Hr Theories of Motivation

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1. Introduction The companies’ leaders can improve their business by investing in development new products or services, improvement product or service quality, and enhancement marketing and sales. Another possible investment is improving the way a company manages its people – tends to receive less attention. Human Resource Management is very important for business as it involves a variety of activities that deal with the ‘human side of organisation’ (Griffiths and Wall, 2005). Armstrong claims (1999) that “HRM can be regarded as… a strategic and cohered approach to the management of an organization’s most values assets - the people working there who individually and collectively contribute to the achievements to this goals” (in…show more content…
McGregor believed that people want to learn and that work is their natural activity to the extent that they develop self-discipline and self-development (Accel-Team, 2008). They see their reward not so much in cash payments as in the freedom to do difficult and challenging work by themselves (ibid). The main job is to follow the human wish for self-development into the organisations need for maximum productive efficiency (ibid). The basic objectives of both are therefore met and with mind and honesty, the enormous potential can be tapped. NEED Theories It is widely accepted that a good deal of motivation has its origins in certain basic needs. Need theories particularly the works of Maslow, Alderfer and McClelland- are based on the assumption that basic wants or requirements govern much of people’s behaviour. This notion has pervasive implications for human resources policies and practices tend to develop the performance of a range of human needs, the more likely it is that motivation and performance will be improved. However, attention to needs must be balanced. To emphasize salary and benefits (in the fulfillment basic needs) and to not expect high standards of performance (related to needs of esteem and, self-actualisation, and achievement) may be risky. On the other hand, to expect employees to increase to performance and
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