Motivation is the factors that are effects on people to
initiate. Continue or terminate the certain activities. Motivation is one of
the important tool in human resource management used in attracting and
retaining top talent in the organization. Motivation directly impact on the
organizational performance and well-motivated work force bring out their best
for the organization. Therefor it is important to understand about the
motivation and practice motivation methodologies in the organization.
What is motivation?
As mentioned in earlier motivation is the reason why you do something
or desire to do something.
Maslow’s Need Hierarchy, Herzberg’s Motivation-Hygiene Theory,
Mcgregor’s Theory X and Theory Y, Vroom’s Expectancy Theory, Urwick’s Theory Z,
Argyris’s Theory and Porter and Lawler’s Expectancy Theory are some of the
theories that explain the motivation.
1.
Maslow’s Need Hierarchy
Maslow’s theory is based on the human needs and he classified
human needs in a hierarchical order from basic need to higher self-actualization
needs. Once a given level of needs fulfilled it is no longer a motivation
factor for the employee and next higher level need to be achieved.
Main Critic of the
Maslow’s theory is that it cannot be apply all the time and all situations
and there might not be a clear hierarchy of needs.
2.
Herzberg’s Motivation-Hygiene Theory
Herzberg identified factors effecting to job satisfaction as
motivation factors and job dissatisfaction factor as hygienic factors.
According to Herzberg, the opposite of satisfaction is not dissatisfaction.
According to him Removal of hygienic factors does not make job satisfaction.
Today's motivators, according to Herzberg, are tomorrow's hygiene since they
stop affecting people's behavior once they have them. As a result, one's
hygiene may serve as a motivator for another.
Main critic of the
Herzberg motivation-hygiene Theory is it explains about the job
satisfaction and not about the motivation.
3.
Mcgregor’s Theory X and Theory Y
Douglas McGregor formulated two distinct views of human being
based on participation of workers. The first basically negative, labeled Theory
X, and the other basically positive, labeled Theory Y. Theory x says that people are not willing to take responsibilities
and have to direct by others. People unconcerned about the demands and goals of
the organization.
Theory Y says that people willing to take responsibilities and
want their organization to be success.
Main Critic of
McGregor’s theory X and Y is However, any people would fully
belong to either theory X or theory Y. and he or she has characteristics
of both.
4.
Vroom’s Expectancy Theory
Vroom’s motivation can also be expressed in the form of an
equation as follows:
Motivation = Valence x
Expectancy x Instrumentality
This theory says that people will motivate to the higher level
when they believe that their relationship with effort they put in and achievements
and the reward they received for their effort.
5.
Urwick’s Theory Z
According to the urwick people behave positively to achieve
both organizational and individual goals. Urwicks theory base on following four
hypothesizes.
1. Strong relation between employee and organization.
2. Employees involvement in organizational activities.
3. No formal organizational structure.
4. Human resource development.
Each individual should be aware of the organization's
objectives and the amount of his or her contribute to archive these
objectives through his or her efforts. Each individual should also be aware
that the relationship between organizational goals will positively serve his or
her needs.
6.
Argyris’s Theory
Maturity will satisfy not only their physiological and safety
needs, but also will motivate them to make ready to make more use of their full
potential in achieving organizational goals.
7.
Porter and Lawler’s Expectancy Theory
The motivation does not affect the performance. It is intact,
mediated by abilities and traits and by role perceptions. The Porter and Lawler
model is a deviation from typical satisfaction and performance assessments. In
practice, we discover that motivation is more of a complex phenomenon than a
straightforward cause-and-effect relationship. This model challenges some of
traditional assumptions made about the positive relationship between
satisfaction and performance and a multi-variate model was presented to explain
the complex relationship between satisfaction and performance.
Many studies shows the relationship between the motivation performances.
Motivation is one of the key factor effecting the employee performance. Researches
show that indeed there is a relation between motivation and performance (Deci
& Gagne, 2005).Managers believe that motivation results in good performance
as well as motivation leads to satisfied
employee who is loyal to the organization and retain in the organization for
longer period of time.
The lack of performance results in underperformance of the
employee and less productivity in the organization. As a result, HR managers
emphasize the importance of employees being highly motivated to complete their
tasks.
References
1. www.google.com
2. Motivation Theories: Top 8 Theories of Motivation –
Explained
https://www.yourarticlelibrary.com/motivation/motivation-theories-top-8-theories-of-motivation-explained
According to the Jouany & Martic (2020), Employee motivation is employee energy, commitment, and creativity. If employee is having high motivation, then employee engagement is high. As a result of high engagement, employee productivity is high. These are interlinked factors that help to organizational growth.
ReplyDeleteThank you.
Thank you for your valuable comments.
DeleteAs discussed, Employee motivation is critical to a company's success. It's the level of dedication, commitment, and energy that a company's employees bring to their jobs on a daily basis. Without it, businesses suffer from decreased productivity, lower performance and will face difficulty in achieving targets. Important topic.
ReplyDeleteThe success of the organization is depending on motivated employees. Therefore, employee motivation very essential part of an organization. Very interesting article and you have clearly described the importance of employee motivation. all the best.
ReplyDeleteSuccess of the organization is depending on motivated employees. Therefore, the employee motivations very essential part of an organization. Very interesting article and you have clearly described the importance of employee motivation. all the best.
ReplyDeleteHello, Motivation is an essential factor in retaining talented people in the organization and improving the performance of the employees. You have well explained its importance and how to maintain it properly. All the best!
ReplyDeleteHi, Motivation is a prime key for employee performance. Motivation can be different from each and every organization. You have well elaborated about motivation in your essay. Good luck.
ReplyDeleteMotivation plays a major role both in employees and employers success. It gives competitive advantages among rivals while uplifting the overall performance. Using many theories you have shown that to us. This is a good article with lot of knowledge. great work Mr Darshana.
ReplyDeleteDemotivated individuals have an impact on the company's overall productivity and can also demotivate other employees. Employees that are motivated are more likely to adjust to these changes and work hard to achieve not only their personal but also the company's goals.
ReplyDelete