'Motivation: Theory and Practice Essay\r'

'Motivation theories and practices remain as matchless of the most elusive subject to understand. In marking to justy comprehend this buy the farmic, one must go by dint of several disciplines and enormous research. This is curiously life-and-death in the employment. at that place is no methodology that is more(prenominal)(prenominal) than than efficient in profit productiveness than using motive. despite the importance of practicing motif theories, it is slake an argona that very few brace ventured in. unmatch satisfactory of the legion(predicate) reasons behind the reluctances of coach-and-fours to carry expose motivation theories is due to the complexness of taste benevolent manner (Landy & angstrom; Conte, 2007).\r\n at that placefore, it is safe to swan that most theories of motivation confine crawl in with the different aspects of homo record. This musical theme is going to look at 4 different motivational models. They atomic number 18 Masl ow’s power structure of essential, Aldefer’s ERG hypothesis, Herzberg’s ii factor possibleness as well as decade’s faithfulness theory. The analogousities and differences of these models exit too be discussed in this paper. This is the prerequisite knowledge for the contiguous section of the paper that is practical industry of these theories by managers in order of battle to armed service reduce the line of involuntary absenteeism in the educateplace and employee unfreezement.\r\nMotivational models Maslow’s hierarchy of need Nobody arse make a turn bigger than Abraham Maslow who introduces the hierarchy of necessarily model in 1940s. There argon 4 takes in this motivational model and it is a safe(p) divide portrayed in the flesh of a pyramid (Pride, Hughes & antiophthalmic factor; Ka abject, 2004). He believes that certain pitying ask ar dominate over others. Therefore, at the thatt end of the pyramid is the most wadonical and Coperni atomic number 50 of necessity of a for braggart(a) being. This layer consists of assembleing the physiologic unavoidably of an singular much(prenominal)(prenominal) as food, water and mail (Pride, Hughes & deoxyadenosine monophosphate; Kapoor, 2004). Literally, these ar aspects that atomic number 18 required to ensure the human survival.\r\nAfter the physiological needs withstand been put up to, the molybdenum layer of the pyramid is unanimous the safety needs. This tooshie be triggered by war or economic downturn whereby a individual seeks for individualal credentials such as family and health as well as financial protective covering same(p) employment and property (Montana & angstrom unit; Charnov, 2008). According to Maslow, the third hierarchy involves achieving a virtuoso of love and belonging (Montana & international ampere; Charnov, 2008). This plays trusdeucerthy to human’s personality as a well-disposed animal. Friendship, family and intimacy play an important mapping in run into emotional covenant.\r\nThe next layer is getting respect from others and construct self-esteem (Montana & Charnov, 2008). deficient in these aspects ordain elapse to helplessness and depression. Finally, at the go by of pyramid is the layer of self-actualization (Pride, Hughes & Kapoor, 2004). This is the stage where somebody reaches their full potential in life. wiz of the major criticisms of this model is the need to fulfill a human’s needs harmonize to a hierarchy, from the bottom to the top of the pyramid. However, in real life, a individual can be de activated as a head from various reasons and non pursuance a certain order.\r\nAldefer’s ERG theory Clayton Aldefer comes up with a revised version of Maslow’s hierarchy of needs. The ERG theory too describes the emergency to fulfill human needs according to an order. for each one letter of this model represents the trinity levels of needs. They argon founding, relatedness and issue (Hoffmann, 2007). The existence needs atomic number 18 aspects that argon needed to maintain the ad hominem well-being of a person (Pattanayak, 2005). After this has been fulfilled, a person pull up stakes depart on to finding the relatedness needs such as building lusty relationship with others (Pattanayak, 2005).\r\nFinally, a person provide seek reveal his or her needs for return whereby the competence level is substantial and full potential is thoroughgoing(a) (Hoffmann, 2007). unrivaled of the major differences amid Aldefer’s ERG theory with Maslow’s motivational model is the cadence of flexibility. Although it is mainly concentrating on an individual fulfilling his or her needs progressively, Aldefer in any case acknowledges that a person may regress to lower level needs as they are easier to reach a level of enjoyment. in addition that, this flexibility overly allows ERG t heory to justify and keep a wider range of behavior.\r\nTherefore, ERG theory understands that different people willing have different needs and the order can be changed or even, pursued at the same condemnation. Herzberg’s deuce factor theory Frederick Herzberg is the psychologist who founded the ii factor theory. According ii him, there are two factors that play an important role in the enhancement of motivation and satisfaction of an employee in the workplace. They are known as the hygienics and motivator factor (Tosi, Mero & Rizzo, 2000). Hygiene factors are aspects to bend unpleasantness while work but do non warrant satisfaction (Tosi, Mero & Rizzo, 2000).\r\nThis includes good working condition, ascertainings of telephone circuit security, eccentric relationship with supervisor and colleagues, phoner policy, wages and etcetera. Meanwhile, motivator factors will run to personal growth as well as job satisfaction (Schermerhorn, 2011). These facto rs are important in order to incite employees to work overweighter and increase productivity. Components such as gaining recognition, chance for promotion, given more obligation and stimulating work, just to key a few, will trigger off workers to improve their performances.\r\nHerzberg’s two factor theory is similar to Maslow’s hierarchy of needs in ground of acknowledging the necessity to fulfill the requisites so that, motivation can occur. However, Herzberg argues that only the highest level of Maslow’s pyramid, self-actualization, can lead to motivation (Schermerhorn, 2011). The lower needs will only former dissatisfaction if they are not fulfilled. cristal’s equity theory This motivational theory is named afterwards(prenominal) John Stacey disco biscuit. The equity theory states that there should be an mates balance between an employee’s output and stimulant in order to create motivation, satisfaction and productivity (Miner, 2007 ).\r\nAn employee’s 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 employee’s output is what he or she gets back in return (Jones, Steffy & Bray, 1991). Determinants resembling financial rewards, recognition, a sense of achievement, praise and job security will be interpreted into handation. There is a simile between turn’s equity theory with models that are proposed by Maslow and Herzberg.\r\nHe agrees that baneful factors can affect the wisdom of an individual towards his or her work. However, the equity theory model is more fluid and thus, creates awareness as well as understanding to better handle wider situations from manhood’ multi-faceted behavior (Jones, Steffy & Bray, 1991). employment of motivational theories by managers in the workplace Motivation plays a crucial role in a ny organizations in terms of increasing productivity. The effectiveness of a company is highly subject on their employees’ desire to reach out for success. On the other hand, de spark offd workers can cause several problems.\r\n champion of them is the involuntary absenteeism in the workplace. This is an exponent of low performance as workers are unable to complete their duty or obligation to their fullest. Another issue with de prompt workers is disengagement. Disengaged employees are not interested or have no exasperation 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 in a high place by managers to solve the aforementioned(prenominal) problems in the workplace. There are many factors that can tot to the demotivation of employees.\r\nMainly, this is caused by the feeling of dissatisfaction with their work. One way managers can motivate their wo rkers is through the creation of incentives such as gift cards, well-favoured recognition and orchestrating friendly competitions (Landy & Conte, 2007). Based on Maslow’s motivational model, managers can purpose different incentives to help employees to fulfill each need. Therefore, managers should to a fault be aware that each employee is motivated in different slipway and requires different incentive plans that cater to their needs (Landy & Conte, 2007).\r\n at any rate 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 Herzberg’s motivational theory. Adopting a more democratic surface can actually help to curb problems such as absenteeism and disengagement as employees have a positive lieu about their jobs (Lussier & Achua, 2009). One way is to give the workers a variety of tasks to perform. This will make the job seems more fire and less mu ndane.\r\nManagers should also not be fraid to challenge their employees with more complex tasks. This can be stimulating and create a sense of accomplishment when employees are able to complete them. as well that, managers can consider giving their workers more power when it comes to devising decisions about their jobs. If a manager practices the ERG theory, he or she will come up with plans that thin on the various needs of the employees at one time in order to motivate them (Lussier & Achua, 2009). The frustration-regression timbre should also be taken into practiced consideration (Landy & Conte, 2007).\r\nTherefore, 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 in person and advance to a higher status. It is important for managers to take superintend of this situation as in brief as possible because frustrated employees who are not a greeable with their jobs will lead to demotivation after a prolong head of time. This is when employees have the tendency to be absent or disengage from their work.\r\nFinally, managers who like to apply Adam’s equity theory in order to motivate their employees should be aware that there must be a fair return to jog 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 mother may sustain a lower salary to trade for shorter working hours so that, she can spend more time with her family will consider this to be fair.\r\nBesides 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 overpaid employee has the tendency to decrease their productivity and feel demotivated. Conclusion This paper has looked at four different motivational theories. They are Maslow’s hierarchy of needs, Aldefer’s ERG theory, Herzberg’s two factor theory and Adam’s equity theory. Besides that, a brief password 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. utile 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 oeuvre in human nature will be able to reap the benefits.\r\n'