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Motivation Theories Argumentative
Motivation Theories Argumentative

Motivation Theories Argumentative

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  • Pages: 3 (1044 words)
  • Published: October 26, 2018
  • Type: Article
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The below mentioned is the understanding that has been provided b Buchanan related to the term of motivation: Buchanan has categorized the term of motivation into the process that results in the making of a decision. In the result, the behaviors are demonstrated by the employees in response to the abovementioned executive process. In this regard, development and promotion of a number of methods and strategies related to the motivation of employees in companies has been done by the experts and professionals. The study of motivation includes the motivator (supervisor) and the employee.

In this regard, theories related to the motivation play a vital role in the provision of opportunities that may provide success and prosperity to the supervisors and employers. There are two basic approaches to motivation. - The content approach. - Hierarchy of needs that has been given by the Maslow As earlier mentioned in the paper, a number of objectives and needs are realized by the employees that are one of the main priorities of the employees. Thus, fulfillment of these needs is provided and focused by the strategies and techniques related to the motivation. The content theory was based on the people’s internal needs.

In this regard, five levels have been categorized by the Maslow in his provision of hierarchy of needs. In this hierarchy, it has been observed that the most complicated need has been given least consideration in the hierarchy, as compared with the most necessary one, which has been given the main deliberation by the Maslow’s hierarchy. In this regard, separate time for each level is used by t

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he employees during the fulfillment of their needs in the hierarchy. In this respect, it has been observed that satisfaction of next level of need is provided by the losing of potency of appreciative requirements by the employees.As soon as the basic needs are fulfilled the higher needs becomes operative. In this regard, Maslow’s hierarchy has explained that the need that is not satisfied and fulfilled by the employee, it is referred as one of the most influential and commanding requirement that has been considered by the employees.

Historically, in the year 1942, a psychoanalytic society was provided with the earlier mentioned hierarchy by Abraham Maslow that consisted of five levels. Subsequently, Motivation and Personality published the abovementioned hierarchy in the year 1954.(New York: Harper and Row) Level I – Physiological Needs It has been observed and indicated by the physiologists that the humans have identified some of the basic needs and requirements in their lives, which include some of the physiological needs as the significant ones. They are basically the food, shelter, and water facilities.

The organization satisfies these needs by the payments it made. Level II – Safety Needs In addition, a number of harm and destruction have been identified by the employees, which needs to be avoided by them.Thus, safety needs play a vital role in the provision of security from these harmful identities. The organization tries to safeguard these needs by proper management and provision of certain benefits. Level III – Social Needs It has been observed and felt by a number of experts that

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association and involvement of human beings is very necessary, and thus, friendship and belongings are associated by the human beings and employees by the identification of their social needs that provide opportunities to the employees for their association in the society.

The organization should provide extra activities like sports, parties, some celebrations etc; these will satisfy the employee’s social needs. Level IV-Esteem Needs Esteem needs can be the desire for respect and recognition for the work done by others. The organization can fulfill the employee’s esteem needs by assigning such projects, which matches the expertise and his abilities. This way the self-esteem will be higher and its needs will be satisfied.

Level V – Self Actualization Needs Every human being has been bestowed with individual capacities that are identified by the individuals with the provision of self-actualization needs.Thus, self-confidence and potential is realized by the employees with the fulfillment of these needs. The manager can assign such tasks, which make the employee feel challenged to complete it, and also he/she should be given full training and support in it. It has been observed that satisfaction during the job is attained by some of the identified factors that have been referred as motivator or inherent ones.

On the other hand, a number of factors are responsible for the dissatisfaction during the job, which has been referred as hygiene and extrinsic factors in the human lives. There can be many theories presented regarding the concept of motivation few will be discussed briefly: A number of experts have explained the relation of reward with the performance of the employees. In this regard, one of the experts, Vroom has explained that reward is attained by the quality performance, which is possible by the efforts that are made by the employees. In this regard, the abovementioned concept of efforts for the attainment of reward has been explained in the theory provided by the Vroom.

Vroom 1964, Reward may be negative or positive.The more positive the reward the greater efficiency will be experienced in the performance. On the other hand, motivation is directly proportional to the reward. Thus, motivation will be the least, if least appreciation would be given to the employees. Another concept has been provided by the theory that has been given by Adam. In this theory, it has been explained that self-identification is one of the reasons that results in the efforts made by the employees.

In other words, a sense of competition among the employees results in the efforts that are made by the employees to prove themselves.Equity is achieved when the ration of one employee’s output over input is equal to the ratio of the other employee’s output over his input. (Adams 1965). It has been stated by the theory of Skinner that repetition should be observed in the behavior that demonstrated by the employees in a positive manner. In addition, discouragement should be given to the behaviors that result in the creation of negative impact by the employees.

Skinner (1953). Managers of any organization should be able to maintain such behaviors of the employees, which are positive.

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