Evaluating Motivation Theories And Their Implications

Motivation comes from the word "purpose" this means needs, desires, would like or drives within the individuals. Drive is an activity that begins with physiological or psychological urge or requirement. It is a tool that really helps to activate an action or a drive that is directed to accomplish some goal or incentive.

It is a process of rousing people into actions that are helpful to accomplish the desired goals. In the task goal context subconscious factors stimulating the people's habit can be

Desire for money

Job satisfaction

Team work

Recognition

Success

The most important function of managers and leaders in an organization is to set-up willingness among the employees to perform to the best of their abilities. Thus, it is the role of market leaders to arouse interest of employees towards their careers. The process of motivation includes three stages which are

Drive or a noticed need.

A stimulus in which needs have to aroused.

When needs are satisfied, the accomplishment of goals.

Therefore, we can say that inspiration is a mental health phenomenon which details that needs and needs of the individual need to be tackled by framing a motivation plan.

In modern society, one of the significant problems for many cultures and business is to provide careers for all those who would like and are able to work. Actually employee desire is extremely popular on the list of management circles. It really is a key element in arbitrating management style as well as in identifying productivity.

Motivation by many writers/authors has been thought as the drive or equipment to make people encourage in do some activities to attain certain goals. The drive to do something can be from inner sources or external sources. In addition we can say that inspiration is the available factors that are given to individuals to meet their wishes wither personal or professional.

There are two basic types of motivation;

Intrinsic Motivation

Extrinsic Motivation

Intrinsic Motivation

This kind of motivation comes from within the interior self of a person or we can say that these are the inside factors that are motivated by the eye and fun in the job itself what the individual is doing alternatively than relying on the external factors. Explanations of the intrinsic desire are available in the framework of Fritz Heider's attribution theory, Bandura's focus on self-efficiency and Deci and Ryan's cognitive evaluation theory. The intrinsic determination can be produced within then individuals by discovering their mental health needs related to the careers they are carrying out. Relating to the employees in the decision making process by letting them participate in providing recommendations regarding designation of careers, their fascination with the related jobs, their priority related to the specific job, comfortable level to a certain job etc. ; this practice can help managers to boost the intrinsic inspiration within the employees of the business and to increase the efficiency and success by attaining goals within given time.

Extrinsic Motivation

All the external factors like rewards like money, promotions, recognition, coercion, hazards of punishments are in charge of the extrinsic determination for the individual. Likewise competition is one most commonly used extrinsic factor that encourages the performer to succeed and conquer others. A group cheering on the average person and trophies are also extrinsic factors to help make the individual to succeed the game.

The most famous theory detailing g the extrinsic inspiration is the Self-determination theory which proposes that exterior inspiration can be adopted by the individual if the duties fits using their values and their needs and for that reason helps them to satisfy their basic mental needs.

Motivators

What exactly are the motivators for individuals, and how they work? There is no definite answer despite Herzberg's assertion to the contrary. It will depend upon different societies, different individuals, different job levels and different organizations. There is probably no universal motivator for any mankind, neither any one motivating force for any individual. It is a mixture of needs regarding the nature of men and women and the type of modern culture and culture they are living in.

Managers are accountable for motivating the employees and also to differentiate between your functioning goals and job related needs of the employees or it's the responsibility of the professionals or market leaders to device some goal setting techniques process with employees contribution, to make sure they are feel their value in the decision making process. That is already a formidable job

Motivation begins with an example, leaders who hope to motivate must indicate the vision, quest and culture of the organization they will work directly into lead. The example arranged by them will be the one that their subordinates will. For example if the top of an organization preaches about integrity and ethics in public, however in private cheats on his charge reports, the true example he pieces is one of dishonesty. On the other hand, a manager / leader who show the value in the team work and it is happy to help groups and in need is representing the right example. Colleen Barrett, Leader of South West Airlines, is a person who puts the necessity of people and the business first, she exemplify the culture.

Five major solutions that have resulted in our understanding of desire are Maslow's need-hierarchy theory, Herzberg's two- factor theory, Vroom's expectancy theory, Adams' collateral theory, and Skinner's encouragement theory. (John Baldoni, Inspiration secrets of great leaders, Pager 6. )

Theories of Motivation and its own implications

The Inspiration thoughts were mainly developed around 1950's. The main theories were made through the period. These three classical theories are.

Maslow Hierarchy of needs theory

Herzberg's Two factor theory

Theory X and Theory Y

To understand the term motivation and its own implications, it's the responsibility of the professionals to be aware of the behavior of folks and the way of thinking of these people. The analysis of human brain and patterns is important to learn about implication of desire.

If we examine the term determination in psychology, the term motivation means the reason for engaging in a specific action or action, or we can say that motivation is the "why" behind any given action. An enormous amount of research regarding inspiration theory has been conducted over the course of decades, with many diverging ideas.

There are three generally accepted classes of thoughts in regard to motivational psychology. Among the well-known ideas of determination, Sigmund Freud "Theory X" is the first one. This theory is employed to motivate the individuals who have negative characteristics like who are sluggish and who lack eyesight, ambition, self-centered and who stay away from doing work no matter what and do the smallest amount. The implications with regards to Freud's viewpoint; he enlightened the necessity of motivating employees by using exterior factors such as rewards, manipulation or punishment.

"Theory Y" is the next theory produced by Douglas McGregor, which assumed the best drives in people. These are the individuals who really show involvement in work, learning and self-improvement. This theory implicates that folks are self-motivated to do their jobs and they benefit themselves, not for worries of consequence or any praise, thus no need for external motivating factor to make the people work.

Abraham Maslow, a behavioral psychologist and theorists, developed a "Hierarchy of Needs theory". Maslow envisioned this theory as five degrees of needs of people. Corresponding to him he models the basic principle behind this theory that human beings are determined by getting together with their most significant and basic needs first like food, clothing and shelter. Maslow's hierarchy includes five levels; each successive level can be attained by meeting those below it. They can be physiological needs, security needs, sociable needs, esteem needs, and self-actualization. Relating to Maslow, employees' lower level needs would have to be met in order for them to achieve an increased level of inspiration.

Reinforcement Theory

Reinforcement theory provided the strongest support for detailing differences in the utilization of NMR: High-use professionals were reinforced for using NMR (especially by their workers), while low-use managers were not strengthened for using the action, perhaps in part because they rarely displayed the habit.

Reinforcement theory provides implication for managers in how to stimulate employees. First of all the managers should retain in mind that enthusiastic habit of the staff is affects by their learning which is suitable and what's unacceptable to the organization. When motivating g the employees the professionals should follow the below

They should notify the employees what they can do to get positive reinforcement, informing the task standards and the type of patterns that is acceptable.

Tell employees what they are doing incorrect; in case there is no feedback by means of rewards, employees should be educated with the reason. Provision of this information allows the employees to improve their tendencies.

Base the rewards on Performance; managers should have a specific reward system, the bigger the performance the bigger should be the reward.

Expectancy Theory

Humans use to predict about the likely happenings of future, so objectives for future years events are created. If things appears to be relatively likely attractive, we know how to get there and we assume that we can make the difference, this sense will encourage us to do something that make this future become a reality.

Implications of this theory for the mangers; desire is a mixture of

Valence: this is actually the value of the identified outcome (the prize).

Instrumentality: to obtain beliefs on oneself that if one completes certain happenings then he can achieve the outcome or goal (clear avenue).

Expectancy: The fact that one is able to complete the actions (one's potential).

The theory or the combinations of motivation theories, managers use to influence their employees to increase productivity and efficiency.

It has been.

It has been witnessed by Freud and McGregor, generally speaking, motivation can be thought either of both ways i. e. positive or negative. Employees can be encouraged using negative motivating factors i. e. fear of failure, fear of losing favor, fear of losing a job, and if a worker is being regularly motivated by dread, he will be unsatisfied in effective and inefficient. Alternatively if the worker is determined by positive factors like understanding, to share in success of the company, he will feel satisfied. , worthwhile and will be more fruitful and efficient.

If any group adopted Maslow's method of Motivation, it could pursue to meet the most basic needs of their employees to be able to provide them for the bigger levels of performance. While providing resources to meet one's basic internal needs like food, shelter and clothing is really as simple as writing a paycheck. For the organization, to help their workers in achieving the higher levels of inspiration like self-esteem and public needs is more difficult.

Still, these needs can be remedied through various vehicles like employee conversation and genuine praise, appreciation, and acceptance from supervisors. If a business can free their employees from the stresses of satisfying lower level needs, their employees will feel safe and competent to operate at their best potential.

Example:

During the integration process of Lehman and Barclays, drive of the Lehman personnel was of the major apprehension to raise the organizational dedication on the Barclay's management and group. To develop the organization commitment was to build up trust of Lehman's personnel on the management of Barclay's. This was reliable with the Social Identification Theory of organizational behavior according to that your trust of employees in their market leaders and managers lead to strong advantages to the organizations including the increase in firm commitment.

General Electric is performed for example of good business procedures. The company has been transformed around by Jack Walsh that has been accountable for many of the procedures and the overall culture and viewpoint which has been put into location to upsurge efficiency, efficiency and inspiration. When looking at just how how determination is taking place there's a strong learning towards individuals relations approach where man sometimes appears as public rather economic. If the CEO of Standard Electric Jack port Walsh was asked that according to him which motivating factor was more satisfying of the employees money or popularity, he replied; "You must get rewarded in the soul and the Wallet" (Lewis, 2000; 7). That is indicative of the way employees are encouraged and the fundamental philosophies which are present at Basic Electric. Based on the declaration by Walsh we can say that employees have to be appreciated and empowered to be able to act, in addition they need to be rewarded in physical conditions as well as recognition.

Conclusion

Research often finds that inner motivating factors demonstrate better than any externally motivating drive. The aim for just about any organization and its own management is to produce an environment where in fact the employees are provided with the opportunities; where they can inspire themselves and achieve the required goals. Therefore the managers must become the motivating push for the employees.

Managers in any organization are in charge to do something as a motivating tool. There will vary types of people in an corporation, some are efficient workers, some are average personnel and some prefer to avoid work maybe scheduled to lack of interest in the job. Mangers are liable to identify the kind of workers they are working with and together make a determination intend to increase efficiency and productivity of the personnel. Employees who are self-motivated need less attention; they can you need to be encouraged when their work is recognized. Furthermore, more attention should be given to the employees who don't show fascination with the work either giving them bonuses or rewards in order that they remained geared up, and on the other hands they can be given the fear of consequence depending upon the situation. The last however, not the least the workers who are average personnel can be motivated by the blend of rewards and recognition both to allow them to perform to the best of their capabilities.

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