Human Resource is considered as the most detrimental in contributing to the organizational success. This is why HRM programs are often linked to the strategic organizational goals (Martell & Carroll, 1995). Human Resources should not be observed as a cost that requires minimization but rather is should be regarded as an organizational asset (Lahteenmaki & Vanhala, 1998). The intense competition in the organization of the 21ST century has made it necessary for the organizational health to frame better HR policies and practices that can increase the organizational performances.
According to Human Resource Management is a coherent and strategic way of managing the most crucial organizational assets that are its people. People working in an organization both collectively as well as individually contribute to the success of the organization. The human resource management system of any organization should constitute a set of particular beliefs and approximation and the line managers need to be involved in the process of Human Resource Management. Also, there should be an environment to foster relationship building between the employer and the employee.
The Human Resource system is made of certain philosophies, strategies, policies, processes, practices and programs that constitute the entire system and enable the implementation and the management of the HRM system.
Importance of HRM
The production of the goods and the services of the firm is achieved with the contribution of the both the financial and the human resources. The combined efforts of the workforce of any organization are essential to harness productivity
Better management of the human resources can help in the retention of the existing workforce and the attraction of the best fits for the organizational roles
Performance appraisals and on the job as well as off the job training are some of the attributes that results in building skills and knowledge amongst the workforce
Having good HRM policies can lead to the motivation of the employees
Aims of HRM
HRM aims at ensuring that the organization reaches its objectives by the full and fruitful contribution of its people.
It aims at ensuring the effectiveness of the organization. This is done by having practices and policies such as talent and knowledge management. HRM aims of the management of the human capital which is the main assets of the organization and knowledge management by including training and increase the learning process of the organization. It is the responsibility of the Human Resource Department to foresee that there is proper management of rewards and people are valued and rewarded for their contributions in the firm and create a conducive environment for building healthy employee relationships and the management and the employees have a proper channel of communication. HRM is also engaged in meeting diverse organizational requirements and provide equal growth opportunities for the workforce (Amstrong, 2006).
As suggested above motivation is one of the main aim of the Human Resource Management. There are various theories of motivation and it is the responsibility of the HRM to select the most appropriate theory that can be implemented in the organization.
Motivation is described as the driving force that causes a certain behaviour amongst individuals and makes him act in a manner directed to achieve a particular goal.
Critical Evaluation of the theories of motivation
Maslow’s theory of needs
Maslow in his theory states that the need of the individual can be represented in the form of a pyramid. The essential needs that form the initial priority occupies the lower level of the pyramid and once these get satisfied the desire to the higher level of need arises (Wahba & Bridwell, 1976).
The five needs that exist on a hierarchical basis are;
Physiological Needs – this includes the basic needs such as hunger, shelter, sex etc.
Safety needs- this includes the need of safety from any harm both physically and emotionally
Social Needs – this includes the needs of affection, friendship and belongingness
Esteem needs – this includes the needs of being recognized and getting status and attention
Self-Actualization – this includes the needs to realize one’s self worth and striving to achieve it in terms of growth and fulfillment (Alderfer, 1969)
Ones the physiological needs starts getting satisfied the safety needs arises and so on (Wahba & Bridwell, 1976).
Fedrick Herzberg Two Factor Theory
The two factors or the motivation- hygiene theory of Herzberg. He by researching 203 people working in various positions concluded that there are two sets of needs of the employees. The Hygiene factors also known as satisfiers include salary and the conditions of the work, whereas the motivators include recognition, responsibility, status, scope of growth and progression. He further concluded that the Hygiene factors,although do not independently contribute to the satisfaction of the workforce, but an absence of these factors can cause dissatisfaction (Hackman & R.Oldham, 1976).
David McClelland’s Needs Theory
McClelland established the existence of three types of needs required for the motivation of employees.
The Need for Power
The Need for Achievement
The Need for Affiliation
He stated that these three needs exist in every individual irrespective of his age, gender or culture. He stated that the employees that have a high need of affiliation are not suitable for the top management roles but will be better working in teams. The need of seeking institutional power is more conducive for a manager than the needs of seeking personal power.
Comparative critical analysis
Meaning - The theory of Maslow is a representation of the human needs, whereas the theory of Herzberg represents motivators that can be used in the organizational scenario to motivate employees towards recognition and growth. McClelland’s theory also depicts needs, but unlike Maslow’s it represents the needs required for motivation of employees in the organization without stressing on the basic human needs.
Nature – It is observed that the theory of Maslow is descriptive in nature and lacks a basis of actual organizational scenario whereas the theory of Herzberg’s theory is perspective and is based on interviewing 203 real life professionals.
Application – Maslow’s theory is widely cited and finds more applicability in poor and the countries that are developing as in this countries the lower level needs are a prime concern and needs to be considered. Herzberg theory is more applicable to the developing economies as money and basic needs are not the dominant needs of motivation there. McClelland’s theory stresses more on the identification of the roles of the individuals on the basis of their motivational needs but does not stress on how to motivate them or what motivates them.
Maslow’s theory is criticised on the point that it is debatable to say that there is the existence of just one level of need at a particular time as an individual can seek both esteem and self-actualisation needs at the same time and so on (Wahba & Bridwell, 1976).
Although Herzberg’s theory is based on actual experimentation with 203 people but it is criticised to include only knowledge workers such as engineers, accountants and thus not widely applicable (Charlesdan, 2014). McClelland’s theory is being criticised as being less practical as there can be the existence of sub-conscious needs without the individual knowing about them.
Conclusion
Motivating the workforce is one of the main strategic function of the Human Resource Department. It is important to identify what motivates as well as de-motivates the employees. So the best fitted motivational theory is required to be implemented keeping the organisational culture and requirements. Not one theory is perfect for one organisation as the needs are dynamic in nature and subject to various internal and external factors.
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