Motivation Theories for Managers
1. Introduction
One of my friends used to work for a very famous International Group as the sales manager for 2 years, then she jumped to another company which promised her a higher salary, we all agree that she made a smart move in her career because her salary was almost doubled after changing the job. Unexpectedly, her job changing was end up with regrets because she could not generate as much revenue for the company as before. She told me her salary was doubled but she lost a team which has been working together with her for 12 months. She felt powerless and the working environment was also becoming unpleasant.
Through my friend’s experience we could see that it is true that money plays a very important role in work motivation but if you, as an employer or manager, intend to make your staffs happy, there is always more work you need to do.
Most of managers within either big corporations or SMEs had indicated that nowadays employees are becoming tougher to motivate. The process of motivation within the company is a complex. We define motivation as the processes that account for an individual‘s intensity, direction, and persistence of effort toward the organizational goals. (Stephen P. Robbins & Timothy A. Judge, 2003)
Throughout time, the theories of motivation include early theories and modern theory has been developed a lot. Each of those theories we have learnt from our text book somehow has been applied and tested as to its effects on people’s lives, jobs, and personal goals in life and in the work place.
In this assignment three most popular motivation theories will be discussed and analyzed. They are Maslow (Hierarchy of needs theory), Herzberg (Two-factory theory ) and Adams (Equity theory). Also, those issues raised in the case will be discussed in the light of those three theories.
The purpose of this assignment is to analyze those theories of motivation and how it will link to practical work in the workplace.
In fact, China is still the
One of my friends used to work for a very famous International Group as the sales manager for 2 years, then she jumped to another company which promised her a higher salary, we all agree that she made a smart move in her career because her salary was almost doubled after changing the job. Unexpectedly, her job changing was end up with regrets because she could not generate as much revenue for the company as before. She told me her salary was doubled but she lost a team which has been working together with her for 12 months. She felt powerless and the working environment was also becoming unpleasant.
Through my friend’s experience we could see that it is true that money plays a very important role in work motivation but if you, as an employer or manager, intend to make your staffs happy, there is always more work you need to do.
Most of managers within either big corporations or SMEs had indicated that nowadays employees are becoming tougher to motivate. The process of motivation within the company is a complex. We define motivation as the processes that account for an individual‘s intensity, direction, and persistence of effort toward the organizational goals. (Stephen P. Robbins & Timothy A. Judge, 2003)
Throughout time, the theories of motivation include early theories and modern theory has been developed a lot. Each of those theories we have learnt from our text book somehow has been applied and tested as to its effects on people’s lives, jobs, and personal goals in life and in the work place.
In this assignment three most popular motivation theories will be discussed and analyzed. They are Maslow (Hierarchy of needs theory), Herzberg (Two-factory theory ) and Adams (Equity theory). Also, those issues raised in the case will be discussed in the light of those three theories.
The purpose of this assignment is to analyze those theories of motivation and how it will link to practical work in the workplace.
In fact, China is still the
Bibliography: Journal of Organizational Behavior Management, 31:221–235, 2011 Copyright © Taylor & Francis Group, LLC Journal of Organizational Behavior Management, 31:262–276, 2011 Copyright © Taylor & Francis Group, LLC 4. Journal of Organizational Behavior Management, 31:288–315, 2011 ACAD MANAGE PERSPECT February 1, 2012 vol. 26 no. 1 12-33 Management Practices Across Firms and Countries 8. Motiv Emot (2012) 36:382–395 Journal of Organizational Behavior, J. Organiz. Behav. 33, 700–722 (2012) Published online 21 November 2011 in Wiley Online Library (wileyonlinelibrary.com) DOI: 10.1002/job.785