Motivation: Theory and Practice Essay

Motivation theories and practices remain as one of the nigh warm subject to understand. In order to fully comprehend this hapic, one must(prenominal) go through several disciplines and enormous research. This is especially crucial in the employment. there is no methodology that is much efficient in change magnitude productivity than using motivation. Despite the importance of practicing motivation theories, it is still an theatre that very few see ventured in. One of the umpteen reasons behind the reluctances of managers to halt out motivation theories is due to the complexity of collar man demeanor (Landy & Conte, 2007).Therefore, it is safe to say that most theories of motivation deal with the diverse aspects of gentlemans gentleman nature. This motif is going to look at 4 diametric motivational models. They ar Maslows power structure of necessitate, Aldefers ERG surmisal, Herzbergs two part speculation as well as Adams truth theory. The similarities a nd differences of these models lead also be discussed in this paper. This is the prerequisite knowledge for the contiguous section of the paper that is use of these theories by managers in order to succor reduce the problem of involuntary dispatcheeism in the manoeuvreplace and employee disengagement.Motivational modelsMaslows hierarchy of of necessity Nobody tidy sum make a taint bigger than Abraham Maslow who introduces the hierarchy of require model in 1940s. There argon 4 layers in this motivational model and it is often portrayed in the form of a pyramid (Pride, Hughes & Kapoor, 2004). He believes that certain human needs be dominated over others. Therefore, at the bottom of the pyramid is the most basic and Coperni layabout needs of a human being. This layer consists of fulfilling the physiologic needs of an individual such as food, water and air (Pride, Hughes & Kapoor, 2004). Literally, these are aspects that are required to ensure the human survival.After the phy siological needs sacrifice been cater to, the second layer of the pyramid is whole the sentry duty needs. This bottom of the inning be triggered by war or economic downturn whereby a person seeks for personal security such as family and health as well as financial security like role and property (Montana & Charnov, 2008). According to Maslow, the third hierarchy involves achieving a sentiency of bask and belonging (Montana & Charnov, 2008). This plays true to humans nature as a social animal. Friendship, family and intimacy play an classical role in contact emotional engagement.The next layer is getting respect from others and building egotism (Montana & Charnov, 2008). Lacking in these aspects willing lead to help oneself slightness and depression. Finally, at the top of pyramid is the layer of self-actualization (Pride, Hughes & Kapoor, 2004). This is the stage where somebody reaches their full probable in life. One of the major criticisms of this model is the need to fulfill a humans needs tally to a hierarchy, from the bottom to the top of the pyramid. However, in real life, a person suffer be demotivated as a result from various reasons and not following a certain order.Aldefers ERG theory Clayton Aldefer comes up with a revised version of Maslows hierarchy of needs. The ERG theory also describes the necessity to fulfill human needs according to an order. Each letter of this model represents the three directs of needs. They are world, relatedness and increase (Hoffmann, 2007). The existence needs are aspects that are needed to maintain the physical offbeat of a person (Pattanayak, 2005). After this has been fulfilled, a person will crusade on to finding the relatedness needs such as building satisfying relationship with others (Pattanayak, 2005).Finally, a person will seek out his or her needs for growth whereby the competence aim is developed and full potential is realized (Hoffmann, 2007). One of the major differences between Ald efers ERG theory with Maslows motivational model is the amount of flexibility. Although it is mainly concentrating on an individual fulfilling his or her needs progressively, Aldefer also acknowledges that a person may regress to bring down level needs as they are easier to reach a level of satisfaction. Besides that, this flexibility also allows ERG theory to justify and observe a wider range of behavior.Therefore, ERG theory understands that different people will have different needs and the order can be changed or even, pursued at the very(prenominal) time. Herzbergs two instrument theory Frederick Herzberg is the psychologist who founded the two ingredient theory. According two him, there are two factors that play an serious role in the enhancement of motivation and satisfaction of an employee in the workplace. They are known as the hygiene and motivator factor (Tosi, Mero & Rizzo, 2000). Hygiene factors are aspects to avoid unpleasantness while running(a) but do not ensu re satisfaction (Tosi, Mero & Rizzo, 2000).This includes good working condition, feelings of job security, quality relationship with supervisor and colleagues, company policy, salary and etcetera. Meanwhile, motivator factors will lead to personal growth as well as job satisfaction (Schermerhorn, 2011). These factors are important in order to motivate employees to work harder and increase productivity. Components such as gaining recognition, opportunity for promotion, given more responsibility and stimulating work, just to cite a few, will motivate workers to improve their surgical procedures.Herzbergs two factor theory is similar to Maslows hierarchy of needs in toll of acknowledging the necessity to fulfill the requisites so that, motivation can occur. However, Herzberg argues that only the highest level of Maslows pyramid, self-actualization, can lead to motivation (Schermerhorn, 2011). The lower needs will only caseful dissatisfaction if they are not fulfilled. Adams fair- mindedness theory This motivational theory is named afterwards John Stacey Adam. The comeliness theory states that there should be an equal balance between an employees widening and stimulation in order to create motivation, satisfaction and productivity (Miner, 2007).An employees input is what and how much they put into the work (Miner, 2007). This includes variants such as effort, loyalty, hard work, commitment, flexibility, trust in superiors and personal sacrifice. Meanwhile, an employees output is what he or she gets back in return (Jones, Steffy & Bray, 1991). Determinants like financial rewards, recognition, a sense of achievement, praise and job security will be taken into consideration. There is a similarity between Adams equity theory with models that are proposed by Maslow and Herzberg.He agrees that subtle factors can affect the cognizance of an individual towards his or her work. However, the equity theory model is more precarious and thus, creates awareness as wel l as understanding to better finagle wider situations from humans multi-faceted behavior (Jones, Steffy & Bray, 1991). Application of motivational theories by managers in the workplace Motivation plays a crucial role in any organizations in terms of increasing productivity. The effectiveness of a company is highly interdependent on their employees desire to strive for success. On the other hand, demotivated workers can cause several problems.One of them is the involuntary absenteeism in the workplace. This is an indicator of low performance as workers are unable to complete their duty or obligation to their fullest. Another issue with demotivated workers is disengagement. Disengaged employees are not interested or have no passion in their jobs anymore. This feeling will reflect on their poor work performances. This section discusses the application of motivational theories that have been mentioned preceding(prenominal) by managers to solve the aforesaid problems in the workplace. There are many factors that can contribute to the demotivation of employees.Mainly, this is caused by the feeling of dissatisfaction with their work. One way managers can motivate their workers is through the creation of incentives such as gift cards, swelled recognition and orchestrating friendly competitions (Landy & Conte, 2007). Based on Maslows motivational model, managers can offer different incentives to help employees to fulfill each need. Therefore, managers should also be aware that each employee is motivated in different ways and requires different incentive plans that cater to their needs (Landy & Conte, 2007).Besides that, employees do not touch off up the hierarchy at the same time and on the same pace. Apart from that, managers can try to motivate their employees by practicing Herzbergs motivational theory. Adopting a more democratic approach can actually help to curb problems such as absenteeism and disengagement as employees have a positive view about their jobs (Lussier & Achua, 2009). One way is to give the workers a variety of tasks to perform. This will make the job seems more interesting and less mundane.Managers should also not be fraid to challenge their employees with more complex tasks. This can be stimulating and create a sense of accomplishment when employees are able to complete them. Besides that, managers can consider giving their workers more power when it comes to do decisions about their jobs. If a manager practices the ERG theory, he or she will come up with plans that concentrate on the various needs of the employees at one time in order to motivate them (Lussier & Achua, 2009). The frustration-regression measuring stick should also be taken into serious consideration (Landy & Conte, 2007).Therefore, an employee should not be blamed when he or she takes a step backward in their job performance because the environment does not allow him or her to have the opportunity to grow personally and advance to a higher status. It is important for managers to take care of this situation as soon as accomplishable because frustrated employees who are not well-provided with their jobs will lead to demotivation after a prolong period of time. This is when employees have the tendency to be absent or disengage from their work.Finally, managers who like to apply Adams equity theory in order to motivate their employees should be aware that there must be a fair return to compensate for the work done by their employees (Lussier & Achua, 2009). However, this can be rather confusing as each employee has different notions on what constitutes a fair deal as it is often injected with personal values by the workers (Landy & Conte, 2007). For example, a single working mother may accept a lower salary to address for shorter working hours so that, she can spend more time with her family will consider this to be fair.Besides that, an overly generous manager who pays likewise to his or her employees can also create an imbalan ce in the input and output scale. An overpaid employee has the tendency to decrease their productivity and feel demotivated. Conclusion This paper has looked at four different motivational theories. They are Maslows hierarchy of needs, Aldefers ERG theory, Herzbergs two factor theory and Adams equity theory. Besides that, a brief discussion on the imilarities and differences of these motivational models are also included in this paper. A thorough understanding in this area is crucial for managers in handling demotivated employees. Effective application of motivational theories will solve various problems such absenteeism and employee disengagement. Employees who are satisfied and motivated can increase the productivity of their companies. In a nutshell, managers who can create a motivated working environment by making use of the study in human nature will be able to reap the benefits.