http://www.2-progress.com/motivation-maslow/
Theories of motivation, the Foundation for employee motivation
In the past, employees were not given much of a thought, no more a contribution to the production of goods and services. Employee motivation was not the main concern of administrators.
However, as time goes by an investigation of "Hawthorne Experiment" conducted by Elton Mayo in 1924, basically changed the way we think about employees. Elton Mayo study said that the money does not motivate employees to use their full potential, but is the attitude that keeps employees and will linked to behavior. As a result, this led to what is known as the human relations approach to management leads managers to focus primarily on needs of employees and therefore find ways to motivate them.
Although managers began to focus on motivating employees from then, this was not an easy task to do, such as understanding and motivating employees needed careful consideration. If not provided, then the time and money spent on motivating employees can be of any use to the organization or the employee if the employees were motivated way.As the wrong result, to understand the concept motivation and help managers carry out the strategy, it is important to look into the theories of motivation, which was developed shortly after the study Hawthorne Experiment.
The motivation theories developed as a result of research carried out by theorists focused understanding what motivated employees and how they were motivated. So yes, let's take a closer look at four good motivational theories explaining what motivates employees to understand and make the best possible way to motivate them.
the Maslow hierarchy of needs theory
Maslow's hierarchy of needs theory is one of the major theories which give an idea of understanding what basically motivates employees and how do you do if employees are to be encouraged. Maslow identified five levels of needs. Are
Self (level 5 – the highest level)
Esteem (level 4)
Social belonging and love needs (level 3)
security (level 2)
Physiology (level 1 – lower level)
These five levels of needs must be met if employees should be encouraged. In other words, said that the motivation is therefore driven by the existence of these unmet needs. Maslow noted that, in order to motivate employees, first the lowest level of requirements must be met before the next level of needs. What did he mean by this is that only after the lowest level needs have been satisfied employees will be motivated to meet the next level of needs. For example, one is at the lowest level of the hierarchy only be motivated by high pay enough to pay for basic needs rather than the safety of your work area and job stability, etc. As a result, the hierarchy of needs theory highlights the fact that employees differ from each other, and whether they will be motivated by what is vital to study their needs and then get to the appropriate motivational techniques effectively.
Two Factor Theory Hertzberg
The two Hertzberg's theory of things is another fundamental theory that provides managers with a clear understanding of how employees can be motivated. He also noted that motivate employees are not only possible without the presence of intrinsic factors.
According to Hertzberg, it basically identified two separate groups of factors that had a strong impact on motivation. His first group of factors were hygiene factors consisting of factors such as conditions work, quality of supervision, salary, status, security, company policies and administration. We tend to believe that hygiene factors strongly influenced feelings of dissatisfaction among employees thus opening the way to affect job performance. However, it also took note that the presence of basically no factors motivate employees as such, but rather that they are necessary to qualify, first, whether the organization intends to motivate to the factors. The second group of factors identified by Hertzberg were the motivating factors. These include factors such as recognition, achievement, responsibility, Interestingly, the growth and progress to higher level, so both tasks was to say that these factors bring job satisfaction among employees who will eventually lead to employee motivation.
expectancy theory of Vroom
Another theory says, basically, that motivated workers to the expectancy theory Victor Vroom in 1964. Vroom actually believes the effort will pave the way for employee job performance and thus job performance will lead to rewards. In other words, highlighted the fact that employees tend to believe that putting the effort will a good performance and also because of the good performance is rewarded. Are these rewards that motivate employees. If profits are positive and welcoming, it is clear that employees are motivated, or whether to become negative and unattractive, then the chances that employees are demotivated are very high.
about the fairness of the theory of Adam
Adam's equity theory is a theory of motivation which points to the fact that managers should seek a balance between employee contributions (effort, loyalty, hard work, sacrifice, etc) and outputs (recognition, status, salary, status, etc) to motivate employees (Adams, 1965). He said it is very vital for the employee to feel that it is enough if managers are to achieve positive results and motivate employees effectively. However, if employees tend to feel that they have been treated unfairly sense to say that their contributions are greater than the outputs, then de-motivated.Ans this will undoubtedly reduce their inputs such as effort and hard work, etc.
In conclusion, the tasks managers to motivate employees are not in effect, that easy.This is that each employee has their very own needs that tend to motivate. However, managers need have some sort of send a confirmation that will help them understand the employees well and think of better ways to motivate them. This is where the motivational theories considertaion enter. Are these theories provide an explanation of how to motivate them on the basis of what motivates them. The hierarchy of needs theory and two Hertzberg's theory deals with the factors that explains how employees should be motivated by seeing how their needs. On the other hand, the theory also Adams helps managers understand that a fair balance between inputs and outputs of the employees are important. The expectations theory also shows that rewards are likely to motivate employees. However, in general, all theories of motivation do you reward employees and recognition are important to motivate employees both in quality as the basis for motivating employees.
About the Author
Shameena Silva
Bachelor of Hospitality Management(Australia), MBA (U.K)
e-mail: shameena_silva@yahoo.co.uk
|
|
A Study of Universalistic Theories of Motivating People at Work $76.8 Used – Managing human capital is the biggest challenge before any company. To gain a competitive edge in the market, motivation of the human capital is a must. Universalistic theories of motivation were proposed to guide the managers in the concerned field. Major approaches that have led to understanding of motivation are Maslow’s need-hierarchy theory, Herzberg’s two- factor theory, Vroom’s expectancy theory, Adams’ equity theory and others. According to Maslow, employees have five levels of ne |
|
|
A Study of Universalistic Theories of Motivating People at Work $76.8 New – Managing human capital is the biggest challenge before any company. To gain a competitive edge in the market, motivation of the human capital is a must. Universalistic theories of motivation were proposed to guide the managers in the concerned field. Major approaches that have led to understanding of motivation are Maslow’s need-hierarchy theory, Herzberg’s two- factor theory, Vroom’s expectancy theory, Adams’ equity theory and others. According to Maslow, employees have five levels of nee |
