Motivation theorists in work
The study of motivation in the business field has thus far been the most challenging and confusing area (Steers, Porter & Bigley, 1991). Managers often fail to motivate their staff because of their wrong views in motivation (McNamara, 1999; Cole, 1998) (refer to Appendix A). There is an abundance of work motivation theorists that have proposed different ideas on motivation but only few stands out from the test of time in the ever-changing workforce values (Hodgetts, 1990). Among these few theorists are Maslow (a clinical psychologist) and his Hierarchy of Needs, Hertzberg (an organizational psychologist) with his hygiene-motivator factors, and Frederick Winslow Taylor (an engineer), the father of Scientific Management (refer to Appendix B). Three of them are widely acclaimed among the business field and it is worthwhile to understand the similarities and differences found in their respective perspectives.Among the three theorists, there were more similarities identified between Maslow's Hierarchy of Needs and Hertzberg's hygiene-motivator factors. Firstly, it is verified that both Maslow & Hertzberg from the Cognitive Growth School introduced non-identical but similar models (Fulop & Linstead, 1999) (refer to Appendix C). Maslow
If the goals of the organization are not aligned with the goals of employees, then employees aren't effectively working toward the mission of the organization. If you look at sustaining employee motivation as an ongoing process, then you'll be much more fulfilled and motivated yourself. However, if the results of their work don't contribute to the goals of the organization, then the organization is not any better off than if the employees were sitting on their hands -- maybe worse off! Therefore, it's critical that managers and supervisors know what they want from their employees. As noted above, if you continue to focus on what you see about employee performance, you'll go a long way toward ensuring that your treatment of employees remains fair and equitable. Taylor should be acknowledged for his effort in overcoming the messiness in many organizations and for his ideas in sparking the emergence of Management by Objective (MBO) (Steers, Porter & Bigley, 1991; Fulop & Linstead, 1999) but managers have realized that the workers' attitude have changed and the new generations are more motivated to realized their dreams with a fulfilling job rather than a simple job commanded by strong authority (McShane & Travaglione, 2003). Have one-on-one meetings with each employee Employees are motivated more by your care and concern for them than by your attention to them. Maslow's Hierarchy of Needs and the Work EnvironmentHigher Level Needs To Satisfy, Offer. Hackman, JR, Lawler, EE & Porter, LW 1977, Perspectives on Behavior in Organizations, McGraw Hill, US. 1999, Management: A Critical Text, Australia: MacMillan Education, p. However, you leave it up to your employees to decide how they will carry out the tasks.
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Acceptance Essays
