Critically discuss two motivation theories (one content, one process) and their implications for motivating and managing individuals in the workplace.
Motivation is a critical concept and is defined as "dependent on the fulfilment of fundamental, innate psychological needs for competence, relatedness, and autonomy" (Thijs, 2011). There are two types of theories I will discuss, ‘content’ - which concentrates on what motivates human behaviour at work and for this I have chosen to focus on Herzberg’s Two Factor theory. The second is ‘process’ - which concentrates on how the content of motivation influences behaviour and I have chosen to focus on Adam’s Equity Theory. Both of these theories have been criticised and debated by academics, however, …show more content…
This theory receives most attention in the workplace. Differentiates between factors, which satisfy employees, and factors, which cause dissatisfaction among employees. Factors, which cause job satisfaction are achievement, recognition, work itself, responsibility and advancement. Factors, which cause dissatisfaction among employees, are company policy & administration, supervision, salary, interpersonal relationships and working conditions.
Herzberg’s major impact was to argue that providing hygiene factors (more money, better working conditions) would not create motivation, only less dissatisfaction. Only the “motivators” could essentially motivate employees. Hygiene factors are a series of factors which create dissatisfaction if individuals, perceive them as inadequate or inequitable, yet individuals will not be significantly motivated if these factors are viewed as adequate or good.
Hygiene factors are extrinsic and include factors such as salary or remuneration, job security and working …show more content…
1006), the expectancy theory clearly indicates that the attitudinal factors which, during the motivational process; drive the individual to produce effort to perform better. Examples of attitudinal factors are the extrinsic or intrinsic rewards felt by the employee, and the expectancy of whether the employee will succeed or fail in his or her task. Therefore, in the process of motivating the employees the manager can work on the attitudinal factors which can drive the individual to perform better. Thus, in order for the employee to produce effort to perform better, the manager can either discuss with the employee on the reward he or she wants, and have two-way communication when the task is being carry out to find out if the employee is facing any problem and try to eliminate the problem to reduce the employee’s expectancy that the project will
Motivation is a critical concept and is defined as "dependent on the fulfilment of fundamental, innate psychological needs for competence, relatedness, and autonomy" (Thijs, 2011). There are two types of theories I will discuss, ‘content’ - which concentrates on what motivates human behaviour at work and for this I have chosen to focus on Herzberg’s Two Factor theory. The second is ‘process’ - which concentrates on how the content of motivation influences behaviour and I have chosen to focus on Adam’s Equity Theory. Both of these theories have been criticised and debated by academics, however, …show more content…
This theory receives most attention in the workplace. Differentiates between factors, which satisfy employees, and factors, which cause dissatisfaction among employees. Factors, which cause job satisfaction are achievement, recognition, work itself, responsibility and advancement. Factors, which cause dissatisfaction among employees, are company policy & administration, supervision, salary, interpersonal relationships and working conditions.
Herzberg’s major impact was to argue that providing hygiene factors (more money, better working conditions) would not create motivation, only less dissatisfaction. Only the “motivators” could essentially motivate employees. Hygiene factors are a series of factors which create dissatisfaction if individuals, perceive them as inadequate or inequitable, yet individuals will not be significantly motivated if these factors are viewed as adequate or good.
Hygiene factors are extrinsic and include factors such as salary or remuneration, job security and working …show more content…
1006), the expectancy theory clearly indicates that the attitudinal factors which, during the motivational process; drive the individual to produce effort to perform better. Examples of attitudinal factors are the extrinsic or intrinsic rewards felt by the employee, and the expectancy of whether the employee will succeed or fail in his or her task. Therefore, in the process of motivating the employees the manager can work on the attitudinal factors which can drive the individual to perform better. Thus, in order for the employee to produce effort to perform better, the manager can either discuss with the employee on the reward he or she wants, and have two-way communication when the task is being carry out to find out if the employee is facing any problem and try to eliminate the problem to reduce the employee’s expectancy that the project will