory, which goes into detail about the consequences that follow an action within the workplace.
- Explains how the job is designed, what it entails, and how specialized is the position. rotation is most likely to appeal to people who do not want the same routine day after day.
- Explains that goal setting is an important tool for managers because it motivates employees to achieve their goals. however, goals can also have a downside.
- Explains that every employee is placed in various circumstances that will influence their motivation. self-appraisal evaluations help employers assess what are some positives and negatives of meetings.
- Cites carpenter, bauer, erodogan, & short, j. principles of management.
1182 wordsRead More