Goals:
It is comprehensible that all motivated behaviors have few objectives. From an organizational point of view it is assumed that motivated workers do something to improve objectives of association. Artistic decisions, good amount of productivity, punctuality and good attendance could be included in employee goals or objectives.
Types of Motivation
Intrinsic Motivation
Intrinsic motivation is mostly self-applied, or is about emotional rewards. On the whole it is the straight relationship between the worker and individual managers. Such as, opportunity to exercise one’s ability, a sense of challenge, accomplishment and achievement, competence and optimistic recognition, and being treated in a kind, self-esteem, considerate and manner are the examples of intrinsic motivation and is generally determined by individual managers. Not related to job, sports and other hobbies are mostly intrinsic motivations.
Example: If someone enjoys doing his or her job or want to eat and wear good because it is good for his health then it is “Intrinsic Motivation”
Extrinsic Motivation
Extrinsic motivation is when someone is motivated by external features such as promotion, pay rise, tangible rewards, fringe benefits, loyalty cards, etc. It is usually applied by someone other than the person who is being motivated and is largely not under control of individual managers.
Example: when an individual is working hard to gain a reward or promotion or to please someone then it is said to be “Extrinsic Motivation”
Theories of Motivation
There are many theories of motivation and each theory must be somewhat true at least. These theories elucidate the behavior of certain people at certain moments. It is often grueling for employers to motivate their employees in both short n long term and that is because of the intricacy of motivation and the verity that there is not any particular thing that motivates people to work and that is why every different theory is important to different manager. These different motivational theories are divided into two divergent methodologies: (a) content theories (b) process theories
Content theories:
There are three major theories included in content theories and they explain specific things that in reality motivate individual employees at their work. These theories also attempt to identify people’s needs, strength and the target that they pursue in order to assure these necessities.
Maslow’s Hierarchy of Needs Model
Abraham Maslow, by profession he was a psychologist, who refined a wide-ranging theory of human development and motivation. Maslow’s state that people are desperate to get more and more in their life and they always want something more than that they already have. He made a five series set of human needs arranged in chain of command order, in other words in hierarchy array and that set is usually displayed in pyramid form beginning with the most essential and undeniable needs. This theory is a revitalizing part of theory X of Freud. Those theories are as under:
Psychological needs:
It is the most underlying stage in Maslow’s hierarchy, the psychological needs are usually related to the unlearned basic requirements such as, hunger, thirst, need for oxygen, sleep are few examples of psychological needs. Once those needs are fulfilled, they do not motivate any individual again. Example: a gasping person would try hard to obtain a glass of water that is within reach. Conversely, after consuming his or her full of water, the some one will not strive to get any more and will be motivated by subsequently upper rank of desires. Organization that might fulfill these basic needs will also include pay that is at least enough to live with.
Safety needs:
It is the second last level of desires and is concerned with the physical safety and security, stability, sovereignty of fretfulness, assault and defense from hazards and a well-mannered environment. Organizational factor of this level might include these conditions on job such as safe occupation condition, wise and fare policies, annuity and minimum wages are some basic needs. When these needs are fully contented, one is no longer motivated.
Love needs:
When the above two needs are rewarded this third need arises. It consists of need of family, friends, love, and children. In an organizational state, this could be included with the opportunity to communicate with colleagues on work, compassionate management, leeway for teamwork.
Esteem needs:
It comprises self-worth, attention, justice, status. From an organizational point of view, this need take account of internal and external esteem. Such as self-respect and triumph are parts of internal esteem and external esteem are like professional recognition or prestigious job title.
Self-actualization needs:
The high point of Maslow’s theory is self-actualization needs. It is meant by keen sense of certainty, one has to be objective rather than being subjective and must tackle problems with confidence and take them as challenges requiring clarification either giving any personal excuses. It is the conclusion of all minor to major needs of an individual. To become self-actualized one has to self-fulfilled and has comprehended all their prospective.
- Maslow’s theory is not completely be determined because the people who live in an promising civilization are more concerned toward psychological and safety need where as to some extent they tend to be directed towards other needs as well.
Hezberg’s Two Factor Theory
Hezberg has revised Maslow’s theory and prepared an unambiguous theory of motivation on work. He interviewed more than 200 engineers and accountant of different corporations on behalf of their increasingly demand in business meadow. Hezberg used unpleasant incident methods for analyzing data. He introduced two causes of emploees motivation and de-motivation.
- Motivators:
It means by the factors that motivates employees to work hard. These factors may influence the emotions of satisfaction but not dissatisfaction. Acknowledgment, success, the kind of job itself, innovation and conscientiousness are the basic steps of motivation.
- Hygiene or Maintenance issues:
These issues are related to biological needs such as, prevention, environment, salary and company policy. These factors are concerned with job surroundings. According to Hezberg, these issues can hardly satisfy someone but can reduce dissatisfaction if managed appropriately.
Process theories:
Process theories mainly explain the correlation between the vigorous variables that framework motivation. These theories closely relate with how behavior is being commence, directed and sustained rather than what motivates. These theories put importance on the genuine procedure of motivation.
Consequently, Process Theories includes that how the way a person behaves and what forces one to choose a certain way of behaving.
Process theories covers many different theories, few most important process theories are,
- Vrooms (Expectancy Theory)
- Adams (Equity Theory)
- Locke (Goal setting theory)
Process theories have been customized through time and people have developed theories in their time according to the time.
Vroom theory
Victor Vroom was the first to come up with the idea of the expectancy theory. His theory had been successful throughout many years. According to vroom’s ideas of any person’s motivation are based on the rewards the person respects from his work. Therefore, a person works for the reward. These theories are centered on the concept of valence, expectancy and instrumentality, and are the factors that lead to motivation. Mathematically this theory is explained by the equation below,
Motivation= E*I*V
V here stands for valence, which means the strength or extend of the reward that the person will receive for his or her hard work. It is based on individual and they themselves determine the strength of the reward. Valence is based on the expected rewards and outcomes.
E stands for Expectancy and means the outcome that would be generated by the input of the individual and how the individual expects.
I stands for instrumentality which means how the individual relates their performance with result of it., when and individual expects and receives his rewards, he is further motivated by the instrumentalities. This results in later on outcomes.
According to vroom, when these three combines they create a natural force of motivation which motivates a person. Vroom did a lot of research on motivation and finally created the theory that explains that motivation is not very easy. However, if we take a deep look into this theory, we find that Vrooms theory does not actually help the problem of motivation rather it explains what an individual expects from his hard work and what motivates him or her.
Adams theory
Equity theory focuses on the whether the employees are being treated equally or not. For example is the pay of the entire employee doing the same work equal or not. People like to work in an organization, which slow down people to work in groups. It is in a nature of person to be seen as treated equally as others are. Adams says that if the employees like to be treated equally , employees feel like they are being treated fairly when the ratios are equal ,but when these ratios are not equal ,employees feel like being treated unequally and this produces dissatisfaction between them this theory basically explains that it is the managers job to treat the workers equally.
Example:
A friend of mine used to work at a local newsagent store, he used to get paid less than his colleagues, just because of his low age. He felt like not been treated evenly which de-motivated him and he then left the job. His manager did not realize this first and later on the manager had to employ another staff and train him, but he did not prove to be as good as my friend, then the manager realized that he was one of the good worker. Hence, equality does motivate the employee in the entire organization.
Equality theory also includes gender and equity. Both genders must be treated uniformly. Not just gender but a person’s education also plays a big role in motivation. If a person is more educated than his colleague is but they are equally paid, this might dissatisfy the person. The best way to motivate an employee according to this theory is that employees should be paid equally and fairly, moreover they should not be underpaid, there values should be justified and they should be paid what they deserve.
Conclusion
Motivation sounds like an easy subject to write on but when you go with it there are certain points that are enough hard to define. Same as different people have different kind of nature, different people are motivated from different factors. Some are motivated by money, power, position where as, some are motivated by environment, self-esteem, recognition and some are motivated by the nature of work. There is not any exact answer to this question that what motivates people to work. There are many different theories of motivation but I have just described those, which are important and are mostly applied in organizations. What I have observed in this project that Maslow’s theory is quite good to motivate individuals at work because he has covered all basic needs of human beings.
