Methods Of Motivation And What Is Motivation Essay Example

that aims to explain the factors driving behavior. It identifies five human needs - physiological, social, self-esteem, security, and self-actualization - arranged in a hierarchical order. This theory can be valuable for supervisors, managers, or leaders in understanding workers' needs within an organization. The most powerful motivator for employees is an unsatisfied need leading them towards self-actualization. Salary and working environment also play significant roles in motivating employees.

Salaries are essential for survival, particularly at the lower levels of the hierarchy. Alderfer's ERG Theory condenses Maslow's hierarchy into three categories: existence needs, relatedness needs, and growth needs. Existence needs encompass basic survival requirements. Relatedness needs involve interpersonal connections, social acceptance, status, and care. Growth needs focus on personal development and self-worth.

In contrast to other motivational theories, Herzberg's Theory of Motivation emphasizes two types of factors in a job: hygiene and motivation. Hygiene factors cause dissatisfaction while motivational factors promote positive satisfaction. Hygiene factors include company policies, administration, working conditions, and job security. According to Herzberg, unsatisfactory work conditions can lead individuals to withdraw from their job both physically and psychologically. It is crucial for these conditions to be met in order for employees to feel motivated at work.

Satisfactory working conditions are also vital for employee performance within an organization. They not only foster a positive work environment but also provide motivation for staff to work harder.

The text emphasizes that productivity can be improved by ensuring employees feel a sense of achievement, recognition, advancement, and overall enjoyment in their work. It also highlights the negative impact of unfavorable working conditions on staff performance in unsuccessful firms. Herzberg's theory is mentioned as an important contribution to understanding motivation

in work organizations. The theory provides managers with specific recommendations for enhancing employee motivation and argues against money being the most crucial factor in a job. According to this theory, improving the work itself is the best way to stimulate and motivate employees.

Various methods exist for organizations to motivate their employees, whether they are working in teams, groups, or as individuals. Motivation can take different forms, such as recognizing employees, enhancing working environments, or offering simple rewards like a day off or a luncheon. One theory that we will now explore is the Goal theory, which posits that setting goals stimulates employee behavior.

Proximal and distal goals differ in terms of the time required for achievement. Proximal goals can be accomplished in a short period, while distal goals are met in the distant future. According to Driscoll (2000, p.309), performance goals imply that intelligence is fixed, whereas learning goals suggest that intelligence is flexible and can be developed. Therefore, proximal learning goals are utilized to sustain short-term motivation. However, setting goals alone is insufficient for maintaining motivation. Hence, it is crucial for each motivational theory to elucidate the variations and impacts of motivation on different perspectives.

Supervisors, managers, or leaders cannot expect to use the same motivational techniques for all groups or individuals. It is crucial to consider the differences among employees in order to determine the appropriate motivational techniques and methods for each employee. For lower level contingent workers, motivation often comes in the form of a pay increase or the opportunity to become full-time or permanent, which can be more effective for this group of workers.

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