Extreme Motivation
Extreme Motivation
14 April 2010
Abstract
This paper explores some motivational strategies and theories modern day businesses use to motivate their employees. It begins by introducing Maslow’s hierarchy of needs and discusses how needs are met during motivational techniques. Then presents pay-for-performance motivation by utilizing techniques from former GE CEO, Jack Welch. Then continues with a human resource approach to motivation. The paper briefly looks at some approaches to motivation and evaluates how they are effective and why they are effective.
Extreme Motivation
What do employees want and why do they want it? In today’s business world, companies are employing a plethora of motivational techniques, in order to increase their profits. Human resources departments use a merit based motivational program, an approach that focuses on the esteem of the employee, or a combination of both. The merit based, pay-for-performance program, employed by Jack Welch, uses money to motivate high performance, whereas the other approach focuses more on helping an employee feel better about his or her self, which will lead to higher performance. Neither method is right nor wrong, it depends on the organization. The organization needs to make sure it is meeting the needs of its employees.
Maslow’s hierarchy of needs suggests people must satisfy five groups of needs in order-physiological, security, belongingness, esteem, and self-actualization. Concerning Maslow’s theory in terms of pay-for-performance, it can be analyzed under each of these five areas.
The physiological need is the lowest in the hierarchy, and is generally the easiest to fulfill. This physiological level is the necessities and is usually entry level of pay, which is adequate to motivate a worker to pursue the desired position. Once a person attains the physiological level, security is the next need in line. Security is having the feeling of job security. Pay raises and pension plans
14 April 2010
Abstract
This paper explores some motivational strategies and theories modern day businesses use to motivate their employees. It begins by introducing Maslow’s hierarchy of needs and discusses how needs are met during motivational techniques. Then presents pay-for-performance motivation by utilizing techniques from former GE CEO, Jack Welch. Then continues with a human resource approach to motivation. The paper briefly looks at some approaches to motivation and evaluates how they are effective and why they are effective.
Extreme Motivation
What do employees want and why do they want it? In today’s business world, companies are employing a plethora of motivational techniques, in order to increase their profits. Human resources departments use a merit based motivational program, an approach that focuses on the esteem of the employee, or a combination of both. The merit based, pay-for-performance program, employed by Jack Welch, uses money to motivate high performance, whereas the other approach focuses more on helping an employee feel better about his or her self, which will lead to higher performance. Neither method is right nor wrong, it depends on the organization. The organization needs to make sure it is meeting the needs of its employees.
Maslow’s hierarchy of needs suggests people must satisfy five groups of needs in order-physiological, security, belongingness, esteem, and self-actualization. Concerning Maslow’s theory in terms of pay-for-performance, it can be analyzed under each of these five areas.
The physiological need is the lowest in the hierarchy, and is generally the easiest to fulfill. This physiological level is the necessities and is usually entry level of pay, which is adequate to motivate a worker to pursue the desired position. Once a person attains the physiological level, security is the next need in line. Security is having the feeling of job security. Pay raises and pension plans