Compare and Contrast the Need Theories and the Process Theories of Work Motivation

What is motivation? As manager’s, motivation is one of the most vital and crucial assets to possess in managing a business. This drive is a critical tool to use in the work place and determine the success or failure of an organization. Motivation is a driving force that initiates and directs behavior. In other words, motivation is an internal energy that drives an individual to do something in order to achieve a certain goal. Therefore, creating a motivating environment in the workplace will lead to happy employees. Creating a work environment like this, managers can expect low staff turnovers, improved productivity, happy customers, and better financial performance. Therefore, the input of motivation use towards employees determines the output efficiency of the company. However, everyone involved in an organization is motivated differently. Everybody has their own individual needs in regards to motivation. Depending on how motivated a person is, determines the effort that individual puts into the work and therefore, how productive they are.

The Expectancy Theory suggests that individuals choose a particular course of action after they have – often subconsciously – evaluated three critical components of the theory.

Needs for Self-Actualization-When all of the foregoing needs are satisfied, then and only then are the needs for self-actualization activated. Maslow describes self-actualization as a person's need to be and do that which the person was "born to do." "A musician must make music, an artist must paint, and a poet must write." These needs make themselves felt in signs of restlessness. The person feels on edge, tense, lacking something, in short, restless. If a person is hungry, unsafe, not loved or accepted, or lacking

The first one described is the love and belonging need. This is when the client is trying to give and receive love within their society, family, or work environment. The second need is power. The person is trying to gain some sort of self-worth through achievement and/or recognition. The third need an individual person aims to obtain is freedom. This need allows the person to make choices for themselves in their own life. Next is the need for fun, which is ever changing and continues throughout our entire life. Last is the need for survival, this is the need that drives our most basic of instincts for the body to function (Howatt, 2000). After reading about choice theory, I have found that Glasser believes, “all behavior is an attempt to satisfy one or more of the five basic needs written in our genetic structure” (Glasser, p.18, 1998). He implies that the individual is not a victim of the past but the client’s present behavior is causing a conflict or frustration in meeting more than one of their needs at the same time in their present life. Choice theory states the basic needs of everyone is love and belonging, power, freedom, fun and survival. The process an individual takes to meet these is based on social relations in an individual’s life, “we must have good connections with other people” (Glasser, p.22, 2000). The client has the responsibility

As the level progress each person falls into a category and have a different definition of a need. Someone who in the lower class of Her achy need such as Physiological which they don’t want or need the finer things in life such as someone who was in Ego needs who want a car, credit cards country clubs and etc.

Another need theory is Alderfer’s Existence, Relatedness, and Growth (ERG) Theory. According to Jones and George (2011), Alderfer’s theory is very similar to Maslow’s Hierarchy, but there are several significant differences. The first difference is that Alderfer used three levels or categories, rather than five. These three levels are existence needs, relatedness needs, and growth needs. Existence needs consist of basic needs (such as food, water, and shelter) and safety needs. The second category is relatedness needs. These needs can be described as interacting with others. The final category is growth needs. These are needs such as self-development and having creative work to perform. According to Jones and George (2011), an important distinction between Maslow’s Hierarchy Theory and Alderfer’s ERG Theory is that ”Alderfer believed that a person can be motivated by needs at more than one level at the same time.” Gupta (2011) points out that when an employee is not able to satisfy one of the higher level needs, that the lower level needs will become more important to an employee. For example, if an employ feels that their

Needs theories suggest that people have needs that are satisfied (or not) by working. Some theorists suggest that individuals may have a preference towards particular needs, with the motivational impact varying from individual to individual. Others suggest that the needs occur at different levels and individuals move through these levels as lower-order needs are satisfied. An example of a needs based theory is Maslow’s “hierarchy of needs” – see diagram below:

When discussing the expectancy theory, which term refers to an individual's subjective belief about the relationship between performing a behavior and receiving an outcome.

Existence needs are similar to Maslow’s physiological and  E it d i il t M l ’ h i l i l d security needs. Relatedness needs are those that require interpersonal  interaction to satisfy (prestige and esteem from others). Growth needs are similar to Maslow’s needs for self‐esteem and  self‐actualization.

Process theories go to explain motivation by looking at the needs and incentives that lead to the particular behavior in question. Again here there are prominent theories to be considered. First expectancy theory, basically people are morally to work harder in they know that there will be rewards. Three levels make this theory, the 1st and 2nd outcomes, instrumentality where outcomes employees had are associated with a reward. Valence, which what you would choose as a way of reward. And the last part is expectancy, our belief that if we do this then this will happen; an action would be followed by a predictable outcome.

Expectancy theory could also be overlaid over another theory (e.g. Maslow). Maslow could be used to describe which outcomes people are motivated by and Vroom to describe whether they will act based upon their experience and

Alderfer explains that as one move up the ladder, the more difficult it becomes to achieve needs at that level. For example, the complexity of satisfying relatedness needs at the work place is intensified by differences of individual needs. This is because people working together at any institution, are at different stages of fulfillment or regression. Some may be aiming at the big shot while others may be striving to achieve existence needs. It is therefore very important for managers to address the three needs so as to alleviate any impending conflict among workers. Some workers may be more inclined to growth needs than existence or relatedness needs; providing a platform for their growth is therefore very necessary to avert depression.

Motivation is a need or desire of a person that energizes behavior and directs it toward goals. So, what is the difference between need and desire? There are two types of motivation, the intrinsic and extrinsic. Intrinsic is something within the person that energizes him to do his job like interests, curiosity, personal challenge and improvement. According to McClelland’s Acquires Needs Theory, is that needs are acquired throughout life. That needs are not innate, but are learned or developed as a result of one’s life experiences. His theory has focuses on three types of needs: need for achievement – which emphasizes the desire for success, for mastering tasks, and for attaining goals; need for affiliation – which focuses on the

This theory is relevant to each sector in marketing as it figures out the needs for any business to work well. The main points of this theory are physiological needs, needs for love, affection and belongingness, needs for esteem, and needs for self-actualization. Physiological needs are the basic needs for a living because no one could live without it, which contains air, water, food and a moderately steady body temperature. Safety needs come when all physiological needs are present and are never again controlling contemplations. Grown-ups have little familiarity with their security needs until a crisis complication in the social structure occurs, while kids regularly show the indications of uncertainty need of protection. Besides, needs for love, affection, and belongingness become active when safety needs are no longer a controlling thought. People try to overcome the loneliness feeling by accepting and giving love, affection, and belongingness. When all these needs are well pleased, the needs for esteem have emerged. People have a requirement for a stable abnormal state of the sense of pride and regard from others. At the point when these requirements are fulfilled, the individual feels self-confident and important as a human on the planet. At the point when these necessities are disappointed, the individual feels powerless and useless. After the human being reaches all the above needs, the needs for self-actualization become dominant. It is when the person to what he was destined to do in life in order to feel

Firstly, people in the group of the Need for Achievement (N-Ach), they likely desire to accomplish something difficult and do some challenging tasks on a high level. This achievement oriented people share few common characteristics such as they always try to have success and need to receive positive feedback often rather than failures. Besides that, they seek to stretch themselves and thus tend to