Evaluating Motivation Theories And Their Implications Essay

Motivation is derived from the word “ motivation ” which means demands, desires, wants or thrusts within the persons. Motivation is a procedure that begins with physiological or psychological impulse or demand. It is a tool that helps to excite an action or a thrust that is aimed to accomplish some end or inducement.

It is a procedure of exciting people into actions that are helpful to carry through the coveted ends. In the work end context psychological factors exciting the people ‘s behaviour can be:

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Desire for money

Job satisfaction

Team work

Recognition

Success

The most of import map of directors and leaders in an organisation is to make willingness amongst the employees to execute to the best of their abilities. Therefore, it is the function of leaders to elicit involvement of employees towards their occupations. The procedure of motive consists of three phases which are:

Drive or a felt demand.

A stimulation in which demands have to aroused.

When demands are satisfied, the achievement of ends.

Therefore, we can state that motive is a psychological phenomenon which describes that wants and demands of the person have to be tackled by bordering an inducement program.

In modern society, one of the important jobs for all civilizations and organisation is to supply occupations for all those who want and are able to work. In fact employee motive is really popular among the direction circles. It is a cardinal factor in interceding direction manner every bit good as in finding productiveness.

Motivation by many writers/authors has been defined as the thrust or cogwheel to do people convert in make some actions to accomplish certain ends. The thrust to make something can be from internal beginnings or external beginnings. Furthermore we can state that motive is the available factors that are given to persons to fulfill their wants wither personal or professional.

There are two basic types of motive ;

Intrinsic Motivation

Extrinsic Motivation

Intrinsic Motivation

This type of motive comes from within the interior ego of an single or we can state that these are the internal factors that are driven by the involvement and enjoyment in the occupation itself what the person is making instead than trusting on the external factors. Explanations of the intrinsic motive can be found in the context of Fritz Heider ‘s ascription theory, Bandura ‘s work on self-efficiency and Deci and Ryan ‘s cognitive rating theory. The intrinsic motive can be produced within so persons by placing their psychological demands related to the occupations they are executing. Involving the employees in the determination doing procedure by allowing them take part in giving suggestions sing appellation of occupations, their involvement in the related occupations, their precedence related to the specific occupation, comfy degree to a certain occupation etc. ; this pattern can assist directors to increase the intrinsic motive within the employees of the organisation and to increase the efficiency and effectivity by accomplishing ends within specified clip.

Extrinsic Motivation

All the external factors like wagess like money, publicities, acknowledgment, coercion, menaces of penalties are responsible for the extrinsic motive for the person. Likewise competition is one most normally used extrinsic factor that encourages the performing artist to win and crush others. A crowd shouting on the person and trophies are besides extrinsic factors to do the person to win the game.

The most celebrated theory explicating g the extrinsic motive is the Self-determination theory which proposes that external motive can be adopted by the person if the undertakings tantrums with their values and their demands and therefore helps them to carry through their basic psychological demands.

Incentives

What precisely are the incentives for the people, and how they work? There is no definite reply despite Herzberg ‘s averment to the contrary. It will depend upon different societies, different persons, different occupation degrees and different organisations. There is likely no cosmopolitan incentive for all world, neither any individual motivation force for any person. It is a mixture of demands sing the nature of people and the type of society and civilization they are populating in.

Directors are responsible for actuating the employees and to distinguish between the operating ends and occupation related demands of the employees or it is the duty of the directors or leaders to device some end puting procedure with employees engagement, to do them experience their value in the determination devising procedure. This is already a formidable occupation

Motivation starts with a good illustration, leaders who hope to actuate must reflect the vision, mission and civilization of the organisation they are working in to take. The illustration set by them will be the one which their subsidiaries will. For illustration if the caput of an organisation preaches about unity and moralss in public, but in private darnels on his disbursal studies, the existent illustration he sets is one of dishonesty. On the other manus, a director / leader who show the value in the squad work and is willing to assist squads and in demand is stand foring the right illustration. Colleen Barrett, President of South West Airlines, is person who puts the demand of persons and the organisation foremost, she exemplify the civilization.

Five major attacks that have led to our apprehension of motive are Maslow ‘s need-hierarchy theory, Herzberg ‘s two- factor theory, Vroom ‘s anticipation theory, Adams ‘ equity theory, and Skinner ‘s support theory. ( John Baldoni, Motivation secrets of great leaders, Pager 6. )

Theories of Motivation and its deductions
The Motivation ideas were chiefly developed around 1950 ‘s. The chief theories were made during the period. These three classical theories are.

Maslow Hierarchy of demands theory

Herzberg ‘s Two factor theory

Theory X and Theory Y

To understand the word motive and its deductions, it is the duty of the directors to be cognizant of the behaviour of people and the manner of thought of these people. The survey of human head and behaviour is of import to larn about deduction of motive.

If we study the term motive in psychological science, the term motive means the ground for prosecuting in a peculiar behaviour or action, or we can state that motive is the “ why ” behind any given action. A huge sum of research sing motive theory has been conducted over the class of decennaries, with many diverging theories.

There are three by and large recognized schools of ideas in respect to motivational psychological science. Among the well-known theories of motive, Sigmund Freud “ Theory X ” is the first 1. This theory is used to actuate the people who have negative features like who are lazy and who lack vision, aspiration, egoistic and who try to avoid making work at all costs and make the bare lower limit. The deductions with mention to Freud ‘s point of view ; he enlightened the demand of actuating employees through the usage of external factors such as wagess, use or penalty.

“ Theory Y ” is the 2nd theory developed by Douglas McGregor, which assumed the best thrusts in people. These are the people who truly show involvement in work, larning and self-improvement. This theory implicates that people are self-motivated to make their occupations and they work for themselves, non for the fright of penalty or any wages, therefore no demand for external motivation factor to do the people work.

Abraham Maslow, a behavioural psychologist and theoreticians, developed a “ Hierarchy of Needs theory ” . Maslow envisioned this theory as five degrees of demands of people. Harmonizing to him he sets the basic rule behind this theory that human existences are motivated by run intoing their most of import and basic demands first like nutrient, vesture and shelter. Maslow ‘s hierarchy contains five degrees ; each consecutive degree can be attained by run intoing those beneath it. They are physiological demands, security demands, societal demands, esteem demands, and self-actualization. Harmonizing to Maslow, employees ‘ lower degree demands would hold to be met in order for them to accomplish a higher degree of motive.

Reinforcement Theory

Reinforcement theory provided the strongest support for explicating differences in the usage of NMR: High-use directors were reinforced for utilizing NMR ( most notably by their employees ) , while low-use directors were non reinforced for utilizing the behaviour, possibly in portion because they seldom displayed the behaviour.

Reinforcement theory provides deduction for directors in how to actuate employees. First the directors should maintain in head that motivated behaviour of the staff is influences by their acquisition which is acceptable and what is unacceptable to the organisation. When actuating g the employees the directors should follow the below:

They should state the employees what they can make to acquire positive support, informing the work criterions and the type of behaviour that is acceptable.

State employees what they are making incorrect ; in instance there is no feedback in the signifier of wagess, employees should be informed with the ground. Provision of this information will let the employees to better their behaviour.

Base the wagess on Performance ; directors should hold a clear wages system, the higher the public presentation the higher should be the wages.

Expectancy Theory

Worlds use to foretell about the likely occurrences of future, so outlooks for the future events are created. If things seems to be moderately likely attractive, we know how to acquire at that place and we believe that we can do the difference, this feeling will actuate us to make something that make this future semen true.

Deductions of this theory for the troughs ; motive is a combination of:

Valence: this is the value of the sensed result ( the wages ) .

Instrumentality: to hold faith on oneself that if one completes certain events so he can accomplish the result or end ( clear way ) .

Anticipation: The belief that one is able to finish the actions ( one ‘s capableness ) .

The theory or the combinations of motive theories, directors will utilize to act upon their employees to increase productiveness and efficiency.

It has been.

It has been observed by Freud and McGregor, by and large talking, motive can be felt either of the two ways i.e. positive or negative. Employees can be motivated utilizing negative motivation factors i.e. fright of failure, fright of losing favour, fright of losing a occupation, and if an employee is being systematically motivated by fright, he will be unsatisfied in effectual and inefficient. On the other manus if the employee is motivated by positive factors like grasp, to portion in success of the company, he will experience satisfied. , worthy and will be more productive and efficient.

If any organisation adopted Maslow ‘s attack to Motivation, it would prosecute to run into the most basic demands of their employees in order to fit them for the higher degrees of public presentation. While supplying resources to run into one ‘s basic psychological demands like nutrient, shelter and vesture is every bit simple as composing a payroll check. For the organisation, to assist their employees in accomplishing the higher degrees of motive like self-esteem and societal demands is more complicated.

Still, these demands can be remedied through assorted vehicles like employee interaction and echt congratulations, grasp, and acknowledgment from supervisors. If an organisation can liberate their employees from the force per unit areas of carry throughing lower degree demands, their employees will experience comfy and capable to run at their greatest potency.

Examples:

During the integrating procedure of Lehman and Barclays, motive of the Lehman staff was of the major apprehensiveness to increase the organisational committedness on the Barclay ‘s direction and organisation. To develop the organisation committedness was to develop trust of Lehman ‘s staff on the direction of Barclay ‘s. This was reliable with the Social Identity Theory of organisational behaviour harmonizing to which the trust of employees in their leaders and directors lead to strong benefits to the organisations including the addition in organisation committedness.

General Electric is held as an illustration of good concern patterns. The company has been turned around by Jack Walsh who has been responsible for many of the processs and the overall civilization and doctrine which has been put into topographic point to upsurge efficiency, productiveness and motive. When looking at the manner how motive is taking topographic point there is a strong acquisition towards human dealingss school of idea where adult male is seen as societal instead economic.

When the CEO of General Electric Jack Walsh was asked that harmonizing to him which actuating factor was more rewarding of the employees money or acknowledgment, he replied ; “ You have to acquire rewarded in the psyche and the Wallet ” ( Lewis, 2000 ; 7 ) . This is declarative of the manner employees are motivated and the underlying doctrines which are present at General Electric. Harmonizing to the statement by Walsh we can state that employees need to be appreciated and empowered in order to move, they besides need to be rewarded in physical footings every bit good as acknowledgment.

Decision

Research frequently finds that internal motivation factors prove more efficient than any externally motivative force. The purpose for any organisation and its direction is to make an environment where the employees are provided with the chances ; where they can actuate themselves and accomplish the coveted ends. So the directors must move as the motivation force for the employees.

Directors in any organisation are responsible to move as a motivation tool. There are different types of people in an organisation, some are efficient workers, some are mean workers and some like to avoid work possibly due to miss of involvement in the occupation. Mangers are responsible to place the type of workers they are working with and at the same time do a motive program to increase efficiency and productiveness of the workers. Employees who are self-motivated demand less attending ; they can merely be motivated when their work is recognized. Furthermore, more attending should be given to the employees who do n’t demo involvement in the work either by giving them inducements or wagess so that they remained geared up, and on the other manus they can besides be given the fright of penalty depending upon the state of affairs. The last but non the least the workers who are mean workers can be motivated by the combination of wagess and acknowledgment both so they can execute to the best of their abilities.

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