Motivation refers to the force that drives individuals to achieve their set goals or the way how people behave the way they do. Motivation is not only important in the organizational management but also in schools, homes as well as in communities. The behavior of people is always determined by what drives them. The drive may be either internal or external. Internal source of motivation is self-drive; this may be determination for self-growth while external drive is one coming from external sources, which may include good compensation as in the cases of employees.
There are various factors that drive individuals and most importantly, the drive may be due to one or a combination of more factors (Weightman 34). For instance, breaking monotony usually enhances motivation but may require other factors interested in achieving their individual or organizational goals. Researchers have come up with numerous theories that try to explain this drive we call motivation. Discussed, are major theories that expound on motivation (Carver & Seheiver 71)
One theory that put forward by Abraham Maslow was the hierarchy of needs theory. His proposition was that human beings are wanting beings hence they never get enough of what they have achieved. They always want more and more depending on what they have already achieved. The hierarchy of needs that he proposes ranges from five levels. The lowest one is physiological needs through safety needs, love needs, esteem needs to self actualization which are needs for fulfillment. Maslow recognized that people will be working to the satisfaction of several needs at the same time but it’s rarely successful since it much better for one to satisfy one goal at a time. People would want first to satisfy the lower levels of needs for instance physiological needs so as to be motivated to satisfy the other higher needs like the needs of fulfillment.
Another theory of motivation put forward, was the Herzberg Two Factor theory. Herzberg isolated two different sets of factors that affect motivation and satisfaction of work. The first set of factors composed of those if they are not available can cause job dissatisfaction. These factors are maintenance and hygiene which are generally concerned with the work environment and they are extrinsic to the job for instance job security, salary, and working conditions. These factors can only act as prevention to job dissatisfaction but doesn’t lead to one to be motivated with the job. The other set of factors that Herzberg considered were those if available will motivate an individual to perform well, for instance responsibility, nature of work, and sense of achievement. The strength of such factors will lead to the feeling of satisfaction. These are factors that will motivate people at work.
The third motivation theory put forward was, McGregor’s Theory X and Y. This theory basically assumed that there are two different kinds of people who viewed work differently. As for the theory X people liked a centralized kind of system where most of the people in this theory generally like someone of a higher level to control them and have an inherent dislike of work and are only motivated by the lower level of the hierarchy of needs, physiological and security needs only. However, the Y theory is for people who have their central principal being integration of individual and organizational goals. McGregor assumed that the people in theory X were more consistent with the current knowledge, and people viewed work as natural. People in this theory exercised self control and self direction in conducting their duties. They are motivated more by the higher levels of need such as self actualization, affiliation and esteem as well as the lower levels of needs.
Looking at these theories of motivation, one sees that different people are motivated differently. However all people need motivation whether extrinsically or intrinsically to perform their duties in a certain way.
The distinction between Content theory and Process theory is that; The Content theory explains the change of human needs which occurs with time change. This theory explains motivation factors which drive people to do what they really do. This helps in providing a framework of dealing with persons. Whereas, Process theory holds that if an outcome is to be duplicated, so too must the process which Process theory combines all the numerous theories that explain how workers needs affect their behavior.
Content theory shows the reasons why people are motivated. A manager can use these reasons to know what really motivates his employees. For instance reasons based on economic motivation. Man is an economically motivated being hence this will aid the manager to know how to motivate them; this brings us to the Process theory, where he will show how man will be motivated. By doing so, he will motivate them through increasing their salary, giving them bonuses, and service charge to employees with good work. This will definitely help the economically motivated employees to increase on their work.
Content theory will also aid the manager to know employees who would be motivated by achievement, so in the Process theory, the manager would decide on to promote those who achieve in their work or perform their duties as it is required in the organisation. This will surely help those who are motivated by achievement to keep up on good work
Content theory will also aid the manager to identify another way of motivation like esteem. That will help the manager understand their way of drive, hence he will know what process he will go about to motivate them so as to increase their productivity. Such people can have the managers notice them and appreciate their work. This can also be done by giving them a token of appreciation (Thomas 78). It is also important for managers to give their employees treats like holidays and vacations so as to give the employees sometime to relax off ffom normalities of work.
Both process and content theories are important and are important to managers in order to be able to motivate their employees in order to achieve results. Occasionally executives without intentions will focus on result, which is the content and will tend to forget the process. This content focus results in solutions, which are of importance goals for managers Process that is employed on arriving on a solution is important since sound process. For example, orderly meeting, which allows participation of all members and lacks bias, will lead to arrival at a well, thought solution to a particular problem.
Breaking down steps in a process or a procedure, ensuring good training, good pay encourages the workers to put an extra effort and thus maximize on their productivity. With this kind of motivation, the resultant is positive results, which is the content in this case. This is an example of combination of both theories, which go hand in hand to ensure productivity in turn (Weightman 71). Its worth noting that though these two motivational theories differ, they go hand in hand in realization of productivity of an organization as well as employees satisfaction.
Works Cited
Carver, C.S. & Scheier, M.F. On the self-regulation of behavior. Cambridge University
Press: New York, 2001.Print
Weightman, J. The Employee Motivation Audit. Cambridge Strategy Publications:
Cambridge, 2008.Print
Thomas, Wayne. Intrinsic Motivation at Work. London: Berret-Koehler Publishers, 2009.
Print.
as in why are we going to motivate these employees
is it for self esteem, actaulization, economic benefits etc
this are some of the ways employees can be motivated on this theory
babe plz I need u to stay on it...expound the info nimekupatia
as in why are we going to motivate these employees
is it for self esteem, actaulization, economic benefits etc
this are some of the ways employees can be motivated on this theory
babe plz I need u to stay on it...expound the info nimekupatia
