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Compare and contrast the theories of motivation
Compare and contrast the theories of motivation
analysis on gender discrimination
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There are several OB concepts can be used to solve the problems mentioned in the story. First of all, all three males in the story used unfair gender discrimination against Sara because of the lack of diversity rules and regulations awareness in the company. For such cases, the company must first appoint managers to equalize employment opportunities for individuals as long as they fit for the job requirements. In addition, employees are handling diversity differently. Therefore, managers and employees must be aware of the diversity rules and regulations in the organization. With time, it will educate employees how to recognize each other’s abilities rather than on assumption of stereotype or gender. Furthermore, calling attention
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A good example of a good one is transactional leader that has a vision expressed as an idealization goal to be used for leading the group, and a since of mission and trust. According to (Robbins & Judge, 2015) transactional leader is “a leader who guide or motivate their followers in the direction of established goals by clarifying role and task requirements”. Leaders should formulate detailed plans, create efficient organizational structures and oversees day-to-day operation. Using supportive leadership will result in high performance, high satisfaction level, and high productivity of employees by performing structured tasks. A good leadership should also build a bond to let the team follow by communicating properly, using passion for enthusiasm, and maintaining an optimistic view. After leading the team, the leader should reward. The best way in such situations is by contingent reward which is a reward that is given to employees who meet their identified goals, which will keep the team motivated and focused on the vision. (Robbins & Judge, …show more content…
Taking an example of Sara’s manager who did not put an effort to recognize his employee’s needs and understand her type of characteristics that led Sara to resign. Therefore, manager must motivate his employees by knowing what fit their needs and personalities according to the three theories of motivation. For Instance, applying the theory X and Y is an obvious way of interpreting and differentiate between challenging and lazy employees. Theory X shows if they are going to be pushed to work while theory Y shows if they are self-achievers. Likewise, applying Maslow’s Hierarchy which is “a hierarchy of five needs physiological, safety, social, esteem, and self-actualization in which as each need is substantially satisfied, the next need becomes dominate” (Robbins & Judge, 2015). By specifying each employees needs in the organization and satisfy these needs, employees are going to achieve the goals of the company. Also, MacClelland’s theory views employees who have high demand for power, affiliation or achievement. It is extremely important for manager to understand the nature of the person in front of him if they like to be empower, if they like to interact with people, or if they like to finish accomplishments. Secondly, job enrichment can be used for motivating employees by giving them more tasks, authorities, and responsibility. Employees this way
In theory, the hierarchy works in this order towards an employee; first they seek to fill the physiological need by getting a job to pay for the basic necessity of the human body. Once that is settled, the employee will want his safety needs being solid, he needs to feel safe at work with insurance policies and medical coverage in case of anything untowardly was to happen. After the first two basic needs are taken care of, he will need to feel a sense of belonging to groups in the social need, humans are not meant to be alone and thus the need to mingle and socialize is important. The esteem needs is automatically achieved after he finally gets a good level of communication with his colleagues, which results in him being acknowledge by people, this is usually the need that needs to be reached in order for an employee to be motivated and also to measure job satisfaction. As an employee feels cherished by their company, they build self-confidence which in turn will motivate them in working hard and efficient. Lastly comes self-actualization, where the employees achieves this by finally getting recognition by his superiors and are rewarded for his dedication may it be some form of promotion at work. Maslow’s theory provides the fundamentals of motivation which is required to be fulfilled to maximize job satisfaction; one cannot feel satisfied if any of the five needs is
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).
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.
Douglas McGregor (1957/2000) utilized the work of Abraham Maslow, namely his Hierarchy of Needs, in developing the Theory X and Theory Y assumptions. McGregor theorized that under Theory X, managers are responsible for organizing the elements of productive enterprise for economic interests; managing is a process of directing, motivating, controlling and modifying behaviors to meet organizational needs; and without managerial intervention, people would be resistant to organizational needs. Theory X assumes that the average person is lazy, chooses to work as little as possible, and therefore must be punished or rewarded in order to get them to work (McGregor, 1957/2000). This theory perpetuates a belief that managers are responsible fo...
Article provides insight into the application of various theories of motivation like Maslow's needs herirachial theory, McGregor’s Theory and Herzberg’s motivation-hygiene theory. Higher order needs with Achievement, Self actualisation, Job satisfaction and other internal factors for motivation are discussed. Application of the five Is like Informal rather than formal approach, communicate well and allow employees to apply their own Initiative. If they are Informed, Invited for suggestions and Involved, they have a sense of ownership and autonomy with in the organization and stay motivated. Employees in health care institutes tend to be motivated more by intrinsic motivations and value congruence and person-environment fit is a crucial and integral component of their
Pardee, R. L. (1990). Motivation Theories of Maslow, Herzberg, McGregor & McClelland. A Literature Review of Selected Theories Dealing with Job Satisfaction and Motivation.
Maslow needs theory has received wide recognition particularly among practicing managers. Perhaps it could provide some valuable insight in motivation. Maslow’s hierarchy of needs “hypothesized that within every human being there exists a hierarchy of five needs. Maslow separated the five needs into higher and lower orders. Physiological and safety needs were described as lower-order needs and social, esteem, and self-actualization as higher-order needs. As each of these needs becomes substantially satisfied, the next need becomes dominant. So if you want to motivate someone, you need to understand what level of the hierarchy that person is currently on and focus on satisfying the needs at or above that level.” (Robbins & Judge, 2007, p.187)
In the following assignment, we are going to talk about motivation and how important it is for every organization to keep its employees motivated. Also, we will discuss different types of motivational theories, characteristics of a positive work environment, HR practices that positively influence affective process and behavioral process which includes motivation, job satisfaction, commitment, fair treatment, respect, health and wellness, diversity, effort, reduced turnover, absenteeism etc. In addition to this we will learn synthesis of Hackman and Oldham’s job characteristics, employees’ psychological state in relation to work outcomes and relationship between Maslow’s general components and job characteristics in view of motivating
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 is therefore the force that transforms and uplifts people to be productive and perform in their jobs. Maximising an employee's motivation is necessary and vital to successfully accomplish the organisation's objectives and targets. However this is a considerable challenge to any organisation's managers, due to the complexity of motivation and the fact that there is no ready made solution or an answer to what motivates people to work well (Mullins, 2002).
The possible relationship between Maslow’s general components and job characteristics in view of engaging and motivating employees in the organization
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
The job of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees. But that’s easier said than done! Motivation practice and theory are difficult subject, touching on several disciplines.
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...
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