Application of Motivation Theories in Organization's Perspectives

Application of motivation
theories in organization’s
perspectives.
INTRODUCTION:
Businesses with unmotivated employees often face low productivity and high turnover rates.
Multiple theories help explain how workers are motivated and provide suggestions for how to increase
motivation in the workplace. Understanding which theory best fits your employees may help improve
your small business by increasing employee retention rates and improving worker productivity.
Since ancient times, business leaders have sought ways to motivate their workers. While fear
of physical punishment may have worked to build the pyramids, a more humane and scientific
approach is needed for modern times. Well-motivated employees are widely thought to be more
productive and creative, while poorly motivated employees can hamper growth and business
success. There are many theories of organizational motivation.
MOTIVATION:
Motivation actually describes the level of desire employees feel to perform,
regardless of level of happiness. Employees who are adequately motivated to perform will be
more productive, more engaged and feel more invested in their work. When employees feel
this things, it helps them, and thereby their managers, be more successful.
Theories of Motivation
1. Maslow’s Hierarchy of Needs

Maslow’s theory is explained relies on the fact that people want to increase what they
want to achieve in life and their needs are prioritized according to their importance.
Deriving from the hierarchy of needs by Maslow, content theories of job satisfaction
revolve around employees’ needs and the factors that bring them a reasonable degree
of satisfaction. Based on the basic physical, biological, social and psychological needs of
human beings, Maslow came up with a five-stage theory that places the needs of the
individual in different categories and prioritizes their attainment.
These categories, in order of decreasing priority, are:

• physiological needs (food, shelter, clothing);
• safety and security needs (physical protection);
• social needs (association with others);
• esteem needs (receiving acknowledgement from others); and
• self-actualization needs (the desire for accomplishment or to leave behind a legacy).
Maslow’s hierarchy of needs forms the basis of theories that try to explain job
satisfaction. Teachers, like all people, have needs that have to be satisfied. Besides the
basic needs for food, shelter and clothing, safety from physical, harm, and social
interaction, they also need the recognition and appreciation of students, colleagues,
and parents.
2. Herzberg’s Two-Factor Theory/Motivator-Hygiene
Herzberg’s Two-factor theory, also known as Motivator-Hygiene, emanated from a study conducted
among accounts and engineers to determine what makes an individual feel good or bad about their job.
Regarding ‘satisfiers’, Herzberg noted that there were five features of work that bring about satisfaction,
namely achievement, recognition, the job itself, responsibility and advancement. At the other end of the
spectrum, Herzberg identified institutional politics, the management approach, supervision, pay, relationships
at work and working conditions as factors that may demoralize employees.

3. McGregor’s X and Y Theories
McGregor’s (1960) Theory X and Y models categorize employees as belonging to one of two groups
based on two sets of assumptions. Theory X assumptions take a negative perspective of people: People
can have “an inherent dislike for work and avoid it if possible; because of this, they must be coerced,
controlled, directed and threatened with punishment to make them work. They prefer to be directed,
avoid responsibility, have little ambition, and want security”. Theory Y assumptions take the opposite
view: the mental and physical inputs expended at the workplace are equated and par with those rest
or play. External factors or any threats from outside may not be the sole influence for exerting effort.
Workers or people can exercise caution and discipline to have objectives achieved, but the hunger in
their desire to commit to objectives is dependent on how big are the rewards as assigned to that kind
of achievement. Under normal circumstances, people can adapt to seek responsibility and not only
accept it. Applying these assumptions to a school environment, one could argue that two of the main
causes of dissatisfaction among teachers are having to deal with problem students and a strict and
inconsiderate management, for example a principal who is coercive and does not appreciate the
efforts of teachers, or an overly directive principal who never delegates or allows teachers to make
independent decisions.
4. McClelland’s Need Achievement Theory
McClelland’s need achievement theory postulates that some people are driven to success through seeking
“personal achievement rather than rewards themselves”. This theory is readily applicable to academic
environments and explains why some teachers are high achievers, despite the difficulties they face: they set
themselves high goals and achieving these goals is what drives them. Alderfer’s ERG theory is related to
Maslow’s hierarchy of needs but reduces Maslow’s five categories of a need to three; namely, relatedness being
(esteem/social needs), then growth being (self-actualization) and existence which is (security/physiological
needs).
Importance of Motivation in the organization
Motivation can emanate from with an employee with a passion and desire to work and produce
results. This kind of motivation is self-driven by an employee in order to elevate his feelings to
accomplish. However, in extrinsic motivation, an external factor such as a reward is used to boost the
employee’s moral and desire to work. As is a normal case, employees work in exchange for
compensation for their hard labor but how far they go depends on how motivated they are. According
to Perry and Hondeghem (1999), the individuals desire to perform, and provide services to customers,
with the mandate to do good is enough factor to motivate. Performance at work is related to the
employees pay of which the employee may not have control of that reward as it is external. Apart from
rewards, there are other factors that are external such as promotion at work, security of the job, salary
increment that may give meaning to employee’s motivation. Therefore, for organizations to continue
existing and retaining its workforce, they must keep on working on strategies that can help in
motivating its employees. Motivated employees have a sense of belonging and loyalty to the
organization and always work hard to be associated with the results of their labor. Motivation have
effect on employees as individuals to achieve and as well as ability to be innovative because they
believe in themselves which will benefit the organization to succeed. A motivated worker is easy to be
retained hence saving the organization finances of replacing workers, also it encourages workers to
always achieve more on daily productions as they are having a sense of security of their work.
Management will have time to attend to other important issues because their motivated workforce
can build teams that can help with the supervision and production of work.
Conclusion:
Motivation is very much needed for employees in an organization to be productive, and management
or leadership style has an important role to play. Motivation is not always based on financial rewards,
but non-financial rewards methods can also be used to derive the best out of employees. Although
individuals have their expectations, it is the leadership’s responsibility to develop and align with
theories that are suitable to bring job satisfaction to their employees. However, there is no single
reliable theory to be used, a mixture of them can be utilized. In terms of empowering workforce,
employees should be encouraged and given a platform to voice out their concerns on how they can be
motivated. Rewards and promotions following performance appraisals maybe used to boost
employee’s moral as well as feedback. All employees should understand the company’s vision and
goals and work together towards those. In some organizations, workers perform their duties in an
assembly whereby if a certain section of employees is affected it will affect the whole plant. Employees
perform their duties diligently if they are inspired and motivated as the results will always be positive
with efficient production. Organizations which are results oriented will go all the way to motivate
their employees for them to reach their goals. A further qualitative research on motivation strategies
and theories is recommended.

Application of Motivation Theories in Organization's Perspectives

Uploaded by

Copyright:

Available Formats

Application of Motivation Theories in Organization's Perspectives

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Application of Motivation Theories in Organization's Perspectives

Uploaded by

Copyright:

Available Formats

Application of motivation

success. There are many theories of organizational motivation.

Motivation actually describes the level of desire employees feel to perform,

1. Maslow’s Hierarchy of Needs

These categories, in order of decreasing priority, are:

at work and working conditions as factors that may demoralize employees.

4. McClelland’s Need Achievement Theory

and theories is recommended.

You might also like