PRINCIPLES OF BUSINESS MANAGEMENT

Motivational Aspect in Firms

(Name)

(University)

Discuss the basic theories of motivation as well as a description of what they are.

According to Glanz (2002), motivation is what makes persons want to perform exemplary in a certain task. He employees can be self-motivated into performance. He further states others are motivated to the performance by external factors. According to him employees have control to internal motivation while power to external aspects is limited. He concluded that a balance between the elements must exist to ensure that employees as motivated in the course of work delivery.

Abraham Maslow’s of hierarchy of needs

Mautz (2015) says that Maslow placed human needs in a hierarchical pyramid. Maslow said people satisfy one level of requirements before moving to another. He found that the most critical need is the physiological needs. He links employees survival to them; that is water, air, food, and shelter. He siad next above is safety needs like medical cover, job security, and retirement benefits. His next level is belonging needs where employees should be accorded work offs, Leaves and holidays to spend with their families. He states that Self-esteem is the next level where employees need recognition and promotion for their dedication. His last level is self-actualization where employees leave the organizations and start the independent business.

McClelland’s achievement needs theory

McClelland identified three fundamental needs of employees that are the affiliation, power, and achievement (Podmoroff, 2005). He said employees who need achievement strive to perform well in tasks and prefer challenging work more. He saud at the state self-responsibility and accountability are paramount. He states workers who adore affiliation strive hard to establish relationships and networks within the organization and without. He links that to sales and procurement personnel. He saw employee who need power as dominating to control affairs in a society. He concludes those can be sported by their desire to lead groups and take the lead in projects.

Incentive theory

Glanz (2002) says that the theory states that the economic reward employees  get after performing tasks motivates them. He links extremely high rewards to greater employees’ efforts. He said workers will be rational in performing duties to ensure they achieve more and get higher rewards. He states rewards as salaries, overtimes, and allowances that employees get at the end of the job or month.

Adams’ Equity Theory

Adam stated that employees are out rightly motivated where the reward system is equitable (Mautz, 2015). He said employees in the similar position in the organization should get equal benefits. He notes that external rewards should be within the same range because the persons are doing the same kind of work. He concludes  employees will be motivated where fair compensation structure exists. He links workers output to what they perceive as the level of their compensation. He signs of that underpayment will result in lower output from employees for they will match input to rewards from the firm.

Herzberg’s two-factor theory

Herzberg identified two factors that can either cause dissatisfaction or satisfaction in employees (Podmoroff, 2005). He said employees are dissatisfied where hygiene factors are inadequate. He gave working conditions, job security and remuneration as hygiene examples. He links employees' better perform as emanating from motivators. He said examples of motivators are recognition, achievement, personal growth and responsibilities.

References

Glanz, B. A. (2002). Handle with CARE: Motivating and retaining your employees. New York: McGraw-Hill

Mautz, S. (2015). Make it matter: How managers can motivate by creating meaning

Podmoroff, D. (2005). 365 ways to motivate and reward your employees every day-- with little or no money. Ocala, Fla: Atlantic Pub. Group