Motivational Theories Essay
HRM | MOTIVATIONAL THEORIES | SALMAN SHAHZAD
Reg. # : 12000920-001
BBA 5TH SEMESTER | |
Motivation can be defined as that which makes people act or behave in the way they do.
In a work environment, it is sometimes viewed as the difference between what people can do and what they will do.
Motivation begins with the needs that exist within us. If these are unsatisfied we establish a goal, consciously or unconsciously, and take action to achieve that goal. People sometimes make the mistake of trying to motivate others on the basis of faulty assumptions about their future behavior. We observe behavior and draw conclusions from it, but very often we do not know what the motivating factor is. …show more content…
(Realizing potential, creativity and self-development) * EGO NEEDS
(Autonomy, esteem, self-respect confidence, sense of achievement, recognition/status, appreciation) * SOCIAL NEEDS
(Sense of belonging, association, being accepted, giving and receiving love and affection) * SAFETY NEED
(Protection from danger and deprivation, physical and psychological security) * PHYSICAL NEEDS
(Food, drink, shelter, rest)
People don’t necessarily move in a continuous movement upwards. They may be at a different level in their personal or social life, than in their working life. Also there may be exceptions to the rules stated, and some may be content to stay at a particular level, without it adversely affecting internal motivations.
Maslow’s theory may explain why some managers are unable to motivate some staff effectively. By assessing an employee’s motivation, maybe by way of appraisal, a manager should be able to analyse the next level that the employee should be aiming for.
Frederick Hertzberg: Work needs
Hertzberg identified the following true motivators as contributing to high morale and job satisfaction: * Achievement * Recognition * Responsibility *