Organizational Behavior Principles
Impaler_2019
mgm335-ph2ip.docRunning head: THEORIES OF MOTIVATION P1
THEORIES OF MOTIVATION P 6
Motivational Theory
Sean C. Hall
MGM335-1402A-01
Organizational Behavior Principles
Dr. DM Arias
April 21, 2014
Motivational Theories
Introduction
Motivation is known as the force that helps to control, guide, initiate, and helps to maintain ones goal-oriented behavior. However, these forces which are beneath motivation can be considered as social, biological, cognitive, and even emotional in nature. There are considered to be a number of different theories explaining motivation in which have been developed by many researchers. Each individual theory tends to be rather limited in choice. However, by exploring the key ideas behind each theory, senior leaders gain a better understanding on how to motivate employs in a variety of ways (Slocum and Hellriegel, 2010). This research paper will focus on three motivational theories, strengths and weaknesses on each theory, strategies that can be applied and implementation methods.
Taylor’s Theory of Scientific Management
In 1909, the principle of scientific management was published by Taylor where he proposed that by simplifying jobs and optimizing, productivity would increase. Frederick Taylor formulated this theory of motivation that states that most workers are solely motivated by the pay they receive from the work they do. However, he suggested that most workers do not enjoy the work they do and perform only when given reward of monetary payment directly. Henry Ford and other industrialists adopted the ideas of Frederick Taylor and their workers were paid according to the number of items produced. Notably, this theory lost favor as workers became frustrated, and production was halted frequently due to strikes by angry or dissatisfied employees (Slocum and Hellriegel, 2010).
Strengths and weakness of scientific management theory
In this theory, efficiency is maximized totally. The amount of time possible is wasted in day to day proceedings leading to productivity raise in the place of work. Productivity, that is at higher level, lead to a more successful business which in turn leads to salaries increase for the workers. In addition, staff members are provided with a plan that is structured to follow so as the confusion is minimized.
Weaknesses of this theory
First, the theory is monotonous in nature since every worker has different physical capacity. For example, there is over speeding of the work because every worker is in rush to complete the work in stipulated time leading to ignorant of environmental factors. Although management of science sound perfectly in theory, it is not so useful in authenticity. This is because its usefulness depends completely on planning. However, things do not always go according to plan every day. Scientific management cannot function with these changes that are constant. Therefore, models based on the theory tend to fall apart quickly (Slocum and Hellriegel, 2010).
Mayo’s Theory of Human Relations
Elton Mayo formulated this theory of motivation to examine the social worker’s needs. He believed that pay alone was not enough for employees to be motivated to put forth their best efforts. However, he argued that the social worker’s needs should be taken into consideration so that the workers can put forth their best efforts. Employers were recommended to treat their workers in a humane and caring fashion that an interest is demonstrated in an individual in order to have the best work produced from them (Mayo, 1949).
Strengths and weaknesses of human relation theory
One of the strength of this theory is that it does very closely give and describe us an idea of one of the foundation of a workplace. The reward of the workers and their salaries is one of the reasons as to why businesses are started or stopped. However, human relation theory does a great job in explaining that. Also, this theory helps to understand the expected relationship from workers if they a given something such as love or reward and something is expected in return in order to maintain that relationship (Locke, 2000).
One of the weaknesses is that this theory neglects context of the culture and variations of culture. Since all cultures are different, some cultures might not seek a relationship reward even though the theory is based off a reward concept.
Another weakness is that this theory makes people seem a reward seeking and individualistic people. It does not seem to think that best work is all needed in an industry in order to attain the best production (Hellriegel, and Slocum, 2009).
Maslow and Herzberg's Theory of Human Needs
Both Herzberg and Maslow believed that the forces are the psychological drive behavior of humans. Their theory suggested that a graduated scale of human needs ranging from basic, the ones that are physical such as thirst and hunger to the ones at higher level such as the need for self-fulfillment and the need to be loved. However, they believed that employers would see results that are better from the workers if various needs of individual workers are recognized. Also, better results would be seen if employers vary the rewards they offer to the workers (Locke, 2000).
Strengths and weaknesses of human needs theory
The biggest strength of this theory relates to its intuitive nature. It makes sense that one may not be able to enjoy needs of higher order when they have nothing to eat and have no place to live. The desire for shelter and food would most assuredly again become the primary focus since one might pursue temporarily a need of higher level.
The weaknesses stem from the difficult of being able to operationalize the variables. For instance, researchers lack needs definition, safety meaning, esteem, security, and other elements that make up theory of Maslow’s making the test to be difficult (Locke, 2000).
Strategies and options an organization can use to apply motivational theory
Organization can apply motivational theory to motivate the employees by ensuring there is a good planner in the organization. The plan guides the team to well-defined goals. Also, in an organization, there must be a leader who can maintain his or her position. This mostly depend on the skills and knowledge that demonstrated his or her leadership position.
Motivational theories and all leadership emphasizes on communication that is effective. Messages from the leaders must be precise and clear and leading to a definite action steps. Motivational theory suggest that these communications should carry the reward promise. Therefore, communication must point toward a goal that is clear (Hellriegel, and Slocum, 2009).
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