The Effectiveness of Motivation Theory Essay Example

enabling them to recognize the irrational nature of their thoughts and process them in a productive manner, leading to increased motivation. Additionally, research by Gee and Burke (2001) indicates that the notion of financial gain as the sole motivator is outdated and not as effective as previously believed. Multiple motivation theories exist, and there have been recent shifts in motivation trends. In fact, Gee and Burke (2001) propose the concept of "human potential management" in contrast to traditional "human resource management," reflecting changing attitudes.

Wood (2000) suggests considering social identity theory, motivational traits, procrastination, lateness, proactive role orientations, and person-environment fit in evaluating theories. According to Dye, Mills, and Weatherbee (2005), Maslow's hierarchy of needs has been oversimplified for the sake of convenience in motivational textbooks, resulting in a misunderstanding of the essence of Maslow's theories. They advise against using the hierarchy of needs chart without considering the complete context. From motivation theories, one can derive certain effective best practices.

According to studies conducted by Gee and Burke (2001), self-managed teams and telecommuting have a positive impact on employee motivation. Similarly, Tai (2006) and Huang (2001) have found that effective training programs are correlated with higher levels of employee motivation. In addition, Chapman (2008) suggests that team-building activities, workshops, inspirational quotes, and positive experiences play a role in building employee motivation. Sodenkamp (2005) discovered that pay-for-performance systems implemented on employee work groups can also increase motivation. The ACCEL-Team's (2008) research supports these findings. However, Fitzgerald (1971) warns against using irrelevant solutions to motivate employees before ensuring a solid foundation in the work system itself.

The motivation of individuals is influenced by the attitudes and actions

of managers. According to Daniel Goleman, there are six different leadership styles: coercive leaders who expect immediate compliance, authoritative leaders who inspire people towards a vision, and affiliative leaders who build emotional connections.

According to Longenecker, Moore, Petty ; Palich (2008), different leadership styles exist. For instance, democratic leaders work towards building consensus, pacesetting leaders establish high standards and demand excellence, while coaching leaders focus on developing individuals. Forsyth (2006) defines leadership as the process of guiding others in their pursuits through activities such as organizing, directing, coordinating, supporting, and motivating their efforts.

376). Invang (2008) provided guidance to his group members, stating that a manager who listens can encourage employee growth and career development (Burley-Allen, 1995, p. 9). Anthony (1989) emphasized the importance of motivation through leading by example and engaging with employees. Wolleat (2007) reviewed Gary Latham's book, which covers the history, theory, research, and practice of work motivation, and recognized its usefulness in presenting various motivation theories. However, Locke and Gary (2004) argued that motivation theories should not be seen as competing with each other, but rather as revealing different aspects of motivation. Therefore, the goal for managers should not be to compare and select a superior theory, but rather to draw on the characteristics of different motivation theories in order to effectively motivate employees.