Motivation Theories Argumentative Essay Example

harm and destruction to ensure personal security.

The organization strives to protect these needs through proper management and provision of specific benefits. Level III - Social Needs: Many experts have noted that human beings require association and engagement, leading to the development of friendships and connections based on their social needs. This allows employees to participate in society. The organization should offer additional activities such as sports, parties, and celebrations to fulfill these social needs. Level IV - Esteem Needs: Esteem needs refer to the desire for respect and recognition from others for one's work. The organization can meet employees' esteem needs by assigning projects that match their expertise and abilities. This boosts self-esteem and fulfills their needs.

Level V - Self Actualization Needs Every individual has unique capacities that are associated with their self-actualization needs. Therefore, employees recognize their self-confidence and potential through fulfilling these needs. The manager can assign challenging tasks that make employees feel stimulated, while providing them with comprehensive training and support. Certain factors, known as motivators or inherent ones, contribute to job satisfaction. Conversely, a range of factors, referred to as hygiene and extrinsic factors in human lives, lead to job dissatisfaction.

There are various theories on motivation that can be discussed briefly. One theory relates reward to employee performance. According to expert Vroom, reward is achieved through quality performance, which is the result of employees' efforts. Vroom's theory explains the idea of putting in effort to obtain rewards. In 1964, Vroom noted that rewards can be either negative or positive. The more positive the reward, the greater efficiency will be seen in performance.

On the one hand, if employees are given the least

appreciation, their motivation will be the lowest. Additionally, Adam's theory suggests that self-identification is a contributing factor to employee efforts.

In summary, competition among employees motivates them to prove themselves. According to Adams (1965), equity is achieved when the ratio of one employee's output over input matches the ratio of another employee's output over their input. Skinner (1953) supports the idea that positive behaviors demonstrated by employees should be repeated, while discouragement should be given to negative behaviors with a detrimental impact. Therefore, it is important for managers to foster and maintain positive employee behaviors in any organization.