Model Call Girl in Bikash Puri Delhi reach out to us at 🔝9953056974🔝
Employee Motivation And Motivation Theory
1. Employee Motivation And Motivation Theory
Employees are valuable resources for companies and them could be competitive advantages for modern companies. It is important for modern
companies to improve employee satisfaction and performance so that they can improve their organisational performance and competitiveness
(Armstrong, 2006). As a result, Employee's motivation management is significantly for companies. Motivation is a cognitive process to guide, initiate,
direct and maintain goal–oriented activities. It can also be defined as the driving forces directing people's actions (Huczynski and Buchanan, 2013).
Employees making contribution for firms because they are motivated by something, such as successful companies can always identify the factors
motivating their employees and conduct responsive practices to motivate employees to improve performance (Podmoroff, 2005).
Diversity motivation theories explained what motivate people at work, such as extrinsic and intrinsic motivation theory, Maslow's need hierarchy
theory, Herzberg's two–factor theory, equity theory, expectancy theory, goal–setting theory, and inner work life theory, etc (Huczynski and Buchanan,
2013). People try to explain the motivation concept from the different point of views. These perspectives can be divided into two types. One is content
theories, which focus on goals and needs of human beings, and the other is process theories which focus on the cognitive and decision–making process
in the mind of people. Every theory has made some contribution
... Get more on HelpWriting.net ...
2. Maslow's Theory Of Motivation
Motivation is the capability to change behavior. Motivation is a drive that holds one to act because human behavior is directed toward some goal.
Motivation is a personal act. It is therefore about people's expectations and their needs, goals, behaviors, giving information about their performances.
Therefore, in order to fully comprehend the motivation process, it is necessary to examine such factors as the reasons for compelling people to behave
in a certain way, the personal goals and the possibilities of maintaining their behavior. (The content theories deal with "what" motivates people, whereas
the process theories deal with, "How" motivation occurs. )
Motivation Theories
Many studies related to the concept of motivation approach this issue ... Show more content on Helpwriting.net ...
It is necessary to rank the needs in order of importance and to establish a hierarchy so that people's first (basic) and second (complimentary) needs can
be better known and satisfied.
Maslow's hierarchy of needs is most often depicted as a pyramid. This suggests that the base level needs must be met before an individual can move
upwards in the hierarchy to higher–order needs. Maslow identified the first four levels of the hierarchy as deficiency needs or d–needs. When these
needs are not fulfilled, the individual may be left with feelings of tension or anxiety. There are five levels of Maslow's hierarchy of needs. These levels;
пЃ¶Physiological Needs
Physiological needs are the physical requirements for human survival. If these requirements are not met, the human body cannot function properly and
will ultimately fail. Physiological needs are thought to be the most important; they should be met
... Get more on HelpWriting.net ...
3. Theories Of Motivation
Introduction
Motivation represents the forces within a person that affect his or her direction, intensity, and persistence of human behaviour in organization
(Campbell & Pritchard, 1976, Craig C.Pinder, 1998).Motivation is a psychological process in organization that helps it to increase the productivity,
good turnover, achieving target on time, and also provide the job satisfaction to an individual (Luthans &Madauburn, 1998).
Work motivation is described as the psychological processes that direct, strength, maintain action toward a job, task, role, or project (Campbell &
Pritchard, 1976; Kanfer, 1990).Motivation refers to "influence characteristics of human behaviour in organization" (Guay et al., 2010). Motivation is
a persistent problem in guiding employee to work well. If an employee lacks motivation, a low energy level will be available in doing job
Traditional theory for Motivation ... Show more content on Helpwriting.net ...
Employee to work for satisfying needs. The different behaviour theorists and psychologists have propounded the need based theories to guide the
managers for understanding the need pattern of employees and using these for motivating them.
Maslow's Need Hierarchy Theory in (1943) paper A"theory of human motivation" psychological review Maslow subsequently extended the idea to
include his observations of humans' innate curiosity. According to Maslow's human want to motivate they want physiological needs is mostly
requirements survival. And safety need also required like a good health, financial, job security and including
... Get more on HelpWriting.net ...
4. Summary: Theories Of Motivation
Motivation is defined as an act or process that inspires and stimulates a person to be an effort to achieve a goal. It not only puts employees in act, but
also makes them feel interesting with their job. As a result, most of employees are feeling satisfaction with their job, becoming creativity, innovation
and productivity as well. However, to successful in motivating the staff is required an appropriate method that meets with all staff's need. Otherwise, it
is seems to useless in driving the employees. Specifically, there are many theories of motivation referred such as the theory of Abraham Maslow (the
hierarchy of needs), Frederick Herzberg (the motivation–maintenance model), B.F Skinner (the reinforcement), Victor Vroom (the expectancy), Stacy
Adams (the equity), Madeline Hunter (the intrinsic/extrinsic). In personal, I prefer to the theory of intrinsic/extrinsic as the best theory which be
applied in order to generate a motivation in the company.
The first early theory of motivation was the Hierarchy of needs which developed by Maslow. It announced that the human needs are consist of five
types that developed in the order from low to high. It included the physiologic needs (foods, clothing, waster, shelter, homeostasis), the safety needs (job
security, stability, freedom, fear and anxiety free), the belonging needs (need to be with other, social, or communicate), the status and self–esteem needs
(need to be recognized, respected, and trust), and the highest level was
... Get more on HelpWriting.net ...
5. Motivation Theory Essay
Six Recommendation on Motivation theory
The Goal of this Article is to analyse the various Motivation Theories for employees in the workplace environment. It attempts not to just present yet
another theory of work motivation, rather focusing on metatheory which is the processes through which we can build more valid, more complete and
more practical theories.
The authors of this article have drafted six recommendations that they believe and feel that are the best. It is in their view a combination of facts that
can lead to better understanding of employee motivation factors and effective methods of management.
Recommendation 1 : Using the results of the existing meta–analyses to Integrate the valid aspects of different extant ... Show more content on
Helpwriting.net ...
The article gives the examples of Jack Welch CEO of General Electric who was the first to coin the term "boundary–less organisation" as a result of
frustrations that knowledge that was not shared between the myriads of divisions at GE. According to this line of thinking it is clear that work
motivation theory needs to be extended and further developed within areas other than isolated task performance settings. Motivation theory should be
applied in a Individual employee point of view as well as a team point of view. This is due to the fact that some issues might occur in a group setting
but not be a issue when it's dealing with a single employee. For example the article refers to Social Loafing that is a occurrence that is sometimes seen
in a group situation. As managers or leaders its important to gather knowledge from these different settings and the challenges, but be mindful not to
generalise these experiences. They can be situation specific.
In my own personal work experiences I find the lack of knowledge and experience sharing very frustrating. I have noticed that during my time at my
current organisation sharing of knowledge and Interaction of ideas between departments have decreased remarkably. I can understand the frustrations
felt by Jack Welch CEO of GE since I strive to share and merge knowledge and see it as essential to the organisation and employees when
... Get more on HelpWriting.net ...
6. Hr Theories of Motivation
1. Introduction
The companies' leaders can improve their business by investing in development new products or services, improvement product or service quality, and
enhancement marketing and sales. Another possible investment is improving the way a company manages its people – tends to receive less attention.
Human Resource Management is very important for business as it involves a variety of activities that deal with the 'human side of organisation'
(Griffiths and Wall, 2005). Armstrong claims (1999) that "HRM can be regarded as... a strategic and cohered approach to themanagement of an
organization's most values assets – the people working there who individually and collectively contribute to the achievements to this goals" (in ... Show
more content on Helpwriting.net ...
McGregor believed that people want to learn and that work is their natural activity to the extent that they develop self–discipline and self–development
(Accel–Team, 2008). They see their reward not so much in cash payments as in the freedom to do difficult and challenging work by themselves (ibid).
The main job is to follow the human wish for self–development into the organisations need for maximum productive efficiency (ibid). The basic
objectives of both are therefore met and with mind and honesty, the enormous potential can be tapped.
NEED Theories
It is widely accepted that a good deal of motivation has its origins in certain basic needs. Need theories particularly the works of Maslow, Alderfer and
McClelland– are based on the assumption that basic wants or requirements govern much of people's behaviour. This notion has pervasive implications
for human resources policies and practices tend to develop the performance of a range of human needs, the more likely it is that motivation and
performance will be improved.
However, attention to needs must be balanced. To emphasize salary and benefits (in the fulfillment basic needs) and to not expect high standards of
performance (related to needs of esteem and, self–actualisation, and achievement) may be risky. On the other hand, to expect employees to increase to
performance and
... Get more on HelpWriting.net ...
7. The Content Theories Of Motivation
In organizational behavior, the content theories of motivation and process theories of motivation are important applications to analyze specific cases.
The content theories of motivation generally focus on identifying the specific factors that motivate people. First, people are motivated by their desire to
satisfy specific needs, which are arranged in a hierarchical order. In the Nordstrom case, working at Nordstrom is appealing to many people because of
the generous compensation packages. In ERG theory, the financial incentive is important to satisfy the employees' existence needs to the extent that it
provides for their living expense. Because Nordstrom promotes a family style atmosphere within the company, the sense of belongingness and the
communication among employees provides adequate support for the relatedness needs. Lastly, the recognition of sales achievement and potential
promotion provide the employees the highest hierarchical order of needs, the growth needs. However, under ERG theory, the notion of prepotency is
not fixed. In the case of those who leave Nordstrom, the financial rewards do not compensate for their scarification of personal health; the
communication causes unjustifiable accusation sometimes; and the ranking of sales performance diminishes the esteem needs of most salespersons.
Therefore, while the motivational practice Nordstrom implements has led to stunning sales records, it also causes inevitable effect on diminishing
many salespersons'
... Get more on HelpWriting.net ...
8. Motivation Theory And Expectancy Theory Of Motivation
Introduction:
Now days, lots of organisations are facing the problems which is mainly related to employee's behaviour and actions. As per this case study, The
Sunday Times obtained questionaries for who had already departing from the Western Australian (WA) Police force. According to survey officers of
WA force who left the force they had some issues like bullying, corruption, illegal activities, discrimination on racist grounds, and they didn't get proper
training and development at a work place. This problem mainly occurs in organisation when there is lack of motivation, lack of organisational justice,
negative culture and low morale.
The purpose of this case study is to give brief view about, why employees had to face these problems and how to make positive culture and what and
where the changes are required for the WA force. This report introduces MARS motivation theory and Expectancy theory of motivation for improves
officers' behaviours towards force, with that how can they fill organisational justice with engaging into their work and how to improve work
efficiency? At the last, The Sunday Times made survey as per only departing officers which are not giving balanced view of whole force.
In this case study, some concepts of organisational behaviour which are describe WA force officers' problems.
Organisational culture:
Organisation culture is major issue in the case study because proper organisational culture means to catch the problems and redesign and develop better
... Get more on HelpWriting.net ...
9. The Expectancy Theory Of Motivation
3.2 Theories Victor H. Vroom's Theory (1964) developed the Expectancy Theory of Motivation. This theory is a behavioral theory that one behavior
of an individual will be chosen over another type of behavior when positive performance will lead to desirable rewards. Figure 3.3 will illustrate the
three components to this theory: expectancy, instrumentality, and valance, and show how the variables of Vroom's theory is designed. Expectancy is
the expectations how people perceive to meet the performance or goal. If expectations are too high, then expectations will be low and one will not try
to meet the goals set. If expectations are felt to be beyond one's ability to meet the goals, then motivation is low. If one feels that the goal is attainable
and have the knowledge, then one will perform with the expectancy to achieve some type of reward. Instrumentality is the performance or outcome
of the individual. If one feels they will be rewarded by being promoted, receive extra bonus, or pay increase, then performance expectations will be
met. If the same promotion, pay raise, or bonus is given equally across the board then performance will become low. Valance is the value that the
individual places on the rewards. If a person desires the reward, then performance will be motivated to obtain the goal. If the reward is undesirable,
then performance and motivation will be low.
Figure 3.3
J. Stacy Adams (1963) Equity Theory insinuates that employees input of
... Get more on HelpWriting.net ...
10. Motivation Theories
What is Motivation?
Buchanan defines motivation as follows:
"Motivation is a decision–making process, through which the individual chooses the desired outcomes and sets in motion the behaviour appropriate to
them".
How does motivation differ from "motives"
Buchanan defines motives as:
"learned influences on human behaviour that lead us to pursue particular goals because they are valued".
Motivation can therefore be thought of as the degree to which an individual wants AND chooses to engage in certain behaviours.
For example: are you motivated to study? The answer lies in whether you
(1) Want to study– what are the reasons, if so?
(2) Choose to study? – Why are you reading these revision notes? What factors mean that you have taken the ... Show more content on Helpwriting.net
...
The message is clear – if management can find out which level each employee has reached, then they can decide on suitable rewards.
Criticisms and Strengths
Note however, that the above statements may be considered generalizations. Maslow's theory has often been criticized because we can find exceptions
to it, such as the military, police, firefighters, etc. who will risk their safety for the well–being of others or parents who will sacrifice their basic needs
for their children. However, there are very few theories that are not flawed in that once we start drilling down to individualistic levels, then the theory
or generalization often starts to fall apart. For example, even Newton's theory of physics, which later became laws, fell apart once we were able to
drill down to the atomic level.
Maslow's theory remains a classic because rather than looking at psychology as strictly the study of the mentally ill, his theory was based upon healthy
persons. And being one of the first humanistic ones, it has its share of flaws.
Characteristics of self–actualizing people:
пЃ¬Have better perceptions of reality and are comfortable with it.
пЃ¬Accept themselves and their own natures.
пЃ¬Lack of artificiality.
пЃ¬They focus on problems outside themselves and are concerned with basic issues and eternal questions.
11. пЃ¬They like privacy and tend to be detached.
пЃ¬Rely on their own development and continued growth.
пЃ¬
... Get more on HelpWriting.net ...
12. Two Theories Of Motivation
Motivation is one of the key ingredients in employee performance and productivity. Even when people have clear work objectives, the right skills, and
a supportive work environment, they would not get the job done without sufficient motivation to achieve those work objectives (Mullins, 2006).
Motivation refers to the forces within a person that affect his or her direction, intensity and persistence of voluntary behavior. He added that motivated
employees are willing to exert a particular level of effort (intensity), for a certain amount of time (persistence), toward a particular goal or direction.
2.2 Theories of Motivation
Motivation theory examines the process of motivation. According to Amstrong (2006), it explains why people at work behave in the way they do in
terms of their efforts and the directions they are taking. It describes what organisations can do to encourage people to apply their efforts and abilities
in ways that will further the achievement of the organisation's goals as well as satisfying their own needs. It is also concerned with job satisfaction– ...
Show more content on Helpwriting.net ...
Instead of the five needs that are hierarchically organized; Alderfer proposed that basic human needs may be grouped under three categories such as
Existence, Relatedness, and Growth. The theory's name is based on the first letter of each need. Existence refers to our concern with basic materials
such as hunger, thirst and safe condition. Relatedness on the other hand, refers to the motivation we have for maintaining interpersonal relationships
like involvement with family, friends, co–workers and employers. Finally, growth is the intrinsic desire for personal development for example, the
desire to be creative, productive and to complete meaningful tasks. The implication of this theory is that we need to recognize the multiple needs that
may be driving individuals at a given point to understand their
... Get more on HelpWriting.net ...
13. Theories on Motivation Essay
Introduction:
Motivation can be defined as the inner power or drive that pushes one towards taking a particular course of action. It is much related to desire and
ambition and they all work in tandem (Sasson, 2001). Motivation is influenced or caused by factors known as motivators. According to Sigmund
Freud, we are compelled to act by unconscious forces within us, which he called our id (Hofstede, 1980).
Motivators are either intrinsic (from within) or extrinsic (from without). Intrinsic motivational factors refer to motivators that come from within an
individual. They are not influenced by external factors. This kind of motivation comes about as a result of self actualisation or fulfilling one's personal
goals. Malone and Lepper ... Show more content on Helpwriting.net ...
Maslow categorises human needs into five main areas shaped in a pyramid form, which are attained in a hierarchical manner. According to Maslow
(1943), lower needs take precedence and must be fulfilled before higher level needs are activated. Thus, individuals progress from the bottom of the
pyramid of needs to the top.
Maslow's work has been markedly criticised for its failure to take into account individual differences and cultures. Wahba and Bridgewell (1976)
find very little evidence of the ranking of human needs as described by Maslow or even the existence of a definite hierarchy of needs at all. On
another front, Hofstede (1984) criticises Maslow's work for being ethnocentric as it is based on an experiment on a limited sample population in the
U.S.A and cannot be extrapolated to describe a universal situation.
Alderfer's Existence, Relatedness and Growth Theory:
Alderfer (1969) distinguishes three categories of human needs that influence individual behaviours, which are Existence needs, Relatedness needs and
Growth needs. His work can be seen as a more compact form of Maslow's Hierarchy of needs. However, he contrasts with Maslow's theory in that the
human needs he identified are not in anyway attained hierarchically nor do all individuals have to go through the same process to attain their needs.
Furthermore, Alderfer proposes the frustration–regression
... Get more on HelpWriting.net ...
14. The Psychological Theory Of Motivation
INTRODUCTION Motivation as a term has been derived from the Latin word "movere", meaning to move. Motivation aims to those psychological
processes that can cause the arousal, direction, and persistence of voluntary actions that are oriented towards a common goal. Motivation is the
"willingness to exercise higher levels of effort toward organizational goals, backed by the effort's ability to satisfy most of the individual needs". Needs
here are internal states that makes some outcomes attractive. Unsatisfied needs create anxiety that stimulates drives within the individual. These drives
then triggers search behaviour to look for particular goals that, if accomplished, will satisfy the needs and lead to the reduction in anxiety. This
concludes... Show more content on Helpwriting.net ...
He stated that all the people, including employees at organizations, are motivated by the desire to achieve or maintain the various conditions upon
which these basic satisfactions rest and by certain more intellectual desires. Humans are a perpetually wanting group and the needs can b divided as
follows – 1. Physiological: Cafeterias Vending machines Drinking fountains. 2. Security: Economic– Wages and salaries, Fringe benefits, Retirement
or Medical benefits. Psychological – Job descriptions, praise/awards, Avoid abrupt changes, employee's problems Physical – Working conditions,
Heating and ventilation, Rest periods 3. Affiliation: Encourage social interaction, Create team spirit, Facilitate outside social activities, Use periodic
praise, and Allow participation 4. Esteem: Design challenging jobs, Use praise and awards, Delegate responsibilities, Give training, Encourage
participation 5. Self–actualization: Give training, Provide challenges, Encourage
... Get more on HelpWriting.net ...
15. Motivation Theory
Six Recommendation on Motivation theory
The Goal of this Article is to analyse the various Motivation Theories for employees in the workplace environment. It attempts not to just present yet
another theory of work motivation, rather focusing on metatheory which is the processes through which we can build more valid, more complete and
more practical theories.
The authors of this article have drafted six recommendations that they believe and feel that are the best. It is in their view a combination of facts that
can lead to better understanding of employee motivation factors and effective methods of management.
Recommendation 1 : Using the results of the existing meta–analyses to Integrate the valid aspects of different ... Show more content on Helpwriting.net
...
Situation plays a major part as well. I tend to see that the team I am involved with tend to be focus much more when dealing with a major client
accounts, these generally raise a higher level of attention to detail among our team. This is due to the fact that a job not done right will have huge
consequences as well as if the task is done right the rewards tend to be huge as well. This is also true when it comes to dealing with accounts with a
prior unsatisfactory history and has been highlighted at meetings.
Recommendation 4: Study subconscious as well as conscious motivation and the relationship with each other.
The authors believe that the concept of a subconscious is not a hypothetical construct.
It's is a fully objective on, information or knowledge that is "in consciousness" but not at a given time in total focal awareness. A example for such a
occurrence is how when we read a book, things like spelling and grammar are automatically engaged. This proves that humans can act without being
aware of the motives and values underlying their behaviour.
Another way to determine subconscious behaviour is through Priming.
Priming is when people are given information that is totally unrelated to the task at hand but which can effect a individuals subsequent responses and
reactions without being aware of the effect. According to the article Early and
17. Motivation Theories Of Motivation And Motivation Essay
Overview of Presentation
What is motivation?
Cognitive theories of Motivation
Forms of Motivation
Motivation Theories
Profile of Motivational Problems
How to Motivate Students
What is Motivation?
Many different theorists have tried to define what is meant by motiviation. Urdan and Schoenfelder (2006) defined Motivation as follows: "Motivation
is a complex part of human psychology and behavior that influences how individuals choose to invest their time, how much energy they exert in any
given task, how they think and feel about the task, and how long they persist at the task" (Urdan, T. & Schoenfelder, E., 2006)
Forms of Motivation
Extrinsic Motivation
Driven by external factors:
Grades
Treats
Stickers
Praise
Intrinsic MotivationDriven by internal factors:
Fun
Interests
Challenges
18. Theories of Motivation
Profiles of Motivational Problems in Students (Stipek, 2002)
Defensive Daniel/ Danica
Pretends to be working but is just playing around
Afraid to try because he/she fears that everyone will know that he/she is "dumb"
One of the worst students in class
Puts his/her energy into preventing teachers and classmates from concluding that he/she lacks ability
The strategies he/she uses to avoid looking dumb prevents him/her from getting smart
Gives teachers impression that he/she is working diligently but just gets the answer from a classmate or from copying from someone else's paper
Wants everyone to notice that he/she isn't trying
Prefers to be known
... Get more on HelpWriting.net ...
19. The Theory Of Motivation And Motivation
Schools of thought in relation to motivation refer to the theories developed by different psychologists to explain motivation in dept. it is crucial to
understand motivation and the factors that cause it since it contributes to achievement of one's goal and desires in life. Therefore, motivation can be
described as the process of enticing an individual through a reward to increase the occurrence of a specified behavior in an organization. Different
factors can be used as motivators in an organization, for example, quality payment, promotion and good interpersonal relationship. Different schools of
thought explain motivation in different perspectives thus, it is important to analyze the theories.
Maslow theory He developed a theory in which he argued that the needs of a person occur in a hierarchical manner starting from the basic and easy
to satisfy to the secondary or advanced needs. The needs are classified in five clusters in the theory, which include physiological needs, security and
safety needs, belongingness need, esteem and self actualization. An individual satisfy the needs from basic to the secondary needs. Physiological needs
at work include the need for heat, base, air and salary. Safety and security needs include the need for work safety, health insurance and job security.
Belongingness need refer to the need for team, coworkers, clients, subordinates and supervisors. Esteem need refer to the need for recognition,
responsibility and high status. It
... Get more on HelpWriting.net ...
20. Theories of Motivation Essay
Theories of Motivation What is motivation? According to text, motivation is defined as a set of factors that activate, direct, and maintain behavior,
usually toward a certain goal. Motivation is the energy that makes us do things: this is a result of our individual needs being satisfied so that we have
inspiration to complete the mission. These needs vary from person to person as everybody has their individual needs to motivate themselves.
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
... Show more content on Helpwriting.net ...
In more simple terms: the higher the arousal the more the dominant response occurs. When biological needs (such as food, water, and oxygen) are
not met, we go into a state of anxiety that enables us to reduce the drive. The purpose of these biological drives is to keep us from harm and alive.
Some examples of these biological drives include hunger, thirst, sleep, and pain. All can act as a motive to change our behavior. For instance, if
you are hungry you can become motivated to eat, and if you are thirsty you can become motivated to drink something. In order to keep our body
alive, we need to satisfy our drives. Our body does this through a biological concept called homeostasis, which simply involves keeping the body in
balance. For example, when you have not eaten for a while your blood sugar level drops, therefore, making you feel hungry. After you eat enough to
satisfy your hunger, your blood sugar rises back up and you no longer feel hungry. Homeostasis allows your body to remain at a sufficient level by
satisfying your hunger at the right time and stopping you from eating more when at a safe level. In comparison to drive–reduction theory, arousal
theory states that we are motivated to uphold a certain level of excitement in order to feel relaxed. Motivation will have an effect on the intensity of
the arousal we encounter. In fact, motivation leads to a state of arousal, depending on the levels of adrenaline produced
... Get more on HelpWriting.net ...
21. Motivation And Management Theory Of Motivation Essay
In order to understand motivation in an organization and how it affects its employees and management we must first understand what exactly
motivation is. Motivation in an organization encourages employees to work efficiently and in the best interest of the company; as the manager of an
organization one should start looking into why or how motivation is established. An organization will not be as successful if their employees are
unmotivated and they will likely have a high turnover rate. This may be especially important in the upcoming years as more and more millennials
begin to enter into the workforce. On average people switch job at least 10–15 times in their life and this trend is will mostly likely increase with
millennials (Doyle). In my ethics class we discussed how kids of my generation will make big changes to the way organizations are run. Millennials
may be motivated differently than the generation X workers. Motivation has continually evolved and now there are different strategies on how to
motivate employees. Frederick Taylor, an engineer who pursued increasing efficiency in organizations, developed the scientific management theory of
motivation. He wanted to be able to figure out the most efficient way to complete a task. He decided to break down tasks into the smallest possible
units (Dininni). He focused on how much work could be done in a certain amount of time. "Taylor 's management theory asserts that organizations
should identify the best way to
... Get more on HelpWriting.net ...
22. Expectancy Theory of Motivation
Expectancy Theory of Motivation In a business, what motivates employees to do their best? One theory that may explain the reasons why some
employees seem more motivated than others is the Expectancy theory of motivation. The Expectancy theory operates under the assumption that
employees will perform well based on self–belief and how much they desire the rewards their actions will render. Three key components and
relationships in this theory determine how motivated an employee will choose to be: expectancy, instrumentality and valence. Expectancy, as it relates
to organizational behavior, is an employee's belief that they can put high levels of effort into a task and accomplish it successfully. An employee's
belief that they can... Show more content on Helpwriting.net ...
There is a low expectancy level for those employees who do not feel they have enough dexterity to perform well with the new production process. To
correct this, Supervisor A can motivate these employees by appealing to their need for growth. The novices can also be partnered up with other
employees that have mastered the process so that they can vicariously learn. Any other activities or explicit forms of training that will help the
employee grow in their self–awareness and confidence would also help to increase productivity. Employees perceive that no matter what level they
perform all the employees will be compensated in the same way, which exhibits a low level of instrumentality. Supervisor A could increase this
level by creating a policy for the compensation and disciplinary actions that the company will take for achievement or failure of accomplishing
company goals. In this policy, employees that meet company goals will be compensated at a lesser level than those that exceed the goal and those
employees that don't meet company goals will be given additional training and disciplinary action if they still fail to meet company goals. This policy
will give the employees a level of control over how they will be compensated which will also increase instrumentality. The way the compensatory
system is structured in the scenario leaves little room for the employees to be highly motivated. The employees feel the
... Get more on HelpWriting.net ...
23. Different Theories of Motivation
Introduction
Motivation is a reason or set or reasons for engaging in a particular behavior, especially human behavior as studied in psychology and
neuropsychology. The reasons may include basic needs (e.g., food, water, shelter) or an object, goal, state of being, or ideal that is desirable, which
may or may not be viewed as "positive," such as seeking a state of being in which pain is absent. The motivation for a behavior may also be attributed to
less–apparent reasons such as altruism or morality.
Advantages of Motivation
A positive motivation philosophy and practice should improve "productivity, quality and service." Motivation helps people to:
пЃ®
achieve goals
пЃ®
gain a positive perspective
пЃ®
create the power to change
пЃ®
build ... Show more content on Helpwriting.net ...
(See also Goal Theory.)In work environments, money is typically viewed as an important goal (having food, clothes etc.) may well be more powerful
than the direct motivation provided by an enjoyable workplace.
Coercion
The most obvious form of motivation is coercion, where the avoidance of pain or other negative consequences has an immediate effect. Extreme use
of coercion is considered slavery. While coercion is considered morally reprehensible in many philosophies, it is widely practiced on prisoners,
students in mandatory schooling, within the nuclear family unit (on children), and in the form of conscription. Critics of modern capitalism charge that
without social safety networks, wage slavery is inevitable. However, many capitalists such as Ayn Rand have been very vocal against coercion
[citation needed]
. Successful coercion sometimes can take priority over other types of motivation. Self–coercion is rarely substantially negative (typically only negative
in the sense that it avoids a positive, such as undergoing an expensive dinner or a period of relaxation), however it is interesting in that it illustrates
how lower levels of motivation may be sometimes tweaked to satisfy higher ones.
Self control
24. The self–control of motivation is increasingly understood as a subset of emotional intelligence; a person may be highly intelligent according to a more
conservative definition (as measured by many intelligence tests), yet
... Get more on HelpWriting.net ...
25. Theories Of Motivation Theories
Motivation in leadership through Achievement Motivation Theory
MM3151 Managerial Leadership
Introduction
Motivation is the willingness to exert high levels of effort towards a goal, provided the effort made also satisfied some individual need. (Keenan K.,
1995, e.g. 60)
Everyone at least once asked themselves: "What I am doing now?", "Where will it bring me?", "How can it help me to reach my target?". These
questions have always accompanied me and help to understand what I want and what is my goal. We have amotivation from the childhood, for
example, to get sweets or toys: every child love candies, chocolates, toys, and parents motivate us by saying: "Study hard, get a high mark and I will
buy you everything ... Show more content on Helpwriting.net ...
(1996). Modern Traits Theories Of Leadership: McClelland's research on motivational traits and leadership. In Managerial Leadership (pp. 172–175).
London; New York : Routledge.
Miner, J. B. (1996). Achievement Motivation Theory: David McClelland. In Organizational behavior 1. Essential theories of motivation and leadership
(pp. 46–58). Armonk, N.Y.: M.E. Sharpe.
Adair, J. E. (2006). Functional Leadership: .................., In Leadership and motivation(pp. ..–..). London ; Philadelphia : Kogan Page.
Keenan, K. (1995). Motivating:. In The management guide to motivating (pp. 46–58). Horsham: Ravette Books.
Whiteley, P. (1995). Motivating:. In Motivation (pp. 46–58). Oxford: Capstone.
Mind Tools Editorial Team. (2015). MindTools: Team management, McClelland's human motivation theory. Retrieved October 30, 2015 from https:/
/www.mindtools.com/pages/article/human–motivation–theory.htm
[David McClelland's motivational needs]. Retrieved October 31, 2015 from: https://managementpocketbooks.files.wordpress.com/2012/11
/david–mcclellands–motivational–needs.jpg
26. Simonton, D. K. (1994). Greatness: Who makes history and why. New York: Guilford
... Get more on HelpWriting.net ...
27. Theories Of Motivation And Motivation
2.2Motivation
Kressler (2003, 1–2) defines motivation as a rationale behind human behavior; anyone who has motives is motivated and has reasons and causes for
their actions and inaction. Rationale to work is generally a combination of necessity to work, to satisfy individual needs and to avoid frustration.
However motivation is highly personal and people react differently to motivational factors. Armstrong (2006, 317) continues that motivation has three
dimension; direction that tells what person is trying to do, effort which explains how hard persons is trying and persistence that clarifies how long
person keeps on trying. Motivation shortly is a goal–directed behavior where actions lead to a valued reward and as Pinder (2008, 11) defines: "Work
motivation is a set of energetic forces that originate both within as well as beyond individual's being to initiate work–related ... Show more content on
Helpwriting.net ...
However not in all organizations employees are responsible of their career development and it might need managerial presence in order to be
achieved. For that rewards like incentives, promotions, praises and appraisals are created. It is how–ever argued whether rewards affect to work
motivation or just the quality of working life since it is commonly agreed that monetary rewards like bonuses or incentives have only short time effect
on human behavior and motivation is a long run matter. Cam–eron&Pierce (2002, 11) even claimed that money or other high rewards can be harmful or
lead to negative motivation if they are frequently used since employees might get used to it and when monetary rewards are being discontinued it can
make them do less and more importantly enjoy less of their doing since there is no reward
... Get more on HelpWriting.net ...
28. Five Motivation Theories
In today 's working stressful environment, motivation is necessary for more productivity. Motivation is considered as force to achieve specific goals.
In an organization a manager or leader should always motivate his/her subordinates to perform work. There are number of motivational theories given
by social scientist. But we will focus on the five main theories which are given below:
Hertzberg's two factor theory
Maslow's hierarchy of needs
Hawthorne effect
Expectancy theory
Three–dimensional theory of attribution
I will explain these theories in detail and how they can be implemented in work environment.
Hertzberg's two factor theory–this theory is also known as dual factor theory or motivation hygiene theory. In 1950, psychologist Frederick Hertzberg
developed motivational theory. After the research among various employees, Hertzberg found that below two factor influence employees satisfaction
and motivation:
Motivational factors: these factors increase satisfaction and motivation among employees. Some of these factors are promotion, recognition of work
and enjoying the work. As I mentioned these factors increase satisfaction and motivation, but their absence does not create dissatisfaction among
employees.
Hygiene factors: In the absence of these factors, employees don't feel motivated and satisfied. Examples of these factors are relationship with managers
and co–workers, salary, benefits, company policies.
Implementation in workplace–for the motivated and satisfied
... Get more on HelpWriting.net ...
29. Herzberg's Motivation Theory
Motivation is one of the internal essentials of life; in other words simply no one can live without motivation. Motivation helps all living organism in
the process of achieving their goals or targets. For example all professional athletes target is to be the best at what they do; one factor that distinguishes
between wanting something and actually reaching it is the stimulus that moves the living organisms to do a certain action in order to reach their target
or goal, which also could be defined as motivation. The second example is about animals where motivation is also an important factor in their lives.
The most probable targets of animals are related to their basic instincts and their basic needs; as a small example of that is food which ... Show more
content on Helpwriting.net ...
Eisenhower's statement "Motivation is getting people to do what you want them to do because they want to do it." (Achim, Dragolea, & Balan, 2013)
Motivation is art; it is also a power that affects people actions. Indeed not every human being can motivate, but also every human being can be
motivated. In performing such a process in a company; it is favorable for the company to know the possibilities and ways of reasoning that would work
for each employee according to their targets and parts of interests; then the company would easily desire more and more from those whom they
managed to motivate, moreover this process will always work in the benefit of both companies and employees. Motivation is one of the most important
things that the human resources department in any company must show a great concern, because through motivation the company could earn more
profit, gain a better reputation, and finally satisfy their own
... Get more on HelpWriting.net ...
30. The Different Theories of Motivation
Without motivation, a person might never get out of bed because for the average person, motivation is behind every single action. For psychologists,
motivation means much more than that, too, as it is important to understand human motivation to understand human behavior. Motivation can be
studied from a variety of psychological schools of thought including behaviorism, cognition, psychoanalysis, humanism, and cognitive–behavioral
theory. There are many theories of motivation that can help psychologists to understand how motivation works, why we have it, and how to
manipulate it in order to create a desired behavioral change. Motivation theories can be applied to any field or area of psychology including marketing.
One theory of motivation is the humanistic psychology theory of motivation, which is loosely based around Maslow's hierarchy of needs (Cherry,
n.d.). A humanistic theory of motivation simply suggests that people are motivated to fulfill their most basic needs such as survival, safety, love, or
approval. A person can also be motivated by loftier factors such as the drive to achieve enlightenment. Regardless, the humanistic theory of motivation
can explain some of the deeper issues guiding the decisions people make.
Another theory of motivation is the arousal theory. Arousal theory suggests that motivation is related to arousal, which is related to stimulation. A
person will be motivated to do something they like to be positively aroused, or be motivated to avoid
... Get more on HelpWriting.net ...
31. Hertzberg's Theory Of Motivation
Table of Contents
What is called motivation?2
Hertzberg's Two–Factor Theory2
GET MOVING5
MAKING TIME FOR FUN AND RELAXATION5
NATURE6
ENJOYABLE PASSTIMESS6
YOGA6
Biological Factors7
Other Determinants of personality7
CASE QUESTIONS8
SECTION C9
References12
A1,
What is called motivation?
Motivation can be defined as the process that initiates guide and maintains goof oriented behavior. And also Motivation can be said as an inspiring
process which makes the members of the team to pull their weight effec¬tively to give their loyalty to the group, to carry out the tasks properly that
they have accepted, and generally to play an effective part in the job that the group has accepted.
Motivation is like getting a glass of water to ... Show more content on Helpwriting.net ...
(/5–psychological–theories–motivation–increase–productivity/, n.d.)
Maslow theory
In Maslow theory there are five factors that he uses to identify this.
Physiological needs. These are the needs which people cannot live without. So these needs are important in motivation. People go to job in order to
full fill these needs. Physiological needs includes water, food, shelter etc.
Safety needs. Safety needs are the needs which people want for their own. Example in jobs people have to have safety in job. When management
32. changes employees will be fired from the job. But if an employee get a contract then he/she has the safety of job that they won't be fired even if the
management changes.
Belongingness need. These needs are also important. If a person goes to work he/she should get the feeling of being belonged by others. An
organization should make an employee feel that they are wanted by the organization.
Esteem needs. Esteem needs are the love, respect that you get from others. For example appreciation of work can be esteem needs. Esteem needs are
the needs of being recognized by
... Get more on HelpWriting.net ...
33. Motivation Theories And Motivation Of Employee Motivation...
In organizations all across the world you will find management working diligently to enhance or maintain productivity. There are many things that can
affect productivity, some that are within our control and some that are not. Employee motivation is something that can directly affect an organizations
production. It is no secret that un–motivated employees equates to un–productive workers, but how can we combat this? In order to better understand
this concept we will look at the definition of employee motivation, some of the motivation theories and some motivation techniques that could be useful
in our organizations.
What is employee motivation?
Motivation is a word used quite often in many different scenarios, at work, home, the gym as well as other places. In order to explore employee
motivation, let us first define the term. According to Spector (2012), "motivation is generally defined as an internal state that induces a person to
engage in particular behaviors" (p.194). This seems to be some sort of internal pressure that helps propel us forward in whatever endeavor we might
be undertaking at the time. As with any topic that has been repetitively researched over the years, the word motivation has been defined in many
different ways. In 1981 Kleinginna and Kleinginna documented 140 different definitions of the word. For the purpose of this research we will be
focusing on work or employee motivation. A very good definition of this concept was developed in 1981by a professor
... Get more on HelpWriting.net ...
34. Notes On Motivation Theory And Motivation
Chapter 2: Literature review
2.1. Motivation theory
Types of motivation
According to Pritchard and Ashwood (2008: 6), motivation is the process used to allocate energy to maximize the satisfaction of needs. It requires that
one have a reason to do something. Well–know researchers in this area Ryan and Deci (2010) believe that a person, who feels no drive or inspiration to
act, can therefore be characterized as unmotivated, while someone who is energized toward a goal can be defined as motivated. People may also
experience differing levels and types of motivation based on their individual backgrounds, which means that they vary not only in their amount of
motivation, but also in the trend of that motivation (Ryan and Deci, 2000). Different things motivate people who come from different social, cultural,
economic and/or financial backgrounds, or who have received different education. An employee's motives, socio–economic background and value
system will have an effect on how they work, as well as influence the outcome of their performance (Wyk and Erasmus, 2003: 315).
Many researchers have worked in the field of motivation over the years, and developed different theories. Maslow 's 'Hierarchy of needs' theory
proposes that an individual's most basic needs must be met before they will develop higher level desires (Goble, 1970). Maslow created the term
'metamotivation' to explain the motivations of those people, which go beyond the extent of their basic needs and instead
... Get more on HelpWriting.net ...
35. Expectancy Theory of Motivation
Expectancy Theory of Motivation,
an approach to improving performance.
Mark R. Mattox
Western Governors University
Expectancy Theory of Motivation
"Expectancy Theory –
A theory that says that the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a
given outcome and on the attractiveness of that outcome to the individual."
(Judge 07/2012, p. 224)
Explanation of the Three Components and Relationships
of the Expectancy Theory of Motivation
The three components of Expectancy Theory of Motivation are expectancy, instrumentality, and valence.
1 Expectancy:
Expectancy is related to the amount of effort that an ... Show more content on Helpwriting.net ...
(Judge 07/2012, p. 224)
36. Application of Expectancy Theory of Motivation to the Given Work Scenario
Effort–Performance Relationship:
Some of the employees have said that they cannot be successful with the new process because it requires more dexterity than they believe that they
are capable of. These employees are needing to have an increase in the expectancy component of the Expectancy Theory of Motivation. They need to
be shown that they are able to improve task performance. These employees need to be retrained on the new process, so that they can have the
confidence that they are able to utilize the new process. The employees in this category need to be shown that an increase in effort will equate to an
increase in performance.
Performance–Reward Relationship:
Some of the employees who do not have difficulty with the process feel that it is not worth putting in the extra effort to reach the new production
goals. There is usually no difference in salary increases among those who meet department goals and those who fall short of the goals. In this case
these workers are needing to have a change in their compensation to create a stronger correlation between meeting department goals and salary
increase. These employees would generally increase their effort, if there was a distinctive
... Get more on HelpWriting.net ...
37. Different Theories Of Motivation
Motivation Theories [300]
Motivational theories are attempted to explain the way of employee effort is generated, in this they are different types of motivational theories which is
perform the effective result of the organization development with the employee individual behavior. Different types of motivational theories are named
as goal setting, social learning and equity theories.
Goal setting theory: This is an essential part of the cognitive motivational theory, it is plays a key role in themotivation aspect and it can be completes
the goals performance in effective manner. Motivation theory proposes that goals can be analyze employee effort, work attention, the persistence
increased by the employee and strategies used to accomplish tasks. The term of goal has been influence an employee individual behavioral intentions
they are distinct in the cognitive representations of goals. Theory of goal setting is likely to perform best supported theory of work motivation aspects
also it is the most best supported management theory in the overall given theories. Based on organizational behavior the employee individual goal
setting factor is become a most important aspect of several human resource development programs, and is to motivate the participants to achieve the
goals (Werner & ... Show more content on Helpwriting.net ...
The analyst proposed that the theory outcome and self value expectations are gives affective performance to the individuals. In this the self value
outcome is defined as management judgments of performing their capabilities to lead and complete activities of actions that are required to attain
elected individual performances. Another expectation of outcome is represents an employee confidence that would performs in the given individual
behavior of the employee and it will organize to give an effective
... Get more on HelpWriting.net ...
38. Basic Theories Of Motivation
The term motivation is derived from the Latin word movere, meaning "to move." Basically motivation is a force which is acting on or within a person
that cause the arousal, direction, and persistence of any goal. Motivation theory is thus concerned with the processes that explain why and how human
behavior is activated.
Motivation is an intrinsic phenomenon that is affected by four factors: Situation (environment and external stimulus), temperament (internal state), goal
(purpose of behavior and attitude) and tool (to reach the target). People are motivated for achieving to the goals, necessities and instincts. Academic
achievement has a special importance for students. With this motivation, they are motivated enough for successful completion ... Show more content on
Helpwriting.net ...
It is also called as "intrinsic motivation". This theory regard that motivation is the product of internal drives that compel an individual to act or move
toward the satisfaction of their needs. Major content theories of motivation are Maslow's hierarchy of needs, Alderfer's ERG theory, Herzberg's
motivator–hygiene theory, and McClelland's learned needs or three–need theory.
Process (or cognitive) theories of motivation focus on conscious human decision. The process theories are concerned with determining how individual
behavior is energized, directed, and maintained in the specifically willed and self–directed human cognitive processes. Process theories of motivation
are based on early cognitive theories, which posit that behavior is the result of conscious decision–making processes, which is also known as "extrinsic
motivation". The major process theories of motivation are expectancy theory, equity theory, goal–setting theory, and reinforcement theory.
The basic principle of motivation is based on ability. According to it, any task cannot be done successfully until and unless the person, who has chosen
it, has an enough ability to perform it well and he should be eager to achieve
... Get more on HelpWriting.net ...
39. Motivation Theories
"Motivation is the will and desire that a person has to engage in a particular behaviour or perform a particular task" (Lawley & King, P269). In life
motivation will be needed to enhance the workforce in various ways, many organisations will use motivation to increase the percentage yield of an
individual or to make an individual feel a part of the business or organisation. Incentives have a huge influence on behaviourist & extrinsic approach. In
addition other aspects; humanist theorist, intrinsic approach, Taylorism and Fordism have a part in perception ofmotivation.
The first theory is incentive theory which suggests people are motivated to do things because of external rewards after an action is preformed which is
linked to ... Show more content on Helpwriting.net ...
Both of these can be seen at such content by Maslow (1943). In regards to pay which is extrinsic, plus linked to Taylorism. Taylor based his views
on motivation on the conjecture of homo economics by believing people are just motivated by pay and economic alone, he based this on his
principles were he used a scientific method to study work and determine the most efficient way to perform specific tasks, he match workers to
their jobs based on capabilities plus incentives, and trained them to work at maximum efficiency by monitoring worker performance by
supervising to ensure that they're using the most efficient ways of working. This allows workers to work while managers allocate training, so
workers work effectively. Taylor felt that workers should get a fair day's pay for a fair day's work, and that pay should be linked to the amount
produced. Workers who did not deliver would be paid less. Vice versa workers who exceeded the target would be paid more.
Taylorism can be linked to Fordism in relation to pay. Henry Ford introduced the $5 rather than piece rate, this came with wholesale mechanization and
rationalization and exceedingly controlled operational conditions (Lawley & King) workers disliked
... Get more on HelpWriting.net ...
40. What Are The Theories Of Motivation?
Opening
Motivation can be defined in many ways. In the oxford dictionary Motivation is explained as a reason or reasons for acting or behaving in a
particular way. There are so many ways of motivating people as I have discovered by all the motivation theories that have been thought by people all
over the world. Some of the theories are very different to each other as lots of people have different opinions. For manager it is so important they
understand how motivation works as they want to get the best work out of their employees. If the managers can't motivate their employees there work
commitment will not be great and this could have very bad effects for the business. The two theories that I will discuss are the reversal theory and the
vrooms ... Show more content on Helpwriting.net ...
Vroom's expectancy theory assumes that behavior results from conscious choices among alternatives whose purpose it is to maximize pleasure and to
minimize pain.(www.yourcoach.be) An expectancy theory is a process theory which argues that individual motivation depends on the valence of
outcomes, the expectancy that effort will lead to good performance and the instrumentality of performance in producing valued outcomes.
(A.Buchanan, p. 251). Vroom suggested that individual, acting through self–interest adopt courses of action perceived as maximizing the probability of
desirable outcomes for themselves. (Robert G. Isaac p212). Vroom based his theory on three main variable which Valence, instrumentality, and
Expectancy. It can also be known as the VIE theory which stands for Valence, instrumentality, and expectancy.
Valence: This the importance the person places on the expected outcome. For example, if a person is motivated by enjoying their job and having good
job satisfaction they may not be motivated by extra money to move job.
Instrumentality: This is based on a belief if a person performs very well in their job a valued outcome will be received. For example, if I sell a certain
number of computers my employee may give me a bonus as a
... Get more on HelpWriting.net ...
41. Motivation Theory : Motivation And Motivation
Jonathan Valdez
Professor Jones
Psychology
April 28 2016
Motivation Theories Having motivation to do something is very important. Motivation plays a huge roll in everyone's life, even If someone has very
little motivation. There are several types of motivation such as Instinct and drive motivation. These two motivations are quite similar, but different at
the same time. I will compare and contrast both of these types of motivation and what I think about them. These motivations are very important to your
life and can determine an outcome of your life. To begin, Instinct motivation is a type of motivation that urges you to do something because it's a
natural feel that comes within you. Instinct motivation is a spontaneous pattern of behavior. Psychiatrist such as Sigmund Freud suggested that human
behavior is driven by life and death instincts. Another thing about instinct motivation is that it involves your environment. Your environment plays a
huge role on the decision you make when it comes to life or death situations. Instinct motivation is composed to three things. For example William
McDougall says, "Instincts are composed of three parts: perception, behavior and emotion." This means that all of those three components make a part
of your decision making towards the motivation to do something. So if you have an impression of something and your instinct motivates you to do
something you are likely to do what you feel is right. William used a good example on when
... Get more on HelpWriting.net ...
42. Motivation Theory, And Theory Y
Shilan Shah
Professor Khoury
MGT 201–04: Management Principles
5 December 2014
Motivation Paper
Motivation acts a force to energize and direct behavior in the workplace (Myers 329) so that employees perform tasks to a high degree. It is
motivation that retains employees in a company because improper motivation acts as a deterrent to productivity and joy. Whether physiological,
emotional, or incentive based, motivation affects our lives everyday and induces our natural drive to thrive and succeed. Many psychological theories
explain the different ways employees may become motivated, such as Maslow's hierarchy of needs, Herzberg's two factor theory, and theory Y, based
on how appealing a stimuli may be to an employee's needs.
A successful company only exists if its employees are properly motivated. However, finding the right types of motivation proves to be difficult
considering the variety of employees within the company. While one employee may appreciate vacation time, another may feel he is not properly
motivated to do more for the company. One employee may crave recognition, while another finds solace in completing their work without any applause.
Also, in terms of incentives, it would be hard to distinguish employees who work intrinsically to perform quality work from those who work
extrinsically for the reward. Too much of a stimuli leads to habituation and employees may ultimately become demotivated (Myers 340). Without
motivation, however, employees
... Get more on HelpWriting.net ...
43. Theories of Motivation Essay
Theories of Motivation
According to Greenberg (1999) motivation is defined "as a process of arousing, directing and maintaining behaviour towards a goal." Where
В‘directing' refers to the selection of a particular behaviour; and В‘maintenance' refers to the inclination to behave with consistency in that manner until
the desired outcome is met.
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 ... Show more content on Helpwriting.net ...
Pleasant working conditions and annual recognition of the В‘Best salesman of the year' and В‘Best employee of the year', also enticed productivity
and motivation.
On the other hand В‘Extrinsic' motivation is related to tangible rewards such as salary, fringe benefits, job security, promotions and conditions of work.
(Mullins, 2002:P490). Therefore extrinsically motivated behaviours are those carried out to achieve some tangible rewards or compensation.
Once again my employers excelled in designing an ideal incentive system, in their effort towards employee motivation. They already offered very
competitive wages, of course on the belief that the more positive the reward the more likely the employee will be highly motivated and the better the
performance (Vroom, 1964). They later introduced a perpetual cash bonus scheme for the junior staff, where every year instead of bonuses being paid
out, they would be retained in the company's employee fund. A bonus was typically a third of their net salary and with every completed year of
service their bonuses would grow.
However if the employees engaged in activities detrimental to the organisations operations, such as pilfering, they would thus loose their accumulated
bonus. This proved very effective in not only retaining employees but also motivating them to work towards and within the organisational parameters at
maximum productivity. It also encouraged a sense of belonging and loyalty to the organisation.
45. Four Theories Of Motivation
Over the past years different theories on motivation have been developed. These theories reach different conclusions on what motivate employees in
their workplace. Job satisfaction, motivation, and reward systems are included in one area of organizational theory. A review of the classical literature on
motivation reveals four major theory areas:
1.Maslow's Hierarchy of Needs;
2.Herzberg's Motivation/Hygiene (two factor) Theory;
3.McGregor's X Y Theories; and
4.McClelland's Need for Assessment Theory.
Maslow states that people are motivated by unmet needs which are in a hierarchical order that prevents people from being motivated by a need area
unless all lower level needs have been met. Herzberg states that satisfaction and dissatisfaction ... Show more content on Helpwriting.net ...
Our company organizes different activities which create a sense of community via team–based projects and social events during the year for the
employees. Such as seminar 'Employee engagement Workshop' every year. It would be held outside the organization premises with the aim to continue
building team work among our employees. Moreover our department every now and then organize a night out so we can meet in a more social and
friendly atmosphere environment where we can get to know each other better and build a friendly relationship.
When a good social network is in place, the employee then looks for a feeling of self–esteem. When an employee do a good job it is very important
that it would be noticed, given a positive feedback and if necessary give also reward. In our company used to send e–mails and also fix papers on
notice board to say thank you and also to inform the employees with the success of the organization as the management believe that the success of the
whole organization achieved is due to the contribution of each and every employee. In this way the employees feel that their work is appreciated and
... Get more on HelpWriting.net ...
46. Motivation Theories
The four motivation theories are Biological theory, Psychosocial theory of motivation, Biopsychosocial, and Achievement theory. Everyone has their
own motivation in life for continuing education, and career choices. Each person also has Intrinsic and Extrinsic motivators. Intrinsic is an internal
motivation for self satisfaction. Extrinsic is an external motivation, or reward for a person's accomplishment.
Motivation Theories:
Linda was motivated to go back to school because she wanted an education that would help to further her in her career, or help her to move on to
another one. Linda worked her way up in her field and found that people with a degree were earning more for the same position than she has. It is well
known that in ... Show more content on Helpwriting.net ...
Her gourmet meal was ramen noodles. Not being happy at home affected her grades and her social life. She wants to ensure that her daughter does not
go through this as well. Jamie believes the Psychosocial Theories incentive theory would best fit with her motivation. Incentive Theory explains how
one is motivated to reach something they want or to elude something that they don't. In this case Jamie does not want her daughter to grow up in the
same lifestyle that she did. She wants' her to grow up in a safe environment.
Intrinsic and Extrinsic Motivators:
Intrinsic motivation refers to motivation that comes from inside an individual rather than from any external or outside rewards (Carpenter, Visualizing
Psychology). Extrinsic motivations can change something pleasurable into work (Carpenter, Visualizing Psychology). Extrinsic motivations are often
the motivator to do an action even though it is not always something you want to do. Linda wants to receive a high grade, so this would be the
intrinsic motivation for her. Her extrinsic motivation is when she has worked hard and receives a high grade. It is the reward she receives for her hard
work. It gives her a sense of accomplishment, and motivates her to continue to work hard.
Audra's intrinsic motivation is the satisfaction of a job well done. When a wedding goes well and the bride and groom are happy she feels a sense
... Get more on HelpWriting.net ...
47. Mitchell's Motivation Theory
Motivation
Introduction
Mitchell (1982, p.82) describes motivation as "the degree to which an individual wants and chooses to engage in certain specified behaviours". Hence,
in general, behaviour is determined by certain motives, thus, Vroom and Deci (1992, p.33) considered motivation "as the causes of our behaviour".
Moreover, according to Mullins (2013, p.245) motivation is concerned with question "why do people do what they do?", because motivation is an
inner driving force which leads to particular action to achieve some aim and fulfil some need. In other words, Chartered Management Institute (cited in
Mullins, 2013, p.246) observes that, "the aim of management is to give people what they really want most from work".
Motivation is a complex subject and traditionally has been cast as an individual phenomenon, because, the uniqueness of each individual is a reflection
of different needs, values, attitudes and goals. In that case, Mitchell (1982, p.81) assumes that all of the main motivational theories allow in one way or
another for uniqueness to be demonstrated. Furthermore, different theories of motivation purpose different reasons but almost all of them emphasise
an individual and intentional choice of behaviour analysis. As a consequence, Handy (1999, p.29) stresses that if individual behaviour could be
analysed and understood, then the individual motives could be predicted and could be influenced. However, no certain formula exists. On the other
hand, even the
... Get more on HelpWriting.net ...