Theories of motivation in management, Working with motivational employees is often like harming the business. A lot of theories show how to inspire employees to work and how to increase their motivation at the workplace. Understanding which principle is right for the employee, employee retention rates and employee productivity can help to make small business.
[su_heading size=”20″ margin=”10″]Classification of Theories of Motivation Principles[/su_heading]
The principle of inspiration can be divided into two parts – Material Theory & Motivation Theory. What do people like in content theory? Tells about their personal theory and their goal. In the process theory, the process of inspiration shows what it is. This inspiration acts as a source.
Theory About Material Induction
Hierarchy of Abraham Maslow’s Needs
According to this principle, when a person meets less than necessary, then he is in an effort to seek high need. In the first level, physical needs such as air, water and food are the ones which are included in the most basic requirements for survival. At the second level, there are security requirements that are present for personal safety, health, well-being and security needs. At the third level, where people need to feel a sense of belonging and acceptance. It’s about relationship, family and friendship. Organizations meet this need for people. In the fourth level, there is a need for self-esteem. People feel respected and self esteem is a great need for humans. Achievement is needed, others’ respect comes in this level. In the top-level, exist for self-development. This level of need is related to realizing the full potential of a person.
Alderfer’s ERG theory
In 1969, Clayton P Alderfer simplified Maslow’s theory into three categories. He gave physical needs and protection to the needy with the need of existence. Changed the relevant need to name it in the name of spirituality. Self-esteem and self-development Merged with the need for development needs.
Herzburg’s two factor theory
1959 Herzburg introduced the two-factor theory. He suggested that two types of factors affect induction and they do it in different ways, the neutral factors
A good number of whimsy factors bring disillusionment among the people when they see them as inadequate and unjust. Hygiene factors are external factors such as salaries or remuneration, job security and working conditions are factors.
Inspirational factors are the internal factor as if they are such an achievement, the sense of recognition, responsibility, and personal development
Herzberg theory claims with satisfaction theory that a satisfied worker goes to work in the same organization, but this satisfaction does not always result in better performance. “In other words, satisfaction does not establish relationships with productivity.
McLaren’s achievement requirement theory
In his book, Sociable, obtained in 1961, I have told about the three basic needs of man that he develops and receives from the experiences of his life.
Need for the available,
some people have a high need and desire for the available needs and try to find challenging goals. Reaction in the form of available, progress, available sentiment is a strong need. The person who needs a high achievement likes to take personal responsibility.
Necessity for association,
some people have a high need for affiliation, people want to be accommodated with cordial relationships and others accept it.
Need for power,
some people want to direct and direct others to power. Most manufacturers need high power. Instruments typically pay more attention to the available needs.
types of incentive theory An employee increases his efforts to achieve a desired reward. It is based on the general principle of reinforcement. The desired result is usually “money”. This theory is based on economic principles where the man is considered rational and the prediction is based on the principle of “economic man”.
Process Principles About Motivation
As per anticipation theory, man expects his senses to be able to achieve specific desirable goals. Victor H. Vroom developed the theory of anticipation in 1964. This is a systematic interpretive theory of workplace inspiration. According to this principle, the inspiration to manifest a particular kind of behavior comes from the person’s expectation that the behavior will give a special result.
There are three components of anticipation theory:
Anticipation: The perception of the person that e -> P will be the result of his / her efforts (e) achieving desired goals (p).
Instrument: P -> The perception of the person that he / she will receive a reward (R) if the performance (P) is fulfilled from the expectation. Valenace: The value of the reward according to the person. (For example, the person has a rewarding reward?)
Edwin Locke proposed target theory in 1968. There are two important conclusions in this theory: establishing the specific goals that the establishment generates high performance from establishing normal goals. When the goal is difficult then it is necessary to work harder to get it.
John Stacy Adams argues that the workers get inspiration when they get good behavior in the workplace, if it is the opposite, then they are without inspiration. This work as an organization does when the employee recognizes his work or has a practice to earn employees advance or bonuses and other awards. Those managers who try to give more recognition to their favorite employees will have to face an inspirational staff.
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