Motivation Theory
Introduction
The nature of motivation is concerns with the energy, direction, persistence and partial achievement in doing a certain work. The intention of each person to achieve their goals is fueled by their enthusiasm towards it. In the studies of psychology, the area of motivation and its concept has been widely applied in both academics and professional world. The motivation is highly valued because of the positive results that it produces. It affects different roles in the society such as the workforce, managers, educators, health care providers, parents, and even religious leaders.
Background of the Study and Problem Statement
Motivation suggests that people should move and act in different circumstances. People commit to do a certain task and use to stand in with different kind of behavior towards their work (Ryan and Deci, 2000a). Aside from the briefly discussed idea, there are various theories that contributes in the idea of employee motivation but the problem is, many organizations or human resource management find it hard to use those theories on their employees.
Research Objectives
The study recognizes the importance of the objectives and therefore, it presented two core objectives. First is to identify or recognize the different motivational theories and second, which is related to the first objective, is to help the management to apply or relate the presented theories in their workforce.
Research Questions
The study presented several questions that will drive the study in its course in applying the motivational theories in the workplace.
1. What are the common motivational theories?
2. What are the usual reactions of employees when they are motivated?
3. How can the management measure the effectiveness or the success of the motivation?
Literature Review
In the explanation of motivations, it definitely delivers the control, interest, excitement, and confidence, which in return manifested in enhanced performance, persistence and creativity. If the approach of the motivation is applied continuously, there is no doubt that every student or employee will reach their best potential in their respectful field. At some point, the need is another definition of motivation, desire, or goal in which a person acts in the best way that he can be to reach the best outcome as much as possible (Ryan and Deci, 2000b). The personal or corporate need is the main reason of a person to give his best in doing all his works. Maslow’s Hierarchy of Needs Theory primary identifies the needs of the employees in terms of self-actualization, elf-esteem, the needs of love, safety needs, and physiological needs that are requirements to fulfill and sustain the life. The Herzberg’s Two-Factor Theory of Motivation differs in the employees’ perspective toward to work. Unsatisfied employees reactions are commonly come from the job context or situation meanwhile the satisfied employees’ reacts in the job content or the work itself. And the Theory X and Theory Y is where people commit to do a certain task because of two factors; they simply want to excel in their field or they are pressured by the people or the other factors around them (Winston, 1997; Ryan and Deci 2000a).
Methodology
The applied method is through the use of application of the motivational theories in the workplace. The management were asked to apply the three kinds of motivational theories namely Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor Theory, and the Theory X and Theory Y. With the use of the method, the research got the aid in working with the analysis as well as the impact of the motivation on employees.
Analysis
The management identified different approach in the application of the motivational theories. Firstly, Maslow’s Theory is a person-centered type of motivation and the employees are always the normal people. Employees recognized the needs and they are aiming to fulfill those needs. Secondly, Herzberg’s Theory emphasizes the relationship of the satisfaction and motivation. The more satisfied employees experience the achievement, recognition, importance of work, responsibility, advancement, and personal growth. And lastly, the Theory X and Theory Y established the idea that employees are motivated in two contradicting factors which is being pressured to work and the other places the value on the goals and beliefs of the organization.
Conclusion
Managers or business leaders recognizes the needs of the employees but they are shy to explore or study the other theories of motivation. There is nothing particular as a good theory but the essence within the idea of the motivational theories is more on the aspect of encouraging the employees in performing well in their field of work.
References:
Ryan, R., & Deci, E., 2000a. Self-Determination Theory and the Facilitation of Intrinsic Motivation, Social Development, and Well-Being. American Psychologist Association, Inc. Vol. 55, No.1. [Online] Available at: http://www.psych.rochester.edu/SDT/documents/2000_RyanDeci_SDT.pdf. [Accessed 10 Feb 2010].
Ryan, R., & Deci, E., 2000b. The “What” and “Why” of Goal Pursuits: Human Needs and the Self-Determination of Behavior. Psychological Inquiry, Vol. 11, No. 4. [Online] Available at: http://www.psych.rochester.edu/SDT/documents/2000_DeciRyan_PIWhatWhy.pdf. [Accessed 10 Feb 2010].
Winston, B., 1997. Theory X versus Theory Y, Be a Manager – for God’s Sake. Regent University. [Online] Available at: http://www.regent.edu/acad/global/cur/cmba640/cmba640m09/motivation.pdf. [Accessed 10 Feb 2010].
Other Related Source:
Employee Motivation Principles of Management [Online] Available at: http://www.iavalley.cc.ia.us/~mbu241/management/mgtch13/sld001.htm. [Accessed 10 Feb 2010].
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