Theories of Motivation
Managers are always trying to get the best results and efforts out of their employees. There are different ways that this can be done. Motivation is one of them, “ In today’s organizations, motivation means getting people to exert a high degree of effort on their job.” (Rue, 2014, p. 71) This essay will explain the different motivational theories from Frederick Herzberg, David McClelland, Abraham Maslow, and Frederick Taylor. Next, will be the contrast and compare of the various theories with a section of my personal beliefs of whom I agree with the most.
The traditional approach of supervision is Frederick W. Taylor’s brainchild. Taylor believed in the early 1900’s that the reward systems was not set up adequately …show more content…
Maslow’s approach is “ that employees are motivated to satisfy a number of needs, and that money can satisfy, directly or indirectly, only some of those needs.” (Rue, 2014, p. 73) Maslow had five levels of needs, which related to one another in a hierarchy physical, safety, social, esteem or ego and self-actuation. Physical needs: the basic needs of the human body. Safety needs concerns against hazards, threats or withdrawal. Social needs: love, affection, and belonging. Esteem Needs the esteem of yourself and the esteem of others. Self-actuation: the need for individuals to reach maximum potential with their abilities and interest. At any given time Maslow believed only one of these needs could be the primary motivation for the individual. Maslow also believed that you would not move up the hierarchy of needs until the lower level is met and only one level at a time. Needs can shift with the effect of outside forces on a person. A satisfied need is not a …show more content…
The obvious similarity between approaches understands employees and what motivate them. They show us that employees have a need and want to achieve better work. Employees also have a need for recognition and respect for the work they are doing to have a fulfilling work life. Fredrick Taylor’s difference is that employees are only motivated by money. While this would be great for people who do piece work that can achieve a certain standard that has put forth by their company. These ideas cannot be applied to all employees as not everyone works in a piecework environment or is solely motivated by money. Abraham Maslow is very specific about what the needs of the employees are that motivates them, like Taylor’s this cannot be applied to all situations like that who do mass production. McClelland presented that three needs are present but with different intensities for people to be motivated. McClelland believed that managing persons with these needs in mind would lead to motivation and higher efficiency in an employee. These needs are a give and take to each other and have no particular order. Fredrich Herzberg had only two factors that affect motivation. There are only two factors as it is expected that some of the needs are already expected from the place of
Managers are always trying to get the best results and efforts out of their employees. There are different ways that this can be done. Motivation is one of them, “ In today’s organizations, motivation means getting people to exert a high degree of effort on their job.” (Rue, 2014, p. 71) This essay will explain the different motivational theories from Frederick Herzberg, David McClelland, Abraham Maslow, and Frederick Taylor. Next, will be the contrast and compare of the various theories with a section of my personal beliefs of whom I agree with the most.
The traditional approach of supervision is Frederick W. Taylor’s brainchild. Taylor believed in the early 1900’s that the reward systems was not set up adequately …show more content…
Maslow’s approach is “ that employees are motivated to satisfy a number of needs, and that money can satisfy, directly or indirectly, only some of those needs.” (Rue, 2014, p. 73) Maslow had five levels of needs, which related to one another in a hierarchy physical, safety, social, esteem or ego and self-actuation. Physical needs: the basic needs of the human body. Safety needs concerns against hazards, threats or withdrawal. Social needs: love, affection, and belonging. Esteem Needs the esteem of yourself and the esteem of others. Self-actuation: the need for individuals to reach maximum potential with their abilities and interest. At any given time Maslow believed only one of these needs could be the primary motivation for the individual. Maslow also believed that you would not move up the hierarchy of needs until the lower level is met and only one level at a time. Needs can shift with the effect of outside forces on a person. A satisfied need is not a …show more content…
The obvious similarity between approaches understands employees and what motivate them. They show us that employees have a need and want to achieve better work. Employees also have a need for recognition and respect for the work they are doing to have a fulfilling work life. Fredrick Taylor’s difference is that employees are only motivated by money. While this would be great for people who do piece work that can achieve a certain standard that has put forth by their company. These ideas cannot be applied to all employees as not everyone works in a piecework environment or is solely motivated by money. Abraham Maslow is very specific about what the needs of the employees are that motivates them, like Taylor’s this cannot be applied to all situations like that who do mass production. McClelland presented that three needs are present but with different intensities for people to be motivated. McClelland believed that managing persons with these needs in mind would lead to motivation and higher efficiency in an employee. These needs are a give and take to each other and have no particular order. Fredrich Herzberg had only two factors that affect motivation. There are only two factors as it is expected that some of the needs are already expected from the place of