HCS 325 Motivational Methods
Motivational Methods
HCS 325
8/26/13
Robert Clegg
Motivational Methods
Through the course of this class, we have learned that there are many qualities that make up a good manager. In order for an organization to run well and at its full potential, it is necessary for the management team to possess the ability to motivate everyone in their team. Motivation is used to inspire people to accomplish certain goals, either individually or as a team. If the team is not motivated, they will not give you everything they are capable of. There is more than one way to motivate a team, all of which can be beneficial to an organization.
We have always heard that people learn in different manners, so naturally different people are motivated in different ways. Most have assumed that motivation comes from an outside source; however individuals also have their own motivating forces. As a manager, it is important to realize this, recognize those forces and make the appropriate changes for each person. With many different theories as to what the best method is for motivation, it is best to completely understand all of the methods to know which option is best for your employees. A common mistake managers make is to assume that money is the …show more content…
best motivation. While it is a good motivator, it is not the only method; and is definitely not the best (Bessell, Dicks, & Wysocki).
One theory of motivation comes from psychologist Abraham Maslow. He stated that, “that human motivation is based on people seeking fulfillment and change through personal growth.” He wanted to better understand exactly what motivates people and believed that individuals have a set of motivation systems that are not related to rewards or unconscious desires. Maslow said that people were motivated in order to fulfill needs and to help people better understand this he developed the hierarchy of needs which includes five motivational needs (McLeod). The model is divided into two different groups, one being basic needs and one being growth needs. The model is set up like a pyramid with the base being basic needs. It then moves up to safety needs, followed by social needs and esteem needs. The final section at the top of the pyramid is self-actualization. You must first satisfy the base of the pyramid before moving onto the next level. Self-actualization is when a person finds a meaning to life that is important to them. Maslow has noted though, that only one in a hundred people become fully self-actualized. He believes this because our society provides compensation for motivation primarily based on esteem, love and other social needs (McLeod).
Maslow’s theory can help managers to identify the needs of their people. A satisfied need is not a motivator. The most compelling need the people in your organization is the one that has not been fulfilled. According to Maslow 's theory, the needs that are not being met are the prime motivators of behaviors, and needs at the lowest levels are of the hierarchy take priority over the needs at higher levels (McLeod). However, at any given time only one set of needs will actually motivate and skipping levels is not an option. Each individual has the ambition and will necessary to achieve the level of self-actualization. However, most of the time progress is often put off by lack of drive to meet the lower level needs. For the given situation, monetary and working environment will play a role in motivating the people to do their best.
Another method, which is a rework of Maslow’s theory, is the theory of existence, relatedness, and growth. Commonly known as ERG, it was created by Clayton Alderfer, a psychologist between 1961 and 1978. Alderfer took Maslow’s five components and combined them into just three. In his theory, Alderfer believes that the needs are not in any particular order. Therefore, you do not need to fulfill one in order to achieve another. All three of the needs in Alderfer’s theory have valid and reliable measures for both the levels of desire and satisfaction. However, both Scholars and practitioners all agree that the fulfillment of human needs has an important role in human motivation (Erg theory).
Lastly, will be the Herzberg method, developed by Frederick Herzberg. His theory is referred to as the motivation-hygiene theory or two factor theory. This theory is very different from the two previously discussed. His theory is based off of the findings that in every work environment there is satisfaction and dissatisfaction. The hygiene factors are the dissatisfaction, and therefore need to be eliminated. The actions he suggests to achieve this step are: fix poor company policies, provide effective and non-intrusive supervision, create a culture of respect and dignity for all team members, make sure that wages are competitive, build job status by providing meaningful work for all positions, and provide job security ("Herzberg 's Motivators And Hygiene Factors"). Once you have gotten rid of everything that is dissatisfying to your team, you must build up their satisfaction. He offers many examples of how to do this. To achieve the goal, the job must be evaluated so the proper actions may be chosen, since no two jobs are exactly alike. For our situation, recognition would be probably one of the most important. Making sure your employees are recognized will motivate them to continue to work hard. Another step is to reward your people by giving them tasks within their abilities. It may seem obvious, but there are times that this does not happen and then the employee gets down because they cannot achieve what is asked of them ("Herzberg 's Motivators and Hygiene Factors"). Herzberg believes the issue is that many employers look at the hygiene factors as ways to motivate when in reality they do very little to actually motivate.
When it comes down to it, there are countless options as to how a manager can motivate their team.
Every manager is different, as are the people they manage. One method may work great for certain people and not so well for others. It is up to the manager to decide which methods to use and when the appropriate time to use them is. Ideally, making any kind of cuts to the team would not be in the agenda. Unfortunately things do happen and some people will be cut from the department. With the proper motivation techniques, the hope of the management team would be to start preparing the team for these changes in the most positive way possible. Although it will be difficult, it is something that every manager has to do at some time or
another.
References:
Bessell, I., Dicks, B., & Wysocki, A. (2012). Understanding motivation: an effective tool for managers. University of Florida , (), . Retrieved from http://edis.ifas.ufl.edu/hr017
Erg theory. (2013). Retrieved from http://www.leadership-central.com/erg-theory.html#axzz2cuqxJcC3
Herzberg 's motivators and hygiene factors. (n.d.). Retrieved from http://www.mindtools.com/pages/article/newTMM_74.htm
McLeod, S. (2013). Maslow 's hierarchy of needs . Retrieved from http://www.simplypsychology.org/maslow.html
HCS 325
8/26/13
Robert Clegg
Motivational Methods
Through the course of this class, we have learned that there are many qualities that make up a good manager. In order for an organization to run well and at its full potential, it is necessary for the management team to possess the ability to motivate everyone in their team. Motivation is used to inspire people to accomplish certain goals, either individually or as a team. If the team is not motivated, they will not give you everything they are capable of. There is more than one way to motivate a team, all of which can be beneficial to an organization.
We have always heard that people learn in different manners, so naturally different people are motivated in different ways. Most have assumed that motivation comes from an outside source; however individuals also have their own motivating forces. As a manager, it is important to realize this, recognize those forces and make the appropriate changes for each person. With many different theories as to what the best method is for motivation, it is best to completely understand all of the methods to know which option is best for your employees. A common mistake managers make is to assume that money is the …show more content…
best motivation. While it is a good motivator, it is not the only method; and is definitely not the best (Bessell, Dicks, & Wysocki).
One theory of motivation comes from psychologist Abraham Maslow. He stated that, “that human motivation is based on people seeking fulfillment and change through personal growth.” He wanted to better understand exactly what motivates people and believed that individuals have a set of motivation systems that are not related to rewards or unconscious desires. Maslow said that people were motivated in order to fulfill needs and to help people better understand this he developed the hierarchy of needs which includes five motivational needs (McLeod). The model is divided into two different groups, one being basic needs and one being growth needs. The model is set up like a pyramid with the base being basic needs. It then moves up to safety needs, followed by social needs and esteem needs. The final section at the top of the pyramid is self-actualization. You must first satisfy the base of the pyramid before moving onto the next level. Self-actualization is when a person finds a meaning to life that is important to them. Maslow has noted though, that only one in a hundred people become fully self-actualized. He believes this because our society provides compensation for motivation primarily based on esteem, love and other social needs (McLeod).
Maslow’s theory can help managers to identify the needs of their people. A satisfied need is not a motivator. The most compelling need the people in your organization is the one that has not been fulfilled. According to Maslow 's theory, the needs that are not being met are the prime motivators of behaviors, and needs at the lowest levels are of the hierarchy take priority over the needs at higher levels (McLeod). However, at any given time only one set of needs will actually motivate and skipping levels is not an option. Each individual has the ambition and will necessary to achieve the level of self-actualization. However, most of the time progress is often put off by lack of drive to meet the lower level needs. For the given situation, monetary and working environment will play a role in motivating the people to do their best.
Another method, which is a rework of Maslow’s theory, is the theory of existence, relatedness, and growth. Commonly known as ERG, it was created by Clayton Alderfer, a psychologist between 1961 and 1978. Alderfer took Maslow’s five components and combined them into just three. In his theory, Alderfer believes that the needs are not in any particular order. Therefore, you do not need to fulfill one in order to achieve another. All three of the needs in Alderfer’s theory have valid and reliable measures for both the levels of desire and satisfaction. However, both Scholars and practitioners all agree that the fulfillment of human needs has an important role in human motivation (Erg theory).
Lastly, will be the Herzberg method, developed by Frederick Herzberg. His theory is referred to as the motivation-hygiene theory or two factor theory. This theory is very different from the two previously discussed. His theory is based off of the findings that in every work environment there is satisfaction and dissatisfaction. The hygiene factors are the dissatisfaction, and therefore need to be eliminated. The actions he suggests to achieve this step are: fix poor company policies, provide effective and non-intrusive supervision, create a culture of respect and dignity for all team members, make sure that wages are competitive, build job status by providing meaningful work for all positions, and provide job security ("Herzberg 's Motivators And Hygiene Factors"). Once you have gotten rid of everything that is dissatisfying to your team, you must build up their satisfaction. He offers many examples of how to do this. To achieve the goal, the job must be evaluated so the proper actions may be chosen, since no two jobs are exactly alike. For our situation, recognition would be probably one of the most important. Making sure your employees are recognized will motivate them to continue to work hard. Another step is to reward your people by giving them tasks within their abilities. It may seem obvious, but there are times that this does not happen and then the employee gets down because they cannot achieve what is asked of them ("Herzberg 's Motivators and Hygiene Factors"). Herzberg believes the issue is that many employers look at the hygiene factors as ways to motivate when in reality they do very little to actually motivate.
When it comes down to it, there are countless options as to how a manager can motivate their team.
Every manager is different, as are the people they manage. One method may work great for certain people and not so well for others. It is up to the manager to decide which methods to use and when the appropriate time to use them is. Ideally, making any kind of cuts to the team would not be in the agenda. Unfortunately things do happen and some people will be cut from the department. With the proper motivation techniques, the hope of the management team would be to start preparing the team for these changes in the most positive way possible. Although it will be difficult, it is something that every manager has to do at some time or
another.
References:
Bessell, I., Dicks, B., & Wysocki, A. (2012). Understanding motivation: an effective tool for managers. University of Florida , (), . Retrieved from http://edis.ifas.ufl.edu/hr017
Erg theory. (2013). Retrieved from http://www.leadership-central.com/erg-theory.html#axzz2cuqxJcC3
Herzberg 's motivators and hygiene factors. (n.d.). Retrieved from http://www.mindtools.com/pages/article/newTMM_74.htm
McLeod, S. (2013). Maslow 's hierarchy of needs . Retrieved from http://www.simplypsychology.org/maslow.html