Vous êtes sur la page 1sur 14

Content of the Paper:

1. Executive Summary 2. Literature Review


I.

What is Motivation? Importance of Motivation. Theories of motivation.

II.
III.

a. Frederick Winslow Taylor. b. Elton Mayo. c. Abraham Maslaw. d. Herzberg. e. Some Other Theories. 3. Analysis.

I. Transformation of motivation theories. II. What the subject matters? 4. Conclusion. Appendix I: Reference.

1.

Executive Summary

This paper focuses on the motivation of Employees at work; it is to pint out how best employees can be motivated? Drawing up from the theories, approaches and techniques of motivation is the literature. Paper will also present, nature, importance and theories of motivation from managerial and psychology intellectual thinkers/authors. Employee motivation is a major factor in the success or failure for any organization. Without motivation workforce productivity, morale, profits, product and service delivery suffers. To say competitive organizations must invest in effective strategies to motivate staff. Different factors motivate individuals and teams differently. Some people are motivated by money, others by opportunity for professional development, understanding what factor or factors motivate your employees is key to gaining the human resource advantage that leads to success in our challenging marketplace. Thus this paper is anticipated present and discuss in detail the major theories of employee motivation and come up with suggestions and/or recommendations to the subject matter, it will address how different authors on the subject matter in terms of employee motivation theories, finally will come up with some model for employee motivation, it also give consideration the role of personal and societal difference on the employee motivation, in the sense that different societies as different subjects that make them arriving satisfied and motivates. It will make some interpretation and indicated the agreed and disagreed points of the theories by the author and finally the paper will draw a conclusion to the subject and present the idea, concept and/or believe of the author to this theories.

2.

Literature Review

What is Motivation? Motivation is defined as the process that initiates, guides and maintains goaloriented behaviors. Motivation is what causes us to act, whether it is getting a glass of water to reduce thirst or reading a book to gain knowledge. It involves the biological, emotional, social and cognitive forces that activate behavior1. Motivation is the word derived from the word motive which means needs, desires, wants or drives within the individuals. It is the process of stimulating people to actions to accomplish the goals. In the work goal context the psychological factors stimulating the peoples behavior can be: desire for money, success, recognition, job-satisfaction, team work, etc. One of the most important functions of management is to create willingness amongst the employees to perform in the best of their abilities. Therefore the role of a leader is to arouse interest in performance of employees in their jobs. The process of motivation consists of three stages:1. A felt need or drive 2. A stimulus in which needs have to be aroused 3. When needs are satisfied, the satisfaction or accomplishment of goals. Therefore, we can say that motivation is a psychological phenomenon which means needs and wants of the individuals have to be tackled by framing an incentive plan2. Importance of Motivation: Motivation is one of the most important managerial functions, specifically Human resource sector/personnel, motivation have importance for both the Individual and business or organization in general motivation has the following importance:
1 2

By Kendra Cherry, http://psychology.about.com/od/mindex/g/motivation-definition.htm Management Study Guide, http://managementstudyguide.com/what_is_motivation.htm

1. Puts human resources into action: Every concern requires physical,

financial and human resources to accomplish the goals. It is through motivation that the human resources can be utilized by making full use of it. This can be done by building willingness in employees to work. This will help the enterprise in securing best possible utilization of resources. 2. Improves level of efficiency of employees: The level of a subordinate or an employee does not only depend upon his qualifications and abilities. For getting best of his work performance, the gap between ability and willingness has to be filled which helps in improving the level of performance of subordinates. This will result intoa. Increase in productivity, b. Reducing cost of operations, and c. Improving overall efficiency. 3. Leads to achievement of organizational goals: The goals of an enterprise can be achieved only when the following factors take place :a. There is best possible utilization of resources, b. There is a co-operative work environment, c. The employees are goal-directed and they act in a purposive manner, d. Goals can be achieved if co-ordination and co-operation takes place simultaneously which can be effectively done through motivation. 4. Builds friendly relationship: Motivation is an important factor which brings employees satisfaction. This can be done by keeping into mind and framing an incentive plan for the benefit of the employees. This could initiate the following things: a. Monetary and non-monetary incentives, b. Promotion opportunities for employees, c. Disincentives for inefficient employees. In order to build a cordial, friendly atmosphere in a concern, the above steps should be taken by a manager. This would help in: d. Effective co-operation which brings stability, e. Industrial dispute and unrest in employees will reduce, f. The employees will be adaptable to the changes and there will be no resistance to the change, g. This will help in providing a smooth and sound concern in which individual interests will coincide with the organizational interests, h. This will result in profit maximization through increased productivity.
5. Leads to stability of work force: Stability of workforce is very important

from the point of view of reputation and goodwill of a concern. The employees can remain loyal to the enterprise only when they have a feeling of participation in the management. The skills and efficiency of

employees will always be of advantage to employees as well as employees. This will lead to a good public image in the market which will attract competent and qualified people into a concern. As it is said, Old is gold which suffices with the role of motivation here, the older the people, more the experience and their adjustment into a concern which can be of benefit to the enterprise3. This can be summarized by saying that motivation is important both to an individual and a business. Motivation is important to an individual as: 1. 2. 3. 4. Motivation will help him achieve his personal goals. If an individual is motivated, he will have job satisfaction. Motivation will help in self-development of individual. An individual would always gain by working with a dynamic team.

Similarly, motivation is important to a business as: 1. The more motivated the employees are, the more empowered the team is. 2. The more is the team work and individual employee contribution, more profitable and successful is the business. 3. During period of amendments, there will be more adaptability and creativity. 4. Motivation will lead to an optimistic and challenging attitude at work place. Theories of Motivation There are a number of different views as to what motivates workers. Although those theories do not all arrive the same conclusion, however they all remained valid with their context and assumptions in this article I would like to present number of the most commonly held views or theories of motivation that have been developed over the last 100 years: I. Taylors theory of Motivation: Frederick Winslow Taylor (1856 1917), Father of Scientific Management presented the Ideas that workers are motivated mainly by pay, in this theory Taylor urged: Workers do not naturally enjoy work and so need close supervision and control. Therefore managers should break down production into a series of small task, workers should then be given appropriate training and tools so they can work as efficiently as possible on one set task, workers are then paid according to the number of items they produce in a set period of time- piece-rate pay, as a result workers are encouraged to work hard and maximize their productivity
3

Management Study Guide http://managementstudyguide.com/importance_of_motivation.htm

Taylors method was widely adopted as businesses saw the benefits of increased productivity levels and lower unit costs. The most notably advocate was Henry Ford who used them to design the first ever production line, making Ford cars. This was the start of the era of mass production. Taylors approach has close links with the concept of an autocratic management style (managers take all the decisions and simply give orders to those below them) and Macgregors Theory X approach to workers (workers are viewed as lazy and wish to avoid responsibility). However workers soon came to dislike Taylors approach as they were only given boring, repetitive tasks to carry out and were being treated little better than human machines. Firms could also afford to lay off workers as productivity levels increased. This led to an increase in strikes and other forms of industrial action by dis-satisfied workers4. II. Elton Mayo: Elton Mayo (1880 1949) believed that workers are not just concerned with money but could be better motivated by having their social needs met whilst at work (something that Taylor ignored). He introduced the Human Relation School of thought, which focused on managers taking more of an interest in the workers, treating them as people who have worthwhile opinions and realizing that workers enjoy interacting together. Mayo conducted a series of experiments at the Hawthorne factory of the Western Electric Company in Chicago; he isolated two groups of women workers and studied the effect on their productivity levels of changing factors such as lighting and working conditions. He expected to see productivity levels decline as lighting or other conditions became progressively worse, what he actually discovered surprised him: whatever the change in lighting or working conditions, the productivity levels of the workers improved or remained the same, from this Mayo concluded that workers are best motivated by: a. Better communication: between managers and workers ( Hawthorne workers were consulted over the experiments and also had the opportunity to give feedback) b. Greater manager involvement: in employees working lives ( Hawthorne workers responded to the increased level of attention they were receiving) c. Working in groups or teams: ( Hawthorne workers did not previously regularly work in teams)

Study Notes: People Management, Motivation in Theory - Taylor & Scientific Management, http://tutor2u.net/business/people/motivation_theory_taylor.asp

In practice therefore businesses should re-organize production to encourage greater use of team working and introduce personnel departments to encourage greater manager involvement in looking after employees interests. His theory most closely fits in with a paternalistic style of management (Communication is generally downward, but feedback to the management is encouraged to maintain morale)5. III. Abraham Maslow: Abraham Maslow (1908 1970) along with Frederick Herzberg (1923) introduced the Neo-Human Relations School in the 1950s, which focused on the psychological needs of employees. Maslow put forward a theory that there are five levels of human needs which employees need to have fulfilled at work. All of the needs are structured into a hierarchy and only once a lower level of need has been fully met, would a worker be motivated by the opportunity of having the next need up in the hierarchy satisfied. For example a person who is dying of hunger will be motivated to achieve a basic wage in order to buy food before worrying about having a secure job contract or the respect of others. A business should therefore offer different incentives to workers in order to help them fulfill each need in turn and progress up the hierarchy. Managers should also recognize that workers are not all motivated in the same way and do not all move up the hierarchy at the same pace. They may therefore have to offer a slightly different set of incentives from worker to worker.6

5 6

Tutor 2u: http://tutor2u.net/business/gcse/people_motivation_theories.htm Envision Software Incorporate, http://www.envisionsoftware.com/articles/Maslows_Needs_Hierarchy.html

IV. Herzberg Frederick Herzberg (1923) had close links with Maslow and believed in a two-factor theory of motivation. He argued that there were certain factors that a business could introduce that would directly motivate employees to work harder (Motivators). However there were also factors that would demotivate an employee if not present but would not in themselves actually motivate employees to work harder (Hygiene factors) Motivators are more concerned with the actual job itself. For instance how interesting the work is and how much opportunity it gives for extra responsibility, recognition and promotion. Hygiene factors are factors which surround the job rather than the job itself. For example a worker will only turn up to work if a business has provided a reasonable level of pay and safe working conditions but these factors will not make him work harder at his job once he is there. Importantly Herzberg viewed pay as a hygiene factor which is in direct contrast to Taylor who viewed pay and piece-rate in particular. Herzberg believed that businesses should motivate employees by adopting a democratic approach to management and by improving the nature and content of the actual job through certain methods. Some of the methods managers could use to achieve this are: a. Job enlargement: workers being given a greater variety of tasks to perform (not necessarily more challenging) which should make the work more interesting.

b. Job enrichment: involves workers being given a wider range of more complexes, interesting and challenging tasks surrounding a complete unit of work. This should give a greater sense of achievement. c. Empowerment: means delegating more power to employees to make their own decisions over areas of their working life

V. Some other theories of Motivation


There many other theories of Motivation below are some of the academic theories about motivation. Acquired Needs Theory: we seek power, achievement or affiliation. b. Activation Theory: We have a need for arousal. c. Affect Perseverance: Preference persists after disconfirmation. d. Attitude-Behavior Consistency: factors that align attitude and behavior. e. Attribution Theory: we need to attribute because that supports our ego. f. Cognitive Dissonance: non-alignment is uncomfortable. g. Cognitive Evaluation Theory: we select tasks based on how doable they are. h. Consistency Theory: we seek the comfort of internal alignment. i. Control Theory: we seek to control the world around us. j. Disconfirmation bias: Agreeing with what supports beliefs and vice versa. k. Drive Theory: We seek to satisfy needs. l. Endowed Progress Effect: Progress is motivating. m. ERG Theory: We seek to fulfill needs of existence, relatedness and growth. n. Escape Theory: We seek to escape uncomfortable realities. o. Expectancy Theory: We are motivated by desirable things we expect to achieve. p. Extrinsic Motivation: external: tangible rewards. q. Goal-Setting Theory: different types of goals motivate us differently. r. Intrinsic Motivation: internal: value-based rewards. s. Investment Model: our commitment depends on what we have invested. t. Opponent-Process Theory: opposite emotions interact. u. Positive Psychology: What makes us happy? v. Reactance Theory: discomfort when freedom is threatened. w. Self-Determination Theory: External and internal motivation.
a.

Self-Discrepancy Theory: we need beliefs to be consistent. y. Side Bet Theory: aligned side-bets increase commitment to a main bet.
x.

The Trans theoretical Model of Change: Stages in changing oneself.7


z.

3.

Analysis:

This section of the paper will present the development and transformation of the motivation theories and will discuss it in detail: Theories of motivation which present the ways and draw the models that the staffs of organization/company are motivation are many and controversial, on the other hand they under go number of stages in transformation process, as motivation the motivation is defined as the psychological factors the make workers to be satisfied and happy in doing their jobs is an factor of psychology then in charge of socio-cultural and value believes thus, as can be expected each author has subject to these exogenous variable in analyzing motivation approach which raised differences and different prioritization in employee motivation factors. They dynamicity of the knowledge art of business management and administration has taken part in the discrepancy of the models, however it is not surprising and unprecedented, but remains to be seeing normal as all disciplines and fields of knowledge have always the same scenario. It also the case of subject development that each author or thinker of each field has to contribute new ideas and concepts, that was the role played by motivation theories developers. Theories development Motivation theories undergo development and number of stages, first Taylor, the father of Scientific management introduced his theories and based on the factor of payment, in the time Taylor was developing his theory all management was in underdevelopment and thus the importance of human relations and work environment improvement, was not much considered, however it was success for Taylor that he at least considered the employee motivation and drawn model for it.

Changing Minds.Org: http://changingminds.org/explanations/theories/a_motivation.htm

Following to Taylor, Elton Mayo conducted Howthron case study on employee motivation, in which he uncovered that only payment, is not to create an employee motivation environment but also there are other factors that contribute the subject matter, in time of Elton the issue of payment was already mention by Taylor and has the chance to improve the theory, Elton has emphasized the role of communication, involvement and employee relations. Not ignoring the payment factor of Taylor, Elton discussed to improve that communication of employee, giving them the chance to present the their feedback and feeling on the work and working environment, through enlarging their involvement in business and decision making, followed with good relations between employees, will motivate the employee and increase the productivity. In short I can mention that the Mayo theory as a preface for the decentralization and lower staff involvement in decision making and the importance of employee relations and work collaborations.

The two scholars of Abraham Maslow and Frederick Herzberg further


developed and modifies the motivation, Maslow presented what he named as triangle of motivation in which he stated different levels of needs that to be satisfied for each employee and if the first step is not satisfied the cant be intervened. While Herzberg introduced and divided motivational factors into two some he named motivators which are necessary (in place of primary needs) and sub-motivators which contributed to the motivation but them selves not made the motivation. There are many other theories of motivation developed by the authors and the thinkers of the subject, most important theories included those indicating the employee has already some sort of motivation while joining to the company and others indicating that some of the motivation is in instinct/inborn/ natural and people are not same motivated even if they are provided the same situation.

Some other theories

Motivational Change

Theory Job Enrichment, Job enlargement and empowerment Self Actualization triangle

Communication, Involvement and working relations

Payment 1900 2000 Figure 2: theories of motivation development What does the Subject Matter? Motivation remained to be very important managerial and leadership role, in companies and organizations. Motivation contributes the labor productivity the productivity hence decrease the cost, while cost minimization and efficiency are the two philosophies behind all HR policies. Regardless the differences in the approaches to motivate all the authors and thinkers of motivation strongly agree the significance of motivation. On the other hand motivation is argued the motivation is even one of the factors made the difference between manger and leader as it is not managerial but leadership role.

4.

Conclusion

This paper is part of requirements, in MBA program of Islamic Finance and it focuses on the Employee motivation theories, motivation is a managerial function in which the managers are required to keep employees happy and satisfied, to increase the productivity and efficiency of the employees. Employee very much considered in the big businesses in the strong completion. This paper was studding on the literature and previous writings of the subject matter, thus the study are complete on secondary data, mainly focusing the motivation theories development from the major thinkers of the subject. Motivation undergo stages of development and transformation which each author was adding one factor, this difference in consideration can be referred as difference on society and cultural contexts of the authors, personal behavior and beliefs take also their role as the subject of motivation is mainly psychological factor.

This paper finally come up and concluded that employee can be motivation through the summation of all these theories and factors as only one theory cant be considered to satisfy all employee needs and priorities, however in this paper the model of Abrahm Maslow (the triangle), can be considered to the most realistic and usable model.

Appendix I: Reference,
By Kendra Cherry, http://psychology.about.com/od/mindex/g/motivationdefinition.htm 2. Management Study Guide, http://managementstudyguide.com/what_is_motivation.htm 3. Management Study Guide http://managementstudyguide.com/importance_of_motivation.htm
1.

Study Notes: People Management, Motivation in Theory - Taylor & Scientific Management, http://tutor2u.net/business/people/motivation_theory_taylor.asp 4. Tutor 2u: http://tutor2u.net/business/gcse/people_motivation_theories.htm 5. Envision Software Incorporate, http://www.envisionsoftware.com/articles/Maslows_Needs_Hierarchy.ht ml

6.

Changing Minds.Org: http://changingminds.org/explanations/theories/a_motivation.htm

Vous aimerez peut-être aussi