Examining Motivation Management Theories, Methods And Practices

In a workplace, directors have to acquire their work done through people. It is the employees who carry an organisation frontward. It is the employees who help the senior direction achieve the organisational ends and therefore do a company a success. For this intent every company needs a satisfied work force and happy employees who dedicate themselves to their work. Motivation is an of import portion of retaining your employees and maintaining them satisfied. Motivation basically is the driving force that makes the employees achieve their ends ( O’Neil & A ; Drillings, 1994 ) . Harmonizing to Twylla Dell “ The bosom of motive is to give people what they truly want most from work. The more you are able to supply what they want, the more you should anticipate what you truly want, viz. : productiveness, quality and service. ” ( An Honest twenty-four hours ‘s work, 1998 ) The degree of motive further determines the sum of attempt an single puts in to his work, therefore impacting the degree and criterion of end product. An unsated individual will merely finish his occupation because he has to. But a motivated individual will non merely complete the occupation on clip but besides put in attempt so that the result has some border over the work done by others ( Beck, 2000 ) .

For directors, it is of import to maintain their employees motivated because every concern depends on it employees. If the employees lack motive, work wo n’t be done on clip. This leads to serious black effects for the company. And in bend, it leads to serious effects for the employees ( Petri & A ; Govern, 2004 ) . This one fact is ignored by employees at big, that if they do non finish their work, non merely will it impact the company but it will impact them excessively. They are by and large of the sentiment that low criterions of work will merely impact the company, therefore they act egotistically ( Levesque, 2007 ) .

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Over the old ages, a batch of people have come up with legion motive theories. This is because, different things motivate different people. For some people, the simple pecuniary compensation might move as the exclusive motivational factor that drives them to work. For others, it may be other psychological demands like the demand to belong, that may actuate them. So the inquiry arises that which theory best represents the existent state of affairs, that is which theory is best suited. Directors need to calculate out what drives their employees, so that they can utilize those factors to maintain the work force satisfied, therefore actuate them to work expeditiously ( Deckers, 2009 ) .

Motivation is the key to improved public presentation. How an employee performs is dependent on two things, his ability to finish a occupation expeditiously and his motive. Ability is acquired by instruction, preparation, on occupation larning etc. but motive is done by the employer or the supervisor ( Thomas, 2009 ) . The demand for motive arises because of one status that prevails about in of all time organisation. Every person has a desired province which he tries to accomplish through assorted ways. But this coveted province is rather different from the existent province of an person. Motivation tries to shut this spread and take an single towards his coveted province. Even though there are assorted ways and methods through which one can actuate employees, it should be noted that what works in one company may non needfully work in another. In other words, the motivational system must be customized to accommodate the demands of different organisations ( Frey & A ; Osterloh, 2002 ) .

The one theory that works in most state of affairss is Maslow ‘s theory of motive that works through the hierarchy of demands. This theory recognizes the fact that every person has some basic demands, which need to be satisfied before other higher demands can be achieved. For a individual to work unselfishly for an organisation they need to fulfill their basic physiological and survival demands before they can accomplish anything else. Once these demands are satisfied, they act unselfishly for the improvement of the organisation as a whole ( Gorman, 2004 ) . These demands, harmonizing to Maslow, are called lack demands. Satisfying these demands is so healthy, it makes a individual grow and travel towards self realization. Maslow developed a hierarchy of demands with the physiological demands as its base and so it moves upwards towards self realization. The physiological demands include nutrient, air H2O. These demands are satisfied by the basic compensation that workers get. Once these demands for basic being are satisfied a individual bit by bit moves up to self regard. The esteem demands include acknowledgment, attending, societal position which are so bit by bit achieved by the workers.

There are nevertheless, legion restrictions to Maslow ‘s theoretical account. Harmonizing to the theoretical account, people satisfy one actuating demand at a clip and so travel on to the following 1. However, there is small grounds to back up this position. In practical state of affairss, people can fulfill more than one demand at a clip and so travel on to fulfill another set of demands. Another restriction of this theoretical account is the fact that even if an person is at the highest degree, he still has to fulfill his lower degree demands. For illustration, if a individual is at self realization, he does fulfill his demands with incentives like truth and justness. But in add-on to this, he has to fulfill his basic demand for money, nutrient, being and so forth. Thus we can state that this theoretical account is non to the full antiphonal and acts as a usher. It does necessitate some reading where the directors can utilize this theoretical account as the basic skeleton and so custom-make it in a manner that suits their organisation absolutely ( Griffin & A ; Moorhead, 2009 ) .

Keeping in head the restrictions of Maslow ‘s hierarchy of demands, Clayton Alderfer came up with a revised version known as the ERG theory. The ERG theory, that is existence, relatedness and growing, was formulated to aline Maslow ‘s theory with empirical research. One restriction of Maslow ‘s theory was that the degrees overlap a batch, and it seldom happens that those demands are satisfied in isolation. Thus the ERG theory reduced the figure of hierarchal degrees to three, viz. ; growing, relatedness and being. This theory explains that ab initio an person will be motivated to carry through his basic being demands. Once those are satisfied, he will finally travel to carry through his relatedness demands, that is demands of conformance. Once both these demands are satisfied, merely so will the individual move to fulfill his growing demands ( Koontz & A ; Weihrich, 2006 ) . There are nevertheless, certain issues that this theory trades with, which were n’t dealt in Maslow ‘s theory. First this theory says that more than one demand might actuate a individual at the same clip. For illustration, a individual can be motivated to carry through both his physiological and safety demands at the same clip and non needfully at different times. Besides it is non ever necessary that a individual first satisfies a low degree demand and so travel on to a higher 1. The other difference which this theory holds is the fact that it accounts for the discriminatory differences in demand as a consequence of different civilizations. Some civilizations may put importance to certain demands. For illustration, in US, since the degree of poorness is less people may give more importance to societal demands. However, in a 3rd universe state like Pakistan where 24 % of the population lives under the poorness line, basic physiological demands might be the motivation factors which will force an person to work.

Application of these theories is an indispensable for directors. Merely if they understand these theories, can they come up with a program which will actuate their employees and maintain them satisfied. However to actuate an employee one can non straight use these theories into pattern. Certain stairss have to be taken in order to maintain your work force motivated and happy ( Hoffmann, 2007 ) .

To maintain employees motivated, directors should equilibrate between communicating, construction and inducements. One error that directors tend to do is utilizing negative wagess. This normally backfires and has serious effects for the director. If you menace your employees there is a high opportunity that they will turn against you. Therefore alternatively of this, utilizing positive inducements and acknowledging employee accomplishments can give better consequences. In order to maintain today ‘s work force motivated, direction demands to loosen up their clasp. They need to give the employees freedom to be originative, advanced and to take their determinations. This manner the employees are non merely maintain motivated but they besides produce first-class consequences ( Levesque, 2007 ) . It frequently happens that employees may non recognize if they make errors, and they do do errors. In such a instance, being rough with them is non the solution as it gives birth to ill will between employer and employee. Alternatively of that directors should utilize constructive unfavorable judgment. They should be sort but decidedly allow the employee cognize where he ‘s incorrect. Not merely this, but the employer should besides rectify the employee so that farther errors are avoided in the hereafter. A really of import fact to observe is that in all of this communicating is of critical importance ( Thomas, 2009 ) . As a director you can utilize the best motive theory that is at that place. You can make the best customized program that you can in order to maintain your work force motivated. But if you do non pass on efficaciously it wont be of any importance, because pass oning your thought clearly exceed your employees is really of import as far as organisational success is concerned. Another common error that directors make is that they think that money is the exclusive incentive for employees. On the surface of it, it may look like it but it is non so. It ranks really low in the list of incentives. And one time an employee gets a rise, so money is n’t a incentive any longer. Fringe benefits may move as incentives when pulling new employees but it is non so for bing 1s ( Gorman, 2004 ) .

Another facet that directors need to take attention of is that they should expeditiously actuate their employees during alteration. In today ‘s times, it is really common that new policies are being adopted by organisations. However while implementing these policies, it is really important to maintain your work force motivated, otherwise it may take to an highly disgruntled work force. To make this one should state the employees beforehand about the alteration that ‘s about to take topographic point. In add-on to this, they should promote engagement so that the employees feel that they are a portion of this alteration, and that this alteration is non being dumped on them ( Beck, 2000 ) .

Numerous different theories of motive have been formulated over clip. Some of them have been disputed, while others have n’t. No theory is perfect as such or no theory applies to your organisation absolutely. Therefore as a director what you should make is that first familiarise yourself with the legion theories that have been formulated. You should cognize what factors motivate employees and which do n’t. Then while really implementing a motive program, custom-make those theories to accommodate your organisation. Every organisation has a different civilization and different sorts of people. Therefore there is no cosmopolitan model which will work in all organisations. Every organisation is alone and different. They all do different sorts of work, have different processs therefore a wholly different apparatus. Therefore before taking any stairss towards actuating your employees, one should take into history the sort of civilization that the organisation has. One should besides take into history the type of direction manner that is used. Then see the cultural differences amongst the work force, because certain things which are considered positive support in one civilization may non be so in another ( Petri & A ; Govern, 2004 ) . Therefore after making a complete reappraisal of your organisation, so merely the director should implement a motive program. The program should be such that it gives the organisation precisely what it wants and it should accommodate the demands of the people and the direction. Otherwise no affair how good your program is, it is bound to neglect if it does n’t accommodate the demands of the people.



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