“Employee Recognition in Relation to Motivation Theories”

3715 Words Apr 13th, 2011 15 Pages
Employee motivation is a topic widely researched noting numerous motivational theories and concepts. Similarly there has been much discussion on the many factors that influence an employee’s level of motivation. Those factors include monetary rewards, employee involvement, training & development, employee recognition programs, etc. This paper will discuss review motivational theories developed based on the concept of “needs” and other motivational philosophies, as well as discuss the correlation between the motivational theories and employee recognition.

Introduction The term “motivation”, which is defined using various terminologies, is often used to describe different types of behavior. Motivation is the “internal state or the
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In this positive view, McGregor identifies that employees regard work as a natural activity. (Robbins, 2005) This premise led to the belief that motivation occurs due to an individuals’ drive to satisfy their needs. McGregor identified those managers of Theory Y type employees believed that people inherently like to work. A result of this belief the manager pushes more responsibility on the employee in an attempt shape employee’s goals to align with the organization. Following the steps of Maslow and McGregor, Frederick Herzberg developed a motivational theory based on the “needs” concept. Trying to answer the question “what do people want from work”, he developed the “Two Factor” theory. (Robbins, 2005) Based upon his studies he believed that satisfaction and dissatisfaction at work arose from different factors, and was not simply opposing reactions. Hygiene needs are defined as company policy, work conditions, relationship with supervisor, and salary by Herzberg. He believed that people strive to achieve hygiene needs because without them they are unhappy, but once satisfied the effect will wear off. End result or meaning is that satisfaction is temporary. This factor indicates that people are not motivated by addressing these hygiene needs, fulfillment just appeases the individual. Herzberg’s second factor is identifying “motivators”, suggesting that individuals are
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