Motivation theories

Introduction Motivation is the force that drives people into action and encourages them into exerting more effort towards carrying out something. Motivated employees feel more comfortable and will have feelings of  happiness  and fulfillment. Besides, motivated workers tend to produce quality results, and are more  productive  than their counterparts are.Advertising We will write a custom essay sample on Motivation theories specifically for you for only $16.05 $11/page Learn More Different factors exist that can  determine  how an  individual  is motivated; for instance, everyone has basic needs like; food and  shelter  which can be catered for by pay. However, other diverse motivators exist that  stimulate  people into action. A creative environment can  encourage  motivation especially in  design  where a high level of  creativity  is critical. Some workers will do well  given  the problem solving nature of thei r jobs and  support  initiative  against challenges. Besides, creative staff will find the diverse nature of their  occupation  encouraging because they have the opportunity to  try  special  responsibilities. Theories of Motivation – Elton Mayo According to Elton Mayo, employees are not only motivated by  pay, but could also be highly motivated if their social needs are fulfillment especially when they are at the workplace (Sheldrake, 2003). Mayo introduced a new way of looking at employees and argued that managers and supervisors need to have an interest in employees. This involves valuing their opinions and treating them in a worthwhile  manner  by recognizing that they take pride in inter-personal interactions. While coming up with the theory, Mayo experimented at the Western Electric Hawthorne  factory  in Chicago. He separated two groups of women employees and viewed the  outcome  to  productivity  intensity  in varying environments l ike working conditions and lighting. Contrary to his expectations, he  was surprised  to note the  productivity  of the employees improved or remained constant even with varying lighting and other working conditions. He then concluded that employees  are highly motivated  by  various  factors. Among his top picks are better communication between employees and their managers. When employees feel there exists  consultation  on their roles and responsibilities with the managers, they tend to perform  better  also if given the  chance  to give feedback. The second  factor  he discovered was the fact that employees responded  very  well to increased  manager  participation in their working lives. Besides the two, Mayo also identified teamwork as a motivator in working environments. He stated that corporate and businesses should  reorganize  to  encourage  teamwork, which is a  theory  that closely links to paternalistic management styl e.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Abraham Maslow In the 1950’s, Abraham Maslow with Frederick Herzberg came up with the neo-human  relations  school. According to Montana and Charnov (2008), â€Å"The  school  focused on employees’  psychological  needs† (p. 408). In his theory, Maslow illustrates five stages in human needs that workers need to fulfill at the workplace. Maslow then structured the needs into a hierarchy. When a  lower  need  is fulfilled  that an employee  will be motivated  to the next  stage  or  need. For instance, a person threatened by hunger will have a  great  motivation  to  achieve  a  basic  wage  to  satisfy  the need to eat by buying food.  in  this sense, the person will have less  motivation  towards getting a  formal  or secure employment. At the bottom, of Mas low’s hierarchy of needs, physiological needs are the lowest and the most basic; this involves the basic needs of humans, which he argued must be satisfied to sustain life. After the physiological needs  are satisfied, attention now shifts towards safety. In a job environment, this could  mean  the workers  are motivated  to such things like living in a safe area, secure  job  and medical insurance as well as saving for the future. Mackay (2007) noted that â€Å"If employees feel there is not enough  security  provided by their jobs, higher needs will remain unattended† (p.281). Social needs are third in the hierarchy. Maslow’s theory explains that once the lower levels  are satisfied, social needs become a motivator as people  have  other needs for friends or the need to  belong. Esteem needs  come  after employees feeling the need to be recognized and  build  their reputation. At the peak of the hierarchy, Maslow describes th at this is where people  pursue  the need to self -actualize. However, Montana and Charnov (2008) state that â€Å"Maslow’s theory stipulates that  need  to self- actualize is not fully realized as people are constantly pursuing changing endeavors† (p.191). The needs here  are  mostly  related  to  truth,  justice  and  meaning. Theories’  application  in  creative  technology In creative businesses, such as website design, businesses should strive towards giving incentives that meet the needs of the staff to  motivate  them to  progress  up the  hierarchy. Advertising We will write a custom essay sample on Motivation theories specifically for you for only $16.05 $11/page Learn More Furthermore, Maslow’s  theory  dictates that, it is  essential  for managers to realize that workers respond differently to different incentives to increase output. Besides, all workers progress u p the  hierarchy  at different paces. According to Mayo’s theory, creative employees should be encouraged to work in teams. Sheldrake (2003) found out that â€Å"creativity seems to be strengthened by teamwork† (p.122). Motivation Theory in marketing When applying motivation theories in marketing, few changes are  necessary. As explained by O’Neil and Drillings (1994) â€Å"different  employees in different departments  will be motivated  by different incentives† (p.233). In the marketing of merchandise, high levels of motivation  are required  from the staff. A  good  salary  package and attractive benefits attracted from the sales will be  necessary  in  ensuring maximum  productivity  is reached. On the contrary, employees in creative fields require a  serene  working environment among other incentives to maximize on productivity. Motivation tools and techniques Pleasure  technique  is one of the oldest. The too l ensures a  pleasurable  reward for productivity and in turn creates motivation in employees to become more productive, besides when employees feel that their efforts  are being rewarded  they will tend to produce more and more. According to Daft and Lane (2007) â€Å"performance incentives play a key role in ensuring high levels of motivation† (p. 102).  It works  best  by creating an appeal to people’s selfishness, and by giving employees an opportunity to earn more,  you  as an employer will  earn  more.   In addition, setting deadlines will help achieve more as workers will tend to  realize  more  productivity  and are able to concentrate  more  when nearing a deadline. This can be achieved by creation of smaller deadlines that lead to a bigger result. It is important for managers  to  encourage  team spirit and create an  environment  of teamwork. Mackay (2007) noted that â€Å"when people work in a  team  they tend to be more effective† (p. 253) and besides, they  don’t  want to  pull  others down by not putting enough effort.  Encouraging  creativity  is  very  essential, as employees feel more comfortable within an optimistic environment.  The last tool for effective  motivation  is communication. Managers should  uphold  open channels of communication. This enables one to fix the problems as soon as they arise and it creates a better working  environment.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Conclusion It is  important  for every business to take note of the  theory  to  implement. Depending on its  line  of trade, various incentives may be given to employees to maximize production. References List Daft, R. L., Lane, P. G. (2007).The leadership experience. Florence, KY: Cengage Learning Mackay, A. (2007). Motivation, Ability and Confidence Building in People. London: Taylor Francis Montana, P. J., Charnov, B. H. (2008).Management. Hauppauge, NY: Barron’s Educational Series O’Neil, H. F., Drillings, M. (1994).Motivation: Theory and Research.New York, NY: Routledge Sheldrake, J. (2003).Management theory. Florence, KY: Cengage Learning This essay on Motivation theories was written and submitted by user Terrell Huber to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here. Motivation Theories Maslow’s Hierarchy of Needs and real business  firm  example Abraham Maslow was one of the humanistic psychologists who were instrumental in delivering management and educational fields through useful descriptions of human needs. Such needs became known during revolutionary time of hierarchy of needs (Buchanan and Huczynski 2010, p.10). He believed that people couldn’t be healthy and well adjusted unless all of their basic needs were met. The Maslow’s aim was to motivate employee through the provision of basic needs so that they could become functional in the society.Advertising We will write a custom essay sample on Motivation Theories specifically for you for only $16.05 $11/page Learn More As a result, Maslow identified five types of basic needs and ranked them from the lowest or the most basic need upwards to those less basic. He believed that all the needs were not aroused at once, but rather triggered gradually. He stated t hat, once the most basic was satisfied, the next need became necessary to satisfy (Stephens and Gary 1998, p.61). The constituencies of the Maslow’s hierarchy of needs include self-actualization, safety and physiological needs, esteem and, of course, social needs. Physiological needs, which are at the lowest level in the hierarchy, are responsible for satisfying the most fundamental biological drivers (Montana and Charnov 2008, p.19). Such needs include food, water, shelter, and air. In most companies, it is necessary to ensure that employees’ psychological or basic needs are met. For instance, most companies pay employees a living wage to exchange it for food and shelter. However, this is not the only way companies satisfy employee psychological needs. For instance, at Hershey foods and southern California Edison employees normally get coffee or tea break and other resting opportunities. In addition, to ensure that employees are healthy, companies provide exercise fac ilities for them. In real life businesses, companies like Hershey foods, and southern California Edison, employees who live healthy get an award of insurance rebates. On the other hand, those who are at high risk of illness have their premium raised. As a result, insurance burden is not only well distributed to encourage people to live healthy lives, but also as an incentive encouraging them to embrace health. Safety needs arise once the psychological needs have been satisfied. This is about the need to live in an environment that is both, psychologically and physically safe and secure. Organizations have in many ways work to ensure that employee safety exists (Pride Hughes and Kapoor 2011, p.88). For instance, at Hershey foods and southern California Edison shop workers get maximum protection from environmental hazards through wearing hard hats and goggles. For office workers, attempts to release them from eyestrain and back pains, the companies provide well designed computer monit ors, chairs, and desks exist. Currently, most organizations show enormous interest in ensuring protection and employees’ safety. Although the government dictates most of the safety practices, it is worth nothing that employees recognize the motivational benefits associated with safe working environments.Advertising Looking for essay on rhetoric? Let's see if we can help you! Get your first paper with 15% OFF Learn More Social needs come into light once the psychological and safety needs are satisfied. These refer to the need of linking and getting acceptance from others (Miller, Vandome and John 2010, p.99). As human beings, we need acceptance from other people surrounding us. Companies such as Hershey foods and southern California Edison provides health club facilities for its employees. This is alongside keeps its employees healthy, which is essential. Esteem needs come ones the psychological, safety, and social needs are satisfied. This is due to the fact tha t we do not only need to create social links with others, but instead, we need to gain their approval and respect. Esteem needs refer to desire for achievement of success and recognition by others. For instance, in companies such as Hershey foods and southern California Edison, senior employees reserved parking spots exists. This acts as a way of recognizing or honoring senior employees. As a result, this promotes esteem of the senior employees within the organization. In addition, Hershey foods and southern California Edison recognizes best practices of their employees by awarding bonuses. Self-actualization needs arise once all lower order level needs are met. This is so because employees will aim at becoming whatever they are capable of being. Once they attain self-actualization level, they are able to perform at their best and become valuable assets to the organization. As a result, most companies pave the way to employees to attain self-actualization by meeting the lower needs. For instance, at Hershey foods, and southern California Edison, most of the lower needs of employees have favorable conditions for their achievement to pave the way for employee attaining self-actualization and ensure maximum production. Pros and Cons One of the main pros associated with the theory is that it provides a perfect guideline regarding the needs that employees are motivated to achieve. As a result, most companies have implemented this theory through practice thus enabling employees to be successful (Orcena 1995, p.87). This has made the theory popular among most organizational practitioners. On the other hand, the main con associated with the theory is that, it states that there are five needs, activated in a certain order. This is not true because, to some people some of the issue regarded by Maslow as psychological needs may not be so to them. Some individuals may decide to satisfy social needs even before safety needs based on their conditions.Advertising We wil l write a custom essay sample on Motivation Theories specifically for you for only $16.05 $11/page Learn More Motivation: ERG Theory (Clayton Alderfer) and Real Life  Business  Example Alderfer presented the ERG theory in 1969 with an attempt to improve the Maslow’s hierarchy of needs through allowing flexibility of movement between needs (Milliken 1998, p.63). The theory was due to the reduced number of needs levels and allowance for needs variation depending on individuals. In addition, he gave an allowance for the simultaneous pursuing of needs. He divided the needs into three categories. Such categories included; existence, relatedness, and growth needs. Existence needs involve combination of psychological and safety needs. Under existence needs, some of the needs identified include, food, shelter, and clothing (Koont 1990, p.101). Relatedness needs include social and external esteem needs, such as coworkers, friends, and family involvement. G rowth needs refer to the internal esteem and the self-actualization needs. These are the most abstract needs because they do not involve physical aspects. Such needs include the desire to be productive or creative. Maslow interpreted his theory stating that it was aimed at satisfying needs, and as a result, ensured employee motivation. Alderfer stated that all categories of needs are paramount, as they are satisfied. According to Alderfer, there is no hierarchy of needs. He states that all needs are equally valuable and once they are satisfied, employees become motivated to work or become creative (Robinson 2003, p.155). As a result, the aspect of need frustration becomes eliminated because concentration of needs at some level acts as a motivator at some point in time. He stated that, when an individual gets a motivation to satisfy high-level needs, but faces difficulties, then an individual is free to satisfy low level needs first (Robbins, 2009, p.200). Based on this theory, emplo yees at Hershey foods and southern California Edison have an opportunity to move in and out of the various levels. This depends on the extent to which needs of employees should be met. As a result, most of the management students claim that this theory is logical and similar to most of the worldviews. At Hershey food, and southern California Edison, employees are capable of placing emphasis on a single category of needs that one considers necessary at that moment. According to Alderfer, he recommended needs to be met simultaneously, without a certain order. For instance, a starving artist may emphasize abundantly in art creation, which represents growth needs than on existence need such as shelter and clothing (Jones, George and Hill 2000, p.5).Advertising Looking for essay on rhetoric? Let's see if we can help you! Get your first paper with 15% OFF Learn More In addition, an employee who aims at increasing responsibility through promotion may work towards satisfying all needs by increasing pay hence representing existence needs. In addition, he will work towards the development of a large social network by promoting relatedness. As a result, he will ensure an increase in self-esteem hence promoting growth of needs. According to this theory, frustration arises due to regression through the needs levels. This arises in most case where most of the lower needs levels are not met (Wallace and Szilagyi 1982, p.109). There are some exceptions for frustration regression. First exception arises due to failure to fulfill most of the existence needs. The second exemption arises due to much fulfillment of growth needs leading to much growth needs. Pros and Cons The most common pro associated with this theory is that, unlike in the Maslow’s hierarchy of needs, the individuals has an opportunity to satisfy needs depending on their choice. The f act that needs are not organized in a hierarchy enables an individual to satisfy what he thinks are necessary thus avoiding frustration (McKenna 2000, p.57). On the other hand, the main con associated with this theory is that, needs should be satisfied systematically to avoid prioritization of issues that may not be much essential in life. In addition, the use of this theory may not promote the progress since things do not happen systematically. My Own Opinion on the Theories It is worth nothing that motivation is one of the essential elements in organizations. This is an element affected by an individual’s background and attitudes and related external factors (Hill and Jones 2007, p.7). As stated in the theories, most of the researchers focus on limited variables in its applications. In my opinion, although Abraham Maslow hierarchy of needs is appealing there are recent emerging theories that focus on appropriate contexts. In addition, it is worth nothing that it is not enou gh to state that employee are motivated through satisfaction of needs. Instead, it is essential for the manager of an organization to understand the diversity of employees operating. To ensure that employees are motivated, it is necessary to understand them critically so that a manager does not only work on satisfaction of needs in a systematic manner (Hill and Jones 2004, p.76). In my option regarding Alderfer theory of needs, it is a brilliant idea that needs do not have to be satisfied in a systematic manner. However, it is essential to satisfy needs that are most essential in life other than satisfying those that one can do well in their absence. Reference List Buchanan, D.A Huczynski, A. A. 2010. Organizational Behavior seventh edition. Pearson: New York. Hill, C.W. L. Jones, G. R. 2004. Cases in strategic management. Houghton Mifflin Co: New York. Hill, C.W.L. Jones, G. R. 2007. Strategic Management: An Integrated Approach. Cengage Learning: New York. Jones, G.R., George, J .M. Hill C.W.L. 2000. Contemporary management. Irwin/McGraw-Hill: Pennsylvania. Koont, Z. 1990. Essentials of Management. Tata McGraw-Hill Education: San Francisco. McKenna, E.F. 2000. Business psychology and organisational behavior. Psychology Press: London. Miller, F.P., Vandome, A.F. John, M. 2010. Maslow’s Hierarchy of Needs. VDM Verlag: New York. Milliken, M.E. 1998. Understanding human behavior: a guide for health care providers. Cengage Learning: New York. Montana, P. J. Charnov, B.H. 2008. Management. Barron’s Educational Series Publishers: New York. Orcena, J.E. 1995. Maslow’s hierarchy of needs: gender differences in motivation. Ohio State University: Ohio. Pride, W.M., Hughes, R.J. Kapoor, J.R. 2011. Business. Cengage Learning: San Francisco. Robbins, S. P. 2009. Organisational behaviour: global and Southern African perspectives. Pearson: Johannesburg. Robinson, J. 2003. Organizational Behaviour. Pearson: New York. Stephens, D.C. Gary, H. 1998. M aslow on management. John Wiley: London. Wallace, M.J. Szilagyi, A.D. 1982. Managing behavior in organizations. Scott, Foresman Publishers: Scott. This essay on Motivation Theories was written and submitted by user Tristian J. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.