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Message From: pratibha.smit |
Total Posts: 1 |
Join Date: 19/03/2009 |
| Rank: Beginner |
Post Date: 29/05/2009 06:59:24 |
Points: 5 |
Location: India |
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MOTIVATION
Motivation basically means to arouse the hidden qualities which a person posses and encourge them by positive attitude. ... motivation is important because sometimes people have some problems and they are able to solve the problems but they can't do that, at that time they need motivation. motivation in other sense is like catalyst that boost the actions.regardsRrsain ...
There are many motivation theories. Each motivation theory attempts to describe what human beings are and what human beings can become. For this reason, it is customary to say that a motivation theory has content in the form of a particular view about people. The content of a motivation theory helps us understand the world of dynamic engagement in which organizations operate by depicting managers and employees engaging in organizations every day. Since motivation theories deal with people’s development, the content of a motivation theory also helps managers and employees wrestle with the dynamics of organizational life.
THEORIES OF MOTIVATION
A number of psychologists and other experts in the field have contributed towards bringing about various theories with regards to motivation. There is no single motivation theory that can stand out and be revealed as the only one. Given here are the varied theories on motivation.
1) Mc Gregor Theory ‘X’ Theory ‘Y’
McGregor identified two different sets of assumptions about employees. The traditional view, known as Theory X and the later is known as Theory ‘Y’
ASSUMPTIONS OF THEORY X
• People have an inherent dislike of work
• They will avoid it whenever possible
• Most people prefer to be directed and to avoid responsibility.
• The work is of secondary importance and managers must push employees to work.
ASSUMPTIONS OF THEORY Y
• Theory Y is more optimistic.
• It assumes that work is as natural as play or rest.
• People want to work and can driven a great deal of satisfaction from work.
• People have the capacity to accept – even seek – responsibility, and to apply imagination, ingenuity and creativity to organizational problems.
DRAWBACKS OF THEORY Y
• Modern industrial life does not fully tap the potential of human beings.
• To take advantage of their employees’ innate willingness and ability to work,
• Managers using Theory Y should provide a climate that gives employees scope for personal improvement.
• Participative management is one way to do this.
2) Abraham Masclow Need Hierarchy Theory
Physiological Needs: It include the basic needs of a human being such as food, cloth, shelter, education, job etc.Once all these needs is fulfilled people tends towards other needs.
Security & Safety Needs: People want security from every side. They have a fear for loosing their job, fear about future, children plan. Once the people are satisfied and free from such fear their security and safety needs are fulfilled and they switch over to a other needs.
Social Needs: People want to affiliate themselves to a group. This is their social needs. Due to this people want to join a club, society.
Esteem Needs: Once the people are recognized in their society they now tends to have sense of power and prestige. This is the esteem needs
Self Actualization Needs: It is the highest needs in individual Life. It includes growth, self fulfillment of the people.
DRAWBACKS OF THIS THEORY
• As one need is satisfied the next need becomes dominant.
• No need is eerily satisfied.
• One has to know and understand what level of hierarchy that person is on to whom they want to motivate.
3) ERG Theory: This theory was given by Clayton Alderfer. HE rebuild the hierarchy of Maslows into another model named ERG i.e. Existence-Relatedness-Growth..
ASSUMPTIOS OF ERG THEORY
• The Existence group consists of providing basic material existence I was the physiological needs of Masclow theory.
• The 2nd group is the Social & Security Needs. It is the interpersonal relationship with other members in the group.
• The 3rd group was Esteem and Self-Actualization needs.
CONCUSION OF ERG THEORY
1. In an individual, more than one need may be operative at the same time.
2. If a higher level goes unsatisfied than one need may be operative at the same time.
3. It also contains the frustration regression dimension.
4.) Contribution of Elton Mayo:
The work of Elton Mayo is known as Hawthorne Experiment. He carried out a behavioral Experiment at Hawthorne works of American Eastern Electric Company at Chicago. He introduced breaks between the work and also introduced refreshment during pause. On the basis of this experiment he comes to certain Conclusion.
CONCLUSION OF ELTON MAYO:
• Motivation is amore complex subject. It is not about all pay, working conditions and morale but also about physiological and social needs.
• The need of recognition and sense of belonging are very important.
• Attitudes towards work are strongly influenced by the group.
5) Contribution Of Robert Owen: He was of the view that as if a machine is looked after properly, taken care of and maintained well. Then it will perform efficientely, reliable and long lasting. Similarli if people are taken care then they will work more efficiently. So he introduced the system of employees hosing a company shop.
6) Expectancy Theory: The most widely accepted explanations of motivation have been given by Victor Vroom. His theory is known as “EXPECTANCY THEORY”. This theory underlines that one is motivated by things that are desirable and can be achieved
This theory says that an employee can be motivated to perform better when there is a belief that better performance will lead to good performance appraisal and thus will lead to realization of personal goal in form of some award
MAIN FOCUS OF THIS THEORY
• Efforts and Performance Relationship
• Performance and reward Relationship
• Rewards and Personal goal Relationship.
7.) Goal Setting Theory: This theory was given by Edwin Locke. This theory states that various types of goals motivates one differently
8. Frederick Herberg’s Motivation-Hygiene Theory: His theory is also known as “Two-Factor Theory” or “Hygiene Theory” According to him there are certain satisfiers and dissatisfiers for employees at work In-trinsic are related to job satisfaction while Ex-trinsic factors are related to dissatisfaction. Extrinsic factors are that is motivated by external and tangible rewards. Intrinsic factors are that is being motivated by internal rewards that are value-based
He devised his theory on the question “What do people want from their jobs?” He asked people to describe in details about such situation when they feel good and bad. From the responses his received he comes to conclusion that opposite of satisfaction is no dissatisfaction.
7. The carrot and Stick Approach: This theory was given by Jeremy Bentham.. According to him people are self-interested and are motivated by the desire to avoid pain and find pleasure. Any worker will work only if the reward is big enough or the punishment is unpleasant.
This theory comes from old story that to make monkey move, one has to put carrot in front of him or dab him with a stick from behind. Despite all the research on the theories of motivation, reward and punishment are still considered strong motivators.
The carrot is in the form of promotions, increment,bonus,salary increase The srick is in the form of fear of loosing job,loss of income,reduction of bonus.demotion.
8. The Porter and Lawler Model:
Lyman W.Porte and Edward E. Lawler developed a more complex version of motivation depending upon Expectancy theory:
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Actual Performance in a job is primarily determined by the effort spent. But t is also affected by the people’s ability to do the job and also by the individual perception of what the required task is. So performance is the responsible factor that leads to intrinsic as well as extrinsic rewards. These rewards along with the equity of individual leads to satisfication.Hence satisfaction of the individual depends upon fairness of award.
9. Contribution of Renis Likert: Likert developed a refined classification,breaking down the organization into four management system.
1st System: Primitive Authoritarian
2nd System: Benevolent Authoritarian
#rd System: Consultative
4th System: Participative
As per the opinion ok Likert, the 4th system is the best not only for profit organization. But also for non-profit firms.
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