1. Motivation Theories Flashcards
Motivation Theories Intro?
Motivated employees are a real asset to a business. If the employees are motivated, they will work hard, thus increasing productivity leading to the opportunity for greater profit. Generally the responsibility for motivating workers lies with the human resource manager.
Theories of work motivation are generally grounded in the field of psychology
• Usually rely on a view that people seek to maximise ‘pleasure’ and minimise ‘pain’ in their lives.
• Motivation theories are part of a human resource manager’s reference kit.
Motivation refers to the Desire/drive to work well and the level of commitment to achieving organisational goals.
• For the HR manager, motivation management involves the process of ensuring that there is a continuing commitment to a common set of goals/single goal.
Motivation Theories
There are various factors influencing motivation generally?
i) Remuneration:
- Amount a person is paid and flexible work practices.
- Increased productivity.
- Higher staff morale.
- Promotes diversity and fairness.
- Positive effect on employee wellbeing.
ii) Generational expectations:
- Effective manager must able to meet the different expectations while also using their strengths to advance their business operations.
Historical Perspective:
The Industrial Revolution introduced the concept of the division of labour, where workers would complete part of the task before moving the product onto the next part of the production process.
• The satisfaction of workers used to receive from making products disappeared.
• Theorists from the classical school of motivation believed the fear of losing pay or their jobs was enough motivation to keep workers efficient.
• Modern psychologists realised that more could be gained by focusing on the workers needs
General Motivation Tools and Techniques?
Items that can be used by HR managers to try and motivate workers:
I) MONEY
II) CAREER PATHS
III) RECOGNITION OF GOOD WORK—Private and Public
IV) ENCOURAGEMENT AND FEEDBACK
V) INCENTIVES
VI) TEAM-BUILDING SESSIONS
• While the threat of dismissal can motivate workers to be more productive in the short term, it is not desirable as it leads to reduced morale levels and is not sustainable.
• HRM should be aware of workers’ needs, wants and expectations and that they are different.
Abraham Maslow’s Hierarchy of Needs Theory
Maslow’s theory believed that people progress through stages as they mature and develop. This theory proposes a 5 stage hierarch of needs, and it is believed that within all individuals exists this hierarchy of 5 needs based on importance. A certain level of need must be achieved before moving on to the next, which then becomes the motivator. Once needs are satisfied they are no longer effective in motivating an employee’s behaviour.
- In his hierarchy of needs theory, needs are arranged in order, starting with the most basic and going up to higher order needs.
- When basic needs are satisfied, they no longer provide motivation and higher-order needs become more significant.
Abraham Maslow’s Hierarchy of Needs Theory
HRM and Maslow’s Theory?
HR Managers could use this theory. They would need to be aware that employees would be at different levels, and so a range of strategies should be used.
• For workers at the ‘Belonging Stage’: team-building activities and social activities; supportive management; opportunities for teamwork.
- For workers at the ‘Esteem Level’: recognition of their achievements; promotion; appointment of responsibility
- For workers at the ‘Self-Actualisation Stage’: Interesting jobs with creativity; self-development involved
HRM and Maslow’s Theory HIERARCHY OF NEEDS?
- Psychological Needs
Basic Survival needs - Safety and Security Needs
This stage develops once basic needs have been addressed
May translate into job security and having a reasonable amount of remuneration - Belonging Needs
May translate into wanting to feel involved in teamwork and feel that they belong to the organisation. - Esteem Needs
Achieved at two levels:
i. the first is the esteem in which others hold us;
ii. the second is self-esteem
This may occur in workplace with workers striving to be recognised for achievements - Self-actualisation Needs
.Once all previous needs have been addressed; very few achieve and maintain this stage.
.Characteristics of this stage:
i. Enjoy deep relationships
ii. Accept themselves and others.
iii. Sense of humility
iv. Creative and Original
Frederick Herzberg Motivation Theory?
Herzberg proposed a two factor theory of work motivation similar to Maslow’s higher and lower order needs. He stated that there are two sets of factors. Herzberg referred the lower order needs as hygiene factors and the higher order needs as motivators.
- Only motivator factors are able to deliver real job satisfaction and ergo are motivational.
- “The factors that lead to positive job attitudes do so because they satisfy the individuals need for self-actualisation”-“Workers around the world tend to demonstrate a tendency toward satisfaction with job intrinsic, and dissatisfaction with extrinsic”.
- Some occupations are intrinsically motivating; the work itself is highly valued and the workers enjoy tasks. These are motivator factors.
- Other occupations are extrinsically motivating; the form of pay levels and other rewards need to motivate employees as the work itself is not interesting. These are the hygiene factors.
Frederick Herzberg Motivation Theory
Motivation Factors include:?
• Achievement | Recognition | Work | Responsibility | Promotion | Growth
These factors increase satisfaction levels; all are based on the concept of intrinsic motivation.
Motivators: Higher order needs which are linked to job satisfaction and performance – Have high control over.
Frederick Herzberg Motivation Theory
Hygiene Factors Include?
- Salary and Benefits
- Company policies and administrative practices
- Relationships with co-workers
- Physical working conditions
- Job Security
- These factors cause dissatisfaction if they are not present or are under the acceptable level.
- Hygiene: Lower order needs which are often seen as preventing motivation.
- Absence of these can result in job dissatisfaction – Extrinsic, external factors, have little control over. Easily satisfied and attempt to motivate an employee (short term solution).E.g. an increased salary does not motivate person in a long term period, more appropriate motivators are gaining a more challenging job.
Frederick Herzberg Motivation Theory
Applying Herzberg’s theory:?
• Referred the lower order needs as hygiene factors and the higher order needs as motivators.
Factors that act to dissatisfy (hygiene) must be eliminated e.g. removal of poor and restricting company policies.
- They need to help employees find satisfaction..
- HR Managers could easily implement or incorporate aspects of this theory into their practices.
> In order to increase motivation levels long term, they would need to focus on the aspects that feature as more important to employees, especially achievement; recognition; the work itself and responsibility.
Frederick Herzberg Motivation Theory
HRM and Herzberg’s Theory?
- Herzberg’s motivation–maintenance model reminds managers that some factors, which may seem positive, can have little impact on performance.
- Investing in maintenance factors may not get the results management expects. If the aim is to motivate staff, Herzberg suggests a focus on factors that enrich the job and satisfy the employee.
- His model underpins the proposition that reward systems should include both financial and non-financial rewards.
Locke’s Goal Setting Motivational Theory
BASED ON MANAGEMENT BY OBJECTIVES?
Based on ‘Management By Objectives (MBO)’ which is a theory that suggests managers need to be clear about their objectives before they can pursue any activity.
- The achievement of the objectives can then be used as criteria to evaluate the success of the manager in conducting their role in the organisation.
- It requires managers to:
- Determine what the business’ objectives are.
- Plan how to achieve the objectives efficiently and effectively.
• Related to this is that objectives should be SMART.
Locke’s Goal Setting Motivational Theory?
Psychologist Locke wrote Goal Setting: A motivational technique that works in 1984. He argued that it is misguided to attempt to motivate workers by making their working lives more satisfying. According to Locke, satisfaction comes from achieving defined goals.
• His research showed that specific or more challenging or difficult goals led to better task performance than vague or easy goals.
- He argued the more challenging the goals, the greater will be the effort put in and also the satisfaction enjoyed by the worker.
- Difficult goals, when accepted by workers, result in higher performance than easy goals.
- In Locke’s view, goals should not be crudely imposed on workers from above.
For the theory to get results in modern workplaces, Locke says it should include:
■ Participation by workers in setting goals.
■ Guidance and advice from management.
■ Management feedback on performance.
• Locke’s motivation theory is based on the assumption that people will strive to do what they say they will do. The theory sits well with the use of performance indicators (KPIs) and the system of management by objectives (MBO).
Locke’s Goal Setting Motivational Theory
Specific Goals?
Challenging Goals?
Goal Setting?
Specific Goals
Goals need to be specific so that the information is clear; allowing less room for error and individual interpretation.
Challenging Goals
Goals need to be challenging or difficult because people tend to exert more effort and try harder to attain more difficult goals. However they need to be achievable and realistic.
Goal Setting
Locke stated that there are seven key steps in goal setting:
1. Specify general objective/goal to tasks
2. Specify how performance will be measured
3. Specify the standard or target
4. Specify the time-span
5. Prioritise Goals
6. Rate goals according to difficulty and importance
7. Determine coordination requirements
By following steps, the goals should be specific and challenging. Motivation occurs when people experience a sense of achievement from having accomplished their goals.
