Discuss about the Needs of Motivation Theories.
Human nature can be very simple, yet extremely complex too. In an organizational setting, the understanding and appreciation of human nature is an essential requirement when it comes to employee motivation, hence require effective management and leadership. In my view, employee motivation is one of the factors that lead to high performance in an organization. Employee motivation can be referred to as the driving force that trigger an employee to achieve the set performance desired by one’s organization. It is the responsibility of an organization to ensure that there is a right environment and activities that increase the desire for high performance for the employees. It should be noted that a motivated employee is not necessarily a high performer but is a conduit to achieve an organization composed of high performing employees. According to Daft, (2016), there are numerous debates that revolve around human beings in regards to motivation at the workplace that can only be explained by existing theories.
Needs motivation theories have proven that when certain employee needs are met, then motivation at the workplace is inevitable (Pradeep, & Bhumika, 2017). I believe need in this context is the internal state of an individual that reflects an outward attractiveness in work performance. According to Abraham Maslow’s theory of needs, the psychological needs comes first which comprises of basic needs such as food and shelter. Safety needs come second since most people perform better when they are free of danger and have job security. Social needs follow where individuals have to bond and socialize. Esteem needs come about when an individual is respected by one’s peers hence feels important. Self-actualization needs are the last in the hierarchy. This is when an individual realizes one is capable of becoming capable.
McClelland's theory of needs motivation helps identify the dominant motivators of employees. Achievement motivator assists in ensuring that achievers are awarded, and during work, people are told whether they are doing right or wrong. Affiliation motive implies that employees work best in groups. Those with needs of high power work best while in charge.
Equity theory by John Stacey Adams, implies that promotion and pay rise to performing employees can be a demotivating factor hence fairness is paramount. Herzberg's motivational theory suggests that when employees have movements through unions, it can help boost their motivation (S Revda, 2012). This relates to psychology where employees will know they have people who can fight for their rights.
In the light of the above knowledge, there are different strategies to employee motivation that will apply to different organizations. I believe there is a huge disparity that exist between an employee’s actual performance and the desired performance, hence the management of an organization try to reduce this gap through employee motivation. It should be noted that motivation tactics should be in tandem with the organization’s goals, vision, and mission. Consequently, a motivation approach should be tailored to the current situation of an organization. According to Anica, Danijela, & Goran, (2016), money has being given a low rating as a motivating strategy in organizations. This implies that catering psychological needs of an employee is an ultimate motivation factor.
Anica, H., Danijela, P., & Goran, K. (2016). Employee Motivation In Public Administration. Varazdin Development And Entrepreneurship Agency (VADEA), 40-52.
Daft, R. (2016). The Leadership Experience (1st ed., p. 234). Mason, OH: Cengage Learning.
Pradeep, K., & Bhumika, M. (2017). Motivation and Behavior Modification with Reference to Health Care Services: Are we underperforming?. Humanities: Comprehensive Works, Social Sciences: Comprehensive Works, 4(2), 51-60.
S Revda, D. (2012). Work Motivation: Theoretical Framework. Global Science And Technology Forum, 1(4), 133-139.
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