Numerous people have coined up distinct theories in order to elucidate the complex concept of how motivation works. For example, motivation is primarily based on the basic needs of people when considered especially in the realms of management and administration (Nathan et al. 2010). The content theory of motivation that focuses on developing a model of an individual’s fundamental needs, assist in depicting some vital factors that serve as an inspiration for an individual. Nonetheless, the factors are mainly considered to be present inside an individual since his birth; however, external factors play a great influence in motivation as well. Every individual has some basic life needs, which always seek to fulfill in order to live a happy life. For instance, many individuals look towards food, water, clothes and houses as their basic needs, however, these are principally considered more as behavioral and basic life-spending needs rather than an educated one. As every individual due to the nature looks for these and cannot live without having them. Hence, it highlights the fact that the influence these basic needs play is quite clear, therefore, they can be easily be recognized (Harvard Business 2005).
On the other hand, the secondary wishes and needs are considered more psychologically oriented, and it could vary from one individual to another. This highlight about an individual’s personal experience and things he learns while living. These needs also change significantly as per the individual’s cultural background and thus focus more on the internal factors present in an individual. For instance, secondary needs include individual’s desire for power, accomplishment and even feeling of love and affection for another person (Reddy 2010). It is considered very complex to recognize and seek out the secondary needs of an individual as they present inside in a variety of ways. However, they also play an influential role in highlighting the behavior of a person (Pride 2008). For example, secondary needs persuade the choice of a superior regarding the incentive an individual will receive from him or the organization.
The theory entitled as “hierarchy of needs” written by Abraham Maslow is considered as one the most outstanding theories in presenting how motivation works for an individual. The theory has played an imperative part in highlighting individual’s needs that leads to their motivational factors (Sheehan 2011). Abraham Maslow is of the opinion that, the need should be delineated, as a psychological insufficiency that every person is ought to satisfy in order to live a happy life. However, at times, these basic needs play an influential role in changing the behaviors and attitudes of individual as those who cannot able to fulfill them feel the stress of not having them. Maslow came to formulate this theory mainly on the needs of an individual as he thinks that the motivation derives chiefly from them. Maslow also believes that, only hierarchical approaches can be used if an individual wants to accomplish them. Hence, only the unsatisfied needs are those which alter the outlook and mindsets of an individual as he always searches for perfection (Harvard Business 2005), as he emphasizes the fact that, the fulfilled needs never serve as a source of inspiration.
The theory of motivation presented by Abraham Maslow is based upon two basic principles. The first one is known as a deficit principle. According his theory, deficit principle implies that the needs which are already fulfilled don’t reactivate and don’t motivate behavior and feelings of a person. Since people believe they lack in fulfilling their needs, they show this behavior. The second principle given Alderfer is called the progressive principle. According to this theory, there are five standard needs that emerge to be in the form of hierarchy. With respect to this principle, after an individual has fulfilled his desires at lower level, his certain level of wants arises. Or else, the needs of an individual at certain levels have no influence on individual’s conduct and thoughts (Harvard Business 2005). In Maslow’s theory, he identifies five main levels of human needs. Even though, the validity of progressive principle and deficit principle of Maslow’s theory have not been verified, the concepts of his theory have been helpful in assisting executives in accepting and simultaneously pleasing their desires.
The two-factor theory proposed by Fredrick Herzberg is a further significant theory that describes the conception of motivation. In his two-factor theory, Fredrick presents the conception of the framework that is crucial for accepting the connotation of motivation at workplace. According to Herzberg theory of two factors, there are two main groups of essentials which have an affect on motivating a worker at workplace. The first aspect is known as the hygiene factor (Nathan et al. 2010). Hygiene aspect comprises of wage, working environment, practical qualities of management, and security of the job of a worker and also, the policies of the company is included in Hygiene factor. It is by the virtue of this thing that whenever a worker overlooks any of these factors he feels unsatisfied; however, all of these factors don’t directly influence the motivation of employees inside the organization (Harvard Business 2005). Simple obsession, for example, playing music in the office or ratifying a no-smoking rule can put workers at frustration during their work. Even so, it is not necessary for employees to always get motivated by enhancement in hygiene factors.
According to Herzberg, the second factor is known as motivators or the persuaders. Motivators and persuaders entail factors like accomplishments, growth prospects, tasks of the job, and a sense of gratitude among staff. With respect to Herzberg theory, the motivation and fulfillment of employees need depend upon these things. For example, employee’s promotion depends upon how the manager assesses his or her performance at workplace and Employee’s performance depend upon his contentment which is influenced by motivators. Motivation can highly influence the productivity of the company (Nathan et al. 2010). In view of Herzberg’s hypothesis, it is crucial for leaders to involve sufficient hygiene factors in the company and put up the facet of employee’s satisfaction at the workplace.
Another important theory that explains the aspect of motivation is the ERG theory given by Clayton Alderfer (Harvard Business 2005). The foundation of this hypothesis rests on three major factors: subsistence, relatedness, and growth. Alderfer has tripped the levels of needs that are produced by Maslow in his theory, and he placed them into three types. Alderfer categorizes the subsistence as both physiological and substance needs, and these needs has affect on an individual’s happiness. According to Maslow’s model, the existence needs of human include physiological and protective desires of human (Nathan et al. 2010). Alderfer defines relatedness as those human desires that help in fulfilling interpersonal relationships of an individual. According to the model of Maslow, the aspect of relatedness is equivalent to an individual’s collective and social desire.
In contrast, an individual growth needs are meant for constant emotional growth of that individual. Maslow’s model describes growth needs as a combination of an individual’s appreciation and self‐actualization of his or her wants (Nathan et al. 2010). Maslow’s model human behavior and attitude are motivated by needs that are fulfilled. Also, needs of lower level becomes unimportant to an individual. Higher level needs are more important because they can be fulfilled by an individual. However, in case if these needs are not satisfied an individual can decrease his needs in terms of his chain of demand; this principle is known as the principle of frustration‐regression by Alderfer (Harvard Business 2005). According to Alderfer, the lower level needs can be reactivated in an individual even after they are fulfilled, and these needs can affect attitude and performance of an individual when he unable to satisfy higher level needs.
McClelland proposed a theory of motivation called “acquired needs theory.” As the name implies, this hypothesis is upon desires which mean that everyone is dissimilar in the way of giving precedence to his desires. McClelland also argues that these individual needs are being acquired by people. Nonetheless, people assign priorities to their needs depending upon their occurrence in life as much as they encounter these needs. He recognizes that there are three particular classes of the human being needs (Harvard Business 2005). These needs comprise of need for achievement, aim of this need is to compel a person to do extremely well. The second need is the need for power; it implies a person’s aspiration to make others obey him and to act in a way which he likes. The third need is the need for affiliation; this need implies a person’s aspiration of making secure and friendly interpersonal relationships and to evade any component of the argument (Harvard Business 2005). McClelland says that each of the described needs is linked with a different work preference. In order to accomplish these requirements for their staff, managers are capable of exploiting them to alter the workplace settings.
These people or workers are motivated by job settings with individual roles, appreciation, and an in the middle of it is the point of coercion. Additionally, following behaviors are often shown by the employees who are successful in attaining high goals. These employees look for personal responsibilities in order to find out the essential solution to work issues. Because of their presentation they receive notable appreciation, and, as a result, they can analyze their performance in terms of improvement (Nathan et al. 2010). These types of workers will set a bit demanding goals for them and give their best to the job when they get to know that they have reached halfway to achievement. An employee who is most willing to get authoritative position also has more chances of following a course that can guide to get progress in his career.
References
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