Implied Uncertainty Spectrum
Motivation is the process by which individuals are activated into putting an effort into achieving goals.
In order to motivate employees effectively, three points needed to be aware:
1. Amount of effort: The more employees are motivated, the more effort they will put in work.
2. Company goals: Have a clear goal. If the employees’ efforts are not directed towards the goals, the company cannot benefit from their motivation to work.
3. Employees’ needs: Provide something employee needed in order to motivate them.
Three elements: energy, direction, persistence
1. Energy: High levels of effort
2. Direction: Benefit the company
3. Continuously put in effort
Theories:
1. Maslow’s Hierarchy of Needs
High order needs (satisfied internally) and low order needs (satisfied externally)
Continuously satisfied in order to be motivated to higher needs
Needs may change over time
Example: Minimum wage, increase salary…… Physiological needs Contract in jobs, working environment…..Security needs Annual dinner, informal gathering…..Social needs Job title, sales of the month, recognition….Ego needs Challenging tasks, education sponsorship…..Self actualization needs
2. Two Factor Theory
Opposite of satisfaction is “no satisfaction”
Opposite of dissatisfaction is “no dissatisfaction”
Motivators: lead to satisfaction
Hygiene factors: prevent dissatisfaction
Example of motivators: Achievement, recognition, responsibility
Example of hygiene factors: work itself
3. Theory X and Y
Assumption of Theory X: do not like working, avoid responsibility, seek formal direction to guide the work, little ambition.
Implication: Punishment, closely monitor, monetary rewards
Assumption of Theory Y: work is just like play, self motivated, seek responsibility, make decision.
Implication: Let the employees make decision, provide challenging tasks, harmonious interpersonal relationships
4. Expectancy Theory
In order to motivate employees effectively, three points needed to be aware:
1. Amount of effort: The more employees are motivated, the more effort they will put in work.
2. Company goals: Have a clear goal. If the employees’ efforts are not directed towards the goals, the company cannot benefit from their motivation to work.
3. Employees’ needs: Provide something employee needed in order to motivate them.
Three elements: energy, direction, persistence
1. Energy: High levels of effort
2. Direction: Benefit the company
3. Continuously put in effort
Theories:
1. Maslow’s Hierarchy of Needs
High order needs (satisfied internally) and low order needs (satisfied externally)
Continuously satisfied in order to be motivated to higher needs
Needs may change over time
Example: Minimum wage, increase salary…… Physiological needs Contract in jobs, working environment…..Security needs Annual dinner, informal gathering…..Social needs Job title, sales of the month, recognition….Ego needs Challenging tasks, education sponsorship…..Self actualization needs
2. Two Factor Theory
Opposite of satisfaction is “no satisfaction”
Opposite of dissatisfaction is “no dissatisfaction”
Motivators: lead to satisfaction
Hygiene factors: prevent dissatisfaction
Example of motivators: Achievement, recognition, responsibility
Example of hygiene factors: work itself
3. Theory X and Y
Assumption of Theory X: do not like working, avoid responsibility, seek formal direction to guide the work, little ambition.
Implication: Punishment, closely monitor, monetary rewards
Assumption of Theory Y: work is just like play, self motivated, seek responsibility, make decision.
Implication: Let the employees make decision, provide challenging tasks, harmonious interpersonal relationships
4. Expectancy Theory