How can leaders motivate staff in order to improve productivity and job satisfaction?

Employee motivation is, or at least must be, one of the key issues for directors, managers and personnel managers. The leader must be able to find the sensitive strings of his subordinates, which can be motivated by influencing them to achieve high performance. The correct use of motivation encourages staff to make more efficient use of their knowledge, skills, and talents. In today's turbulent, often chaotic environment, commercial success depends on the employee's talent and effort. Despite the many existing theories and practices, some of the motivation of leaders today remains a mystical term. This is partly due to the fact that people are motivated by different things and techniques.

Motivation is a key aspect in the organization or workplace, and it is imperative to know the basic theory application and methods dealing with any problems that usually unavoidable for the employee and will come up in any work environment. This is a mandatory skills for a leader or future manager to know how important on how to motivate his or her employee to work more efficient. Motivating employees is a big dilemma for managers. To produce a higher level of performance and productivity, manager’s today are obliged to pay more attention on this matter. Every employee needs different types of motivation. In this paper will elaborate three motivational methods that a

Humanistic Theory of human needs is a psychological theory based on human needs, was developed by Abraham Maslow, his Hierarchy

Humanistic theories emerged in 1950s. We have two types of humanistic theories, the first one is Person-centred theory by Carl Rogers which is based on how people see them-selves in relation to their personal experience and the second theory is Self-actualisation by Abraham Maslow which is based on the needs that motivate people. In this paper both theories will be described in detail and also they will be evaluated.

Humanistic perspective is a psychological perspective popularized by Carlo Rogers and Abraham Maslow that emphasizes the human capacity for choice and growth. This perspective offers a very positive viewpoint of human nature and potential. It suggests that we are each responsible for our own happiness and well-being as humans. “The humanistic approach emphasizes the personal worth of the individual, the centrality of human

Elton Mayo- is considered the pioneer of the human relations approach to improve levels of productivity and satisfaction. This approach was first highlighted by the improvements known as Hawthrone Experiments. The Hawthorne studies centered on how workers reacted to actions of management, how variations in physical working conditions affected output, and how social interactions among workers affected job performance (Milakovich and Gordon, 2013). A number of experiments were conducted on the workers to find out the impact of different situations on their efficiency. Mayo advocated for the understanding of personnel problems in the context of growth of science and technology. He wanted the management to understand the problems of workers and make efforts to compensation them. As such, the Mayo’s research established the human relations school of organization theory, which stressed the social and

One difference between the motivational theories of Frederick Winslow Taylor's Scientific Management and Elton Mayo's human relations perspective as illustrated by the Hawthorne Studies is

The purpose of this paper is to compare and contrast two psychological, theories on humanistic theory. Humanistic psychology focuses on a person as whole. This aspect of psychology concerned with human potential of development, understanding, knowledge attainment and motivation (). Abraham Maslow and Carl Rogers are two of the founders of humanistic psychology. Both theories emphasized that the basic physiological needs, in terms of survival, have to be satisfied before an individual can begin to achieve their full potential.

The main contributors of this perspective are Carl Rogers, Rollo May, and Abraham Maslow. Humanism studies human behavior of the whole person through the eyes of the person doing the behaving. This perspective says that people have the freedom to choose their own destiny in to achieve self-actualization. Rogers believes that it is the study of the self; real self vs ideal self. Maslow says that us humans are always trying to reach our best self. The humanistic approach is a rebellion against the limitation of the behaviorist and psychodynamic psychology. The humanistic approach is thus often called the “third force” in psychology after psychoanalysis and behaviorism (Maslow, 1968).

George Elton Mayo is credited with founding the human relations movement. Mayo conducted an experiment in the 1920’s and 1930’s know as the Hawthorne study. Two of the main aspects of the study centered around illumination in the work place and varying levels of break time and work hours (Wickström, 2000). The illumination study consisted of four different experiments over the course of three years. In each experiement, there was a control group and a study group. In the varying studies, the researchers experimented with varying levels of light and varying sequences of increasing and decreasing the level of light (“Hawthorne effect”). Throughout the experiments, researchers would often find patterns of increased productivity, leading them to believe that they had

Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Organizational Behavior by John R. Schermerhorn, James G. Hunt and Richard N. Osborn the definition of motivation is "the individual forces that account for the direction, level, and persistence of a person's effort expended at work." They go on to say that "motivation is a key concern in firms across the globe." Through the years there have been several theories as to what motivates employees to do their best at work. In order to better understand these theories we will apply them to a fictitious organization that has the following

There are a number of management theories that have changed the management business environment in the twentieth century. The theories have assisted managers to come up with better ways of management and organization of people. Managers have been able to increase profits, reduce costs and maximize efficiency. The purpose of this essay is to compare and contrast the contributions of scientific management and the human relations movement to the modern management. This essay will use Frederick Winslow Taylor’s theory on scientific management and Elton Mayo’s human relations theory. These two movements have been proven to increase productivity in the workplace (Mullins, 2005).

This essay’s aim is to analyse and establish an understanding of various motivation theories and their possible application within organisations. Along with implementing, the information related to motivation, this essay would demonstrate the importance of motivation and it is necessary for organisations to motivate their employees effectively

According to Herzberg, the factors leading to job satisfaction are distinctly different from those that lead to job-dissatisfaction. Therefore, the managers who seek to eliminate factors that create job-dissatisfaction can bring about peace at the workplace but cannot motivate the employees. These factors are termed as hygiene factors comprising administration, supervision, working conditions, salary and wages etc. While absence of hygiene factors will lead to dissatisfaction, mere presence of these factors will not satisfy (i.e. motivate) the employees. In order to motivate the employees, managers must resort to ‘motivators’ (those factors that motivate the employees towards better performance) such as recognition, challenging assignment, responsibility, opportunities for growth and self-fulfillment etc.

Unlike Maslow, Elton Mayo’s, realised his theory in the 1930s which means it’s a classical approach. Mayo’s theory was conducted through the use of experiments carried out in the 1920s and 30s. As I previously said, this was the first of the Classical Approaches to take into account how different working conditions and social factors affect the workers. Like Maslow, Mayo also looks at how to both psychological and social factors interact with the work environment and how it affected the workers, ( Tiernan and Morley 2013).