motivational theories within the workplace

Compare the application of different motivational theories within the workplace

Motivation is ‘a reason or reasons for acting or behaving in a particular way’. Motivation can be defined as a process that helps achieve goals through behaviour that guides and maintains behaviour in order to achieve a positive end result. Motivation leads to actions, such as researching a topic, educate yourself to further your knowledge or working to earn money.

Abraham Maslow believed that humans had motivation and drive dependant on their needs. The main need being physiological which is followed by other needs of less importance such as safety, love, esteem and self actualisation. This was then placed into a hierarchy of needs represented into a pyramid (See appendix 1). Maslow believed that the first need had to be met in order to achieve to move forward to the second.
Alongside Maslow’s theory of motivation, Herzberg has a two factor content theory of motivation which is also a main theory. From Herzberg 's research he suggested a two-step approach to understanding employee motivation and satisfaction. Herzberg 's two factor theory distinguishes between the motivators and hygiene factors. Hygiene factors are needed for employees to feel comfortable at work if these are not met and are adequate, this can cause dissatisfaction for employees. Hygiene factors include feelings of job security, working conditions, wages and company policy. Overall hygiene factors are needed to ensure employee is not dissatisfied. Motivator factors are needed to create job satisfaction once motivational factors are met this can see employees are performing above what is expected of them. Motivator factors include a sense of personal achievement, opportunity for promotion, responsibility and gaining recognition. Motivator factors are needed to motivate employees to perform at higher level. (Appendix 2...)

An Advantage of Maslow 's theory is the order that is needed to identify the needs of

References: and Bibliography Appendix 1- Physiological needs are essential for human survival, when these basic needs cannot be fulfilled all energy is placed into fulfilling then. Once physiological needs are met, safety needs are the next step such as financial security or personal security. The next need is love; this can at time override the needs of safety e.g. holding onto abusive relationships. Esteem needs are so an individual can feel respected; people often go into a career choice which will offer them this. Self actualisation is needed so that a person’s full potential can be achieved. For Maslow’s hierarchy of needs, the basic needs are physiological – breathing, food, water, sex, sleep, homeostasis, excretion. Followed by safety needs – security of: body, employment, resources, morality, the family and health and property. This leads onto love needs – friendship, family, sexual intimacy. Esteem needs are – self-esteem, confidence, achievement and respect of and by others. The last need is self actualisation – creativity, problem solving, lack of prejudice, acceptance of facts. Appendix 2 - Herzberg also analysed employee actions for example: if an employee performs an action because they have to this is classed as 'movement ' if an action is performed because the employee wants to perform that action that is classed as 'motivation '. The aim of the motivator and hygiene factors are to move employees in the right direction so that they want to perform actions and don 't see this as they have to do. Appendix 3 - The role of a specialist, acts as a store of skills and knowledge. Role of monitor/evaluator, who is concerned with accuracy and presision, maintaining standard in the team. The plant role is creative and innovative with lots of ideas. The team-worker helps to maintain the teams coherence, making sure everyone is involved. Completer, tidies up loose ends, wants to get the details right. Shaper has strong opinions and wants to influence events. Coordinator helps the team stay focused on goals. Implementer is concerned with turning ideas into practical actions. Resource investigator has lots of external contacts and information networks. ( Appendix 4) - Apple ensures that their staff members have a positive attitude to their job on the whole by providing staff perks as a motivator to employees; these perks are computer system at 25% off per year, with 3 15% discounts for friends and family. This will motivate staff to have the correct mental attitude towards their work as they know they will be rewarded for it in the form of staff discounts. (Appendix 5) - To make the life of staff easier Google ensure that staff can get plenty of errands done whilst at work such as doing laundry for free in company washers and dryers on their self managed timetable. Google also offer staff a massage room, to release any stress and tension which has been built up, this is free of charge. Google recognises employees may become stressed and have onsite facilities to battle this. https://www.google.co.uk/#q=definition+of+motivation – definition of motivation- 29/12/13-04:29am http://www.oxforddictionaries.com/definition/english/leadership - defenition of leadership 29/12/13- 05:30am https://www.google.co.uk/#q=defenition+of+groups- definition of groupwork – 30/12/2013- 12:00pm