...1 Types of Motivation …………………………………………………………. 4 3.2 Maslow’s Need Hierarchy Theory …………………………………………... 5 3.3 Herzberg’s Motivational Theory …………………………………………….. 7 3.4 McClelland’s Need Theory ………………………………………………….. 8 3.0 Conclusion ………………………………………………………………………….. 9 4.0 References …………………………………………………………………………. 10 1.0 Introduction In the past decades, there has been a very high growth of employment in every sector and industry. Employees, workers and staff usually carry out their specified task on regular basis to meet certain goals and targets the company is aiming at. They are known to be an essential part of the organization as they play a key role in determining the organization objectives. As the employees play an important part in the company, the employers, supervisors and administrators must ensure that the employees are productive and efficient when it comes to fulfilling their duties. The question that arises from this topic is how to make these employees productive and effective towards carrying out their daily tasks and why is it that important? The answer is Motivation and this will be the topic of this assignment. 2.0 Definition Motivation is the state of willingness which mainly acts as a driving force for an individual to put better and exert higher effort levels towards a specific objective or goal which will eventually lead to the satisfaction of personal needs and demands. It is a psychological feature that causes the arousal...
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...for his theory, the Hierarchy of Needs. Depicted in a pyramid, the theory explains the different levels and importance of human psychological and physical needs. It can be used by business managers to better understand employee motivation. The general needs in Maslow's hierarchy include physiological needs (food and clothing), safety needs (job security), social needs (friendship), self-esteem, and self-actualization. Maslow's Hierarchy of Needs relates to organizational theory and behavior due to it's exploration of worker motivation, enabling better managerial practices and higher job satisfaction. Managers must be perceptive and empathetic to their employees—they must listen to what their employees' needs are and work to fulfill them. Maslow is best known for his theory, the Hierarchy of Needs. Depicted in a pyramid, the theory explains the different levels and importance of human psychological and physical needs. It can be used by business managers to better understand employee motivation. The general needs in Maslow's hierarchy include physiological needs (food and clothing), safety needs (job security), social needs (friendship), self-esteem, and self-actualization. Maslow's Hierarchy of Needs relates to organizational theory and behavior due to it's exploration of worker motivation, enabling better managerial practices and higher job satisfaction. Managers must be perceptive and empathetic to their employees—they must listen to what their employees' needs are and...
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...employers can improve retention rates and decrease the associated costs of high turnover. However, this isn't always the case. Employers can seek "positive turnover" whereby they aim to maintain only those employees who they consider to be high performers. Retention Strategies In order to retain employees and reduce turnover managers must meet the goals of employees without losing sight of the organization's goals, thereby creating a "win-win" situation. Valance and expectancy theories provided some of the earlier guidance for retaining employees. Valence is the degree to which the rewards offered by an organization align with the needs employees seek to fulfill. High valence indicates that the needs of employees are aligned well with the rewards system an organization offers. Conversely, low valence is a poor alignment of needs with rewards and can lead to low job satisfaction and thereby increase turnover and decrease retention. Job satisfaction can simply be defined as the feelings people have about their jobs.[1] It has been specifically defined as a pleasurable (or unpleasurable) emotional state resulting from...
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...Introduction 1.1 Concept of Job Satisfaction and Literature Review Human recourse is the most precious asset of any company and organization. The ability of a firm to mange their “people” would directly make impact on its functioning and future. The concept of job satisfaction, to some extent, acts as a toolkit for managers to evaluate their workforce and may help to make improvement according to the results. This can be defined as “ the degree to which people like their jobs and different aspects of their jobs.” (Paul E.Spector, 1997). People who achieve high job satisfaction would enjoy their work and see it as their main part of life. On the other hand, some people do their jobs only because they have to. The cause and consequence of employee’s job satisfaction is one of major domain in many social science studies, especially within organizational behavior field. Researches and investigations have paid high attention to employee’s job satisfactions to see whether it affects workers’ performance and productiveness. It is also very common for many companies to implement assessment, where employers are concerned with employee’s physical and psychological well-being. Literature on job satisfaction can be chased back to the beginning of 1930s, where systematic studies about the nature and drivers of job satisfaction were carried out (Manisera, 2005). Numerous studies have been conducted to determine which is the most important factor to make people happy with their jobs. A review of literature...
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...INTRODUCTION Content (or need) theories of motivation focus on factors internal to the individual that energize and direct behavior. In general, such theories regard motivation as the product of internal drives that compel an individual to act or move (hence, "motivate") toward the satisfaction of individual needs. The content theories of motivation are based in large part on early theories of motivation that traced the paths of action backward to their perceived origin in internal drives. Major content theories of motivation are Maslow's hierarchy of needs, Aldermen’s ERG theory, Herzberg's motivator-hygiene theory, and McClelland's learned needs or three-need theory. DEFINITIONS Motivation is one of the most frequently researched topics in Organization Behavior. The term motivation is derived from the Latin word movere, meaning "to move." Motivation is the study of why people think and behave as they do. It is the driving force behind human behavior. It is the forces acting on or within a person that cause the arousal, direction and persistence of goal-directed, voluntary effort. Many people incorrectly view motivation as a personal trait that is, some have it and others don’t. In practice inexperienced managers often label employees who seem to lack motivation as lazy. Such a label assumes that an individual is always lazy or is lacking in motivation. Knowledge of motivation tells us that this just isn’t true. Think about Kim Jong II. The man is highly motivated, just...
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...Maslow’s Hierarchy of Needs Theory and Herzberg’s Two Factor Theory One of the most important and challenging tasks a manager has is motivating and rewarding employees. What may motivate one employee personally may have no effect whatsoever on other employees. Managers who want their employees to be as productive as possible need to first understand what motivation is and know how and why employees are motivated. Motivation is the process through which a person’s efforts are energized, directed, and sustained towards attaining a goal. It may be referred to as the forces either within or external to a person that arouse enthusiasm and persistence to pursue a certain course of action. Motivating high levels of employee performance is an important organizational concern and there are a number of theories which helps with this concern. Two theories studied are Abraham Maslow’s Hierarchy of Needs Theory and Herzberg’s Two Factor Theory. These theories both had a different approach about the motivation of employees in an organization. Abraham Maslow was a psychologist whose approach to motivation proposed that within every person is a hierarchy of needs. A need arises when an individual perceives that he or she has a physiological and psychological deficiency. Maslow’s theory consisted of the lower-order or primary needs and secondary or higher-order needs. The primary needs were physiological in nature. Examples of these needs are; food, air, water...
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...Organizations have found it imperative to have some elements of motivation to foster the productivity of their employees. This is not only true for the organizations engaged in profitable ventures but also to non-profit organizations which have found that motivated individuals do a better job compared to demotivated individuals. Numerous theories have been developed since time immemorial to discuss and suggest various ways through which an organization can get its workforce motivated. Motivation has been discovered not only to be factor in good performance but also a factor for self-satisfaction; no matter the approaches the theories use to explain how motivation can be attained in organizations, they all drive to one point of having the employee satisfied (Wu, 2012). This essay shall focus on Humanistic Theory of Motivation developed Maslow (hierarchy of Needs) with an aim of connecting the relationship between motivation, job satisfaction and work performance. The theory is driven towards ensuring that the management is conversant about the employee state of needs and therefore able to device proper strategies to ensure that high motivation levels are maintained among the employees for better productivity. Job Performance Issue There are numerous performance problems in work places that result from demotivation. One of the conspicuous performance problems I witnessed at my place of work was negativism, hostility and lack of cooperation by the casual employees. The casual employees were...
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...individuals and groups.” This assignment will look at the origin of Herzberg’s theory, those who agree with Herzberg’s two-factor theory and those that disagree with his two-factor theory. The assignment will look into what motivation means to individuals, and how motivation creates job satisfaction. It will then be possible to evaluate the relevance of Herzberg’s and how relevant it is to all individuals. Herzberg carried out a survey interviewing 200 Engineers and Accountants from Pittsburgh in the 1950’s. From his findings he came up with the two-factor motivation theory which consisted of motivational factors and hygiene factors. Both factors affect motivation in the workplace, but are very different and are completely unrelated. “Motivators refer to factors intrinsic within the work itself like the recognition of a task completed” (Tietjen & Myers, 1998) while “hygiene factors tend to include extrinsic entities which do not pertain to the worker’s actual job” (Tietjen & Myers, 1998). Motivators make the employee content and when they are present they increase job satisfaction. They were named intrinsic factors as they are factors that are related to the job itself. Hygiene factors do not make the employee happy when they are present but they do dis-satisfy when they are not present or are in shortfall, the hygiene factors were named extrinsic factors as they are not related to the job itself but are related to the external environment surrounding the work, such...
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...Applying theory from People, Work and Organization to practise The People, Work and Organization module covers a wide ranging spectrum of psychological and sociological aspects which relate to an individual’s behaviour in a workplace environment. This essay will explore three critical components of organizational behaviour and organizational psychology: Motivation and job satisfaction, Perception and Recruitment and Selection. These three components of organization behaviour and organizational psychology exploit an in depth understanding on how employees and employers interact, and additionally all three components give an insight on the workings of organizations. Through-out this essay, a theory will be stated with professional criticism – both of which would be correlated to a real life example of an organization, for this instance, it will be Samsung. Motivation: the forces within a person that affects his or her direction, intensity and persistence of voluntary behaviour. (Spicer and Lee, 2014). There are two different types of motivators, intrinsic motivators and extrinsic motivators. Intrinsic motivators stem internally from an individual’s desire to achieve something and it is usually self-applied. In the workplace, untainted interest in a project or positive recognition from a manager are examples of intrinsic motivators. In contrast to this, extrinsic motivators stem externally from an individual’s desire to achieve something and is generally applied by someone higher...
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...most people do not embrace change. With change comes uncertainty and fear of the unknown. Motivation-what is it? “The willingness to exert high levels of effort to reach goals”. Everyone needs to be motivated, regardless of their positon. Poorly motivated staff transcends into an underperforming department. The three main leadership styles are Autocratic, Democratic and Laissez-Faire. Autocratic leaders make decisions on their own-they do not consult their team members. This can be appropriate when decisions need to be made quickly and when teams are unable to come to agreement. This creates high dependency on the leader and can be problematic should the leader be unexpectedly absent. This style would be found in such organisations like the army. However, this style can be demoralising for staff and create de-motivation and alienation especially during periods of change as people like to be fully informed of what is happening. Often high levels of absenteeism and staff turnover come as a result of this. Democratic leaders. These types of leaders make the final decisions. However, they do include the team members in the decision making process. Often team members are encouraged to engage in the decision making. As a result of this teams are considered to have high job satisfaction and productivity leading on to motivation. On the contrary, when teams have too much say, at any time especially during periods of change, it tends to have the adverse effect and end up with...
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...Learning •Decision Making 1 Lecturer: Cheryl " Nyahra" Gittens 2 The Motivation Process What Is Motivation? Motivation The processes that account for an individual’s willingness to exert high levels of effort to reach organizational goals, conditioned by the effort s ability to satisfy some individual conditioned by the effort’s ability to satisfy some individual need. Effort: a measure of intensity or drive. Direction: toward organizational goals Need: personalized reason to exert effort Motivation works best when individual needs are compatible with organizational goals. Exhibit 16.1 Copyright © 2005 Prentice Hall, Inc. All rights reserved. 16–3 Copyright © 2005 Prentice Hall, Inc. All rights reserved. 16–4 MAJOR THEORIES OF MOTIVATION Why is Motivation Important? I. Need / Content Approaches: ‐ Maslow’s Hierarchy of Needs ‐ Alderfer’s ERG Theory ‐ Herzberg’s Two Factor Theory ‐ McClelland’s Learned Needs Theory II. Cognitive/ Process / Contemporary Approaches: ‐ Expectancy Theory ‐ Equity Theory/ Social Comparison ‐ Goal Setting Theory III. REINFORCEMENT THEORY OR OPERANT CONDITIONING : How Rewards & Reinforcements Sustain Motivation Over Time (Behavior Modification) 5 6 Under optimal conditions, effort can often be increased and sustained Delegation without constant supervision is always necessary Employees can become self‐motivated Motivated employees...
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...There are many different motivation theories that are used day to day in the running of many businesses. The two main ones are Taylor Maslow (‘hierarchy of needs’) and Hertzberg (two factor theory) Maslow’s theory is about how everyone has a ‘hierarchy of needs’ which is that everyone has similar types of needs, which can be sorted into a hierarchy. There are five main categories physiological needs (food, clothes, accommodation), safety (security from danger, safe working conditions), social (need to make friends and feel like you belong somewhere), esteem (having respect for others and self respect) and self-actualisation (achieving ones potential through actions and achievements). Maslow believed that if these were achieved then the maximum potential of the employee can be seen. Science of delight could easily replace this theory as one of the main issues on the hierarchy of needs is self-actualisation. Science of delight is all about how if employees know what the customer wants and needs it can empower them to do be more efficient in the work place. As Maslow states ‘A healthy man is primarily motivated by his needs to develop and actualize his fullest potentialities and capacities’; this directly links to science of delight, so can science of delight thus replace this theory, if in a way it is already included in it. To prove science of delight has the ability to replace Maslow’s theory, stronger evidence that the concept works would emphasise to the employees the...
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...Maslow’s Hierarchy of Needs | 3 | * Hierarchy of Needs triangle | 5 | * Characteristics and behaviors of self-actualized individuals table * McGregor’s Theory X and Theory Y | 6 | * Herzberg’s Two Factors Theory | 7 | * Steps of motivating people (Herzberg) * McClelland’s Theory of needs | 8 | * Characteristics and Dominant Motivators table | 9 | * Steps for applying McClelland’s theory * Conclusion | 11 | * References | Definition Motivation, as Stephen Robbins and Timothy Judge defined it “the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.” It's the crucial element in setting and attaining goals, and research shows you can influence your own levels of motivation and self-control. Numerous researchers, psychologists, and professors in the early days developed theories concerning motivation and how it influences human-beings, including Abraham Maslow, Douglas McGregor, Frederick Herzberg, and David McClelland. Abraham Maslow’s Hierarchy of Needs One of the many interesting things Maslow noticed while he worked with monkeys early in his career was that some needs take precedence over others. For example, if you are hungry and thirsty, you will tend to try to take care of the thirst first. After all, you can do without food for weeks, but you can only do without water for a couple of days. Thirst is a stronger need than hunger. Maslow’s motivation theory which suggests...
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...Learning •Decision Making 1 Lecturer: Cheryl " Nyahra" Gittens 2 The Motivation Process What Is Motivation? Motivation The processes that account for an individual’s willingness to exert high levels of effort to reach organizational goals, conditioned by the effort s ability to satisfy some individual conditioned by the effort’s ability to satisfy some individual need. Effort: a measure of intensity or drive. Direction: toward organizational goals Need: personalized reason to exert effort Motivation works best when individual needs are compatible with organizational goals. Exhibit 16.1 Copyright © 2005 Prentice Hall, Inc. All rights reserved. 16–3 Copyright © 2005 Prentice Hall, Inc. All rights reserved. 16–4 MAJOR THEORIES OF MOTIVATION Why is Motivation Important? I. Need / Content Approaches: ‐ Maslow’s Hierarchy of Needs ‐ Alderfer’s ERG Theory ‐ Herzberg’s Two Factor Theory ‐ McClelland’s Learned Needs Theory II. Cognitive/ Process / Contemporary Approaches: ‐ Expectancy Theory ‐ Equity Theory/ Social Comparison ‐ Goal Setting Theory III. REINFORCEMENT THEORY OR OPERANT CONDITIONING : How Rewards & Reinforcements Sustain Motivation Over Time (Behavior Modification) 5 6 Under optimal conditions, effort can often be increased and sustained Delegation without constant supervision is always necessary Employees can become self‐motivated Motivated employees...
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...Retaining quality performers contributes to productivity of the organization and increases morale among employees. Four basic factors that play an important role in increasing employee retention include salary and remuneration, providing recognition, benefits and opportunities for individual growth. But are they really positively contributing to the retention rates of a company? Basic salary, these days, hardly reduces turnover. Today, employees look beyond the money factor. | employee retention can be increase by inculcating the following practices: 1. Open Communication: A culture of open communication enforces loyalty among employees. Open communication tends to keep employees informed on key issues. Most importantly, they need to know that their opinions matter and that management is 100% interested in their input. 2. Employee Reward Program: A positive recognition for work boosts the motivational levels of employees. Recognition can be made explicit by providing awards like best employee of the month or punctuality award. Project based recognition also has...
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