Motivation: Theory and Practice Essay

motivating theories and practices remain as one of the most uncontrollable subject to understand. In order to skilfuly comprehend this go pastic, one must go through several(prenominal) disciplines and enormous research. This is especially crucial in the cookplace. at that place is no methodology that is more efficient in increasing productiveness than using motivation. Despite the importance of practicing motivation theories, it is still an ara that very a couple of(prenominal) have ventured in. One of the many reasons behind the reluctances of managers to carry out motivation theories is due to the complexity of instinct human behavior (Landy & Conte, 2007).Therefore, it is safe to say that most theories of motivation deal with the different aspects of human nature. This newsprint is going to look at 4 different motivational exemplifications. They be Maslows hierarchy of take, Aldefers ERG theory, Herzbergs two factor theory as well as Adams faithfulness theory. Th e similarities and differences of these mildews will also be discussed in this paper. This is the prerequisite knowledge for the next section of the paper that is industriousness of these theories by managers in order to help reduce the problem of involuntary absenteeism in the goplace and employee disengagement.motivational modelsMaslows hierarchy of needs Nobody can make a dent bigger than Abraham Maslow who introduces the hierarchy of needs model in 1940s. There atomic number 18 4 layers in this motivational model and it is lots portrayed in the form of a pyramid (Pride, Hughes & Kapoor, 2004). He believes that certain human needs are dominated over others. Therefore, at the bottom of the pyramid is the most basic and important needs of a human being. This layer consists of fulfilling the physiological needs of an individual such as food, water and air (Pride, Hughes & Kapoor, 2004). Literally, these are aspects that are required to ensure the human survival.After the physio logical needs have been cater to, the endorse layer of the pyramid is satisfying the safety needs. This can be triggered by war or stinting downturn whereby a psyche seeks for personal credentials such as family and health as well as financial security exchangeable employment and property (Montana & Charnov, 2008). According to Maslow, the third hierarchy involves achieving a sense of love and belonging (Montana & Charnov, 2008). This plays true to humans nature as a societal animal. Friendship, family and intimacy play an important role in meeting emotional obligation.The next layer is acquiring respect from others and building self-esteem (Montana & Charnov, 2008). Lacking in these aspects will lead to helplessness and depression. Finally, at the conk of pyramid is the layer of self-actualization (Pride, Hughes & Kapoor, 2004). This is the stage where somebody reaches their full potential in life. One of the major criticisms of this model is the need to fulfill a humans need s according to a hierarchy, from the bottom to the top of the pyramid. However, in real life, a person can be de trigger offd as a result from conglomerate reasons and not following a certain order.Aldefers ERG theory Clayton Aldefer comes up with a revised translation of Maslows hierarchy of needs. The ERG theory also describes the necessity to fulfill human needs according to an order. individually letter of this model represents the three levels of needs. They are existence, relatedness and growth (Hoffmann, 2007). The existence needs are aspects that are needed to maintain the physical well-being of a person (Pattanayak, 2005). After this has been fulfilled, a person will yarn-dye on to finding the relatedness needs such as building satisfying relationship with others (Pattanayak, 2005).Finally, a person will seek out his or her needs for growth whereby the competence level is developed and full potential is realized (Hoffmann, 2007). One of the major differences between Al defers ERG theory with Maslows motivational model is the amount of flexibility. Although it is mainly concentrating on an individual fulfilling his or her needs progressively, Aldefer also acknowledges that a person may regress to lower level needs as they are easier to reach a level of satisfaction. too that, this flexibility also allows ERG theory to justify and observe a wider range of behavior.Therefore, ERG theory understands that different batch will have different needs and the order can be changed or even, pursued at the same time. Herzbergs two factor theory Frederick Herzberg is the psychologist who founded the two factor theory. According two him, in that location are two factors that play an important role in the enhancement of motivation and satisfaction of an employee in the sourplace. They are known as the hygiene and motivator factor (Tosi, Mero & Rizzo, 2000). Hygiene factors are aspects to avoid unpleasantness darn working but do not guarantee satisfaction (T osi, Mero & Rizzo, 2000).This includes good working condition, feelings of job security, attribute relationship with supervisor and colleagues, company policy, salary and etcetera. Meanwhile, motivator factors will lead to personal growth as well as job satisfaction (Schermerhorn, 2011). These factors are important in order to motivate employees to work harder and increase productivity. Components such as gaining recognition, opportunity for promotion, given more responsibility and stimulating work, just to mark a few, will motivate workers to improve their performances.Herzbergs two factor theory is similar to Maslows hierarchy of needs in terms of acknowledging the necessity to fulfill the requisites so that, motivation can occur. However, Herzberg argues that solo the highest level of Maslows pyramid, self-actualization, can lead to motivation (Schermerhorn, 2011). The lower needs will only typesetters case dissatisfaction if they are not fulfilled. Adams handsomeness theor y This motivational theory is named afterwards fundament Stacey Adam. The equity theory states that there should be an equal balance between an employees output and stimulation in order to create motivation, satisfaction and productivity (Miner, 2007).An employees input is what and how much they put into the work (Miner, 2007). This includes variants such as effort, loyalty, hard work, commitment, flexibility, trust in superiors and personal sacrifice. Meanwhile, an employees output is what he or she gets back in return (Jones, Steffy & Bray, 1991). Determinants like financial rewards, recognition, a sense of achievement, praise and job security will be taken into consideration. There is a similarity between Adams equity theory with models that are proposed by Maslow and Herzberg.He agrees that subtle factors can affect the perception of an individual towards his or her work. However, the equity theory model is more fluid and thus, creates aware(predicate)ness as well as agreeme nt to better handle wider situations from humans multi-faceted behavior (Jones, Steffy & Bray, 1991). Application of motivational theories by managers in the workplace Motivation plays a crucial role in any organizations in terms of increasing productivity. The effectiveness of a company is highly dependent on their employees desire to strive for success. On the other hand, demotivated workers can political campaign several problems.One of them is the involuntary absenteeism in the workplace. This is an indicator of low performance as workers are unavailing to complete their duty or obligation to their fullest. Another issue with demotivated workers is disengagement. Disengaged employees are not interested or have no passion in their jobs anymore. This feeling will reflect on their poor work performances. This section discusses the application of motivational theories that have been mentioned above by managers to solve the aforesaid problems in the workplace. There are many factor s that can contribute to the demotivation of employees.Mainly, this is caused by the feeling of dissatisfaction with their work. One way managers can motivate their workers is through the creation of incentives such as gift cards, giving recognition and orchestrating friendly competitions (Landy & Conte, 2007). Based on Maslows motivational model, managers can offer different incentives to help employees to fulfill each need. Therefore, managers should also be aware that each employee is motivated in different ways and requires different incentive plans that cater to their needs (Landy & Conte, 2007). overly that, employees do not move up the hierarchy at the same time and on the same pace. Apart from that, managers can try to motivate their employees by practicing Herzbergs motivational theory. Adopting a more democratic approach can actually help to curb problems such as absenteeism and disengagement as employees have a positive view around their jobs (Lussier & Achua, 2009). One way is to give the workers a mix of tasks to perform. This will make the job seems more interesting and less mundane.Managers should also not be fraid to scrap their employees with more complex tasks. This can be stimulating and create a sense of accomplishment when employees are able to complete them. Besides that, managers can consider giving their workers more power when it comes to making decisions about their jobs. If a manager practices the ERG theory, he or she will come up with plans that concentrate on the dissimilar needs of the employees at one time in order to motivate them (Lussier & Achua, 2009). The frustration-regression misuse should also be taken into serious consideration (Landy & Conte, 2007).Therefore, an employee should not be blamed when he or she takes a step backward in their job performance because the environment does not allow him or her to have the opportunity to grow personally and advance to a higher status. It is important for managers to take ca re of this situation as soon as possible because frustrated employees who are not satisfied with their jobs will lead to demotivation after a prolong period of time. This is when employees have the tendency to be absent or disengage from their work.Finally, managers who like to apply Adams equity theory in order to motivate their employees should be aware that there must be a fair return to compensate for the work done by their employees (Lussier & Achua, 2009). However, this can be rather confusing as each employee has different notions on what constitutes a fair deal as it is often injected with personal values by the workers (Landy & Conte, 2007). For example, a single working draw may accept a lower salary to trade for shorter working hours so that, she can go through more time with her family will consider this to be fair.Besides that, an overly generous manager who pays excessively to his or her employees can also create an imbalance in the input and output scale. An overpai d employee has the tendency to strike their productivity and feel demotivated. Conclusion This paper has looked at four different motivational theories. They are Maslows hierarchy of needs, Aldefers ERG theory, Herzbergs two factor theory and Adams equity theory. Besides that, a brief discussion on the imilarities and differences of these motivational models are also included in this paper. A thorough understanding in this area is crucial for managers in handling demotivated employees. Effective application of motivational theories will solve various problems such absenteeism and employee disengagement. Employees who are satisfied and motivated can increase the productivity of their companies. In a nutshell, managers who can create a motivated working environment by making use of the study in human nature will be able to reap the benefits.