Questions On Motivation And Performance Theories

Motivational theories are attempted to explain the way of employee effort is generated, in this they are different types of motivational theories which is perform the effective result of the organization development with the employee individual behavior. Different types of motivational theories are named as goal setting, social learning and equity theories.

Motivation has become a term as ubiquitous as it is undefinable. What exactly is motivation and how is it used to achieve a desired result? In many circumstances, individuals are motivated by different aspects at different times in their lives. Compounding this issue further are the environmental factors embedded in an individuals motivation. Depending on an individual's background, he or she may be motivated differently than others of similar socio economic circumstances. As such, it is quite difficult to appraise the merits of a single motivational characteristic or theory. This difficulty has given rise to numerous theories of motivation throughout history, each with its own distinct value. The problem with many of these theories is that they are imperfect by nature and do not encompass all possible options of behavior. This document will focus primarily on the achievement motivation theory established by Harackiewicz, Barron, Carter, Lehto, & Elliot in 1997 and how it can and cannot be used effectively within workplace situations.

Moreover, motivation occurs when a consumer has his/her need, desire, or wants something (Solomon, Polegato & Zaichkowsky, 2009). According to the theory of Maslow hierarchy needs, the needs can be divided into five groups: physiological needs, safety needs, love and belonging needs, esteem needs and self-actualization needs (Maslow,1943).

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.

Each need’s importance is demonstrated by the space and level that it takes in the triangle. The hierarchy is split into “higher needs” and “lower needs”; Maslow proposed in this theory that humans cannot satisfy their higher needs with unsatisfied lower needs. In other words, the lower needs consist of basic needs that every human must fulfill to be able to seek satisfaction for the non-basic needs. Basic needs include the bottom two columns of the hierarchy; which are: physiological needs, and safety needs. The mentioned needs exist in every one of us; in fact, they are the main drivers for our behavior for we instinctively strive to meet said needs. For example, when a person is put in harsh conditions such as poverty or famine, he is most likely to act differently from his usual self. He may also become aggressive or violent when found in a situation where his physiological and safety needs aren’t met. To put it simply, every need drives people to act upon instinct, but basic needs are always

Although these two theories of motivation are different, they do have similarities as well. The achievement motivation theory, which is a content theory, is similar to the goal setting theory, which is a process theory. These two are similar because they both deal with goals and both are practical theories of motivation. These two theories also deal with taking calculated risks.

One of the most promising efforts to build on Maslow’s work is the ERG theory proposed by Clayton aldferfer.This theory collapses Maslow’s five needs into three. Existence needs are desire for physiological and material wellbeing. Relatedness needs are desires for satisfying interpersonal relationships. In simple terms ERG Theory states that at a given point of time, more than one need may be operational.

Overtime there were an additional six new modern theories added. These added modern theories are; self determination theory, goal setting theory, self-efficacy theory, reinforcement theory, equity theory, and expectancy theory. The self determination theory looks at motivates being intrinsic and extrinsic rewards. The goal setting theory looks at how people are motivated by having a specific goal to work towards. The self-efficacy theory looks how people view their ability to successes and gain knowledge. The reinforcement theory looks at motivation through positive and negative reinforcement. The equity theory looks at what happens when people feel over-rewarded and under-rewarded. The last theory, the expectancy theory, looks at how motivated people are due to the reward they expect to get out of it. Throughout this report, a closer look at each both early and modern theories and will provided examples. Along with a example of how a big corporation, Google, keeps their employees motivated.

To able to go forward onto the next need, this needs to be accomplished. A criticism of Maslow’s theory is that if people are in the circumstance of poverty they would find it hard to accomplish the physiological needs of some basic supplies. However, are very capable of higher needs within the social needs. Influenced by Maslow’s hierarchy of needs, Alderfer’s ERG Theory focusses on three needs: Existence, Relatedness and Growth. Existence is very similar to physiological and security needs. In the ERG theory Alderlfer has identified that the priority of needs can change due to the situation the person is in for example a money situation (MSG, 2016).

■ Existence—which related to Maslow’s first two needs, thus combining the physiological and safety needs into one level;

This chapter taught me all about several different theories. I learned there are two catigories of theories. The first one being need-based theories and the second beng process-based theories. Need-based theories has taught me about Maslows hierarchy of needs, The ERG theory, the two-factor theory, and the aquired-needs theory. Maslows theory believes that once a persons basic needs like food, water and shelter are met than you can move onto satisfying your other needs. Those other needs inlude safety needs, social needs, esteem needs, and lastly self-actualization needs. This theory believes those needs are met in the exact order i listed above. Next I learned about the ERG theory. That theory was created by a man named Clayton Alexander. He grouped his theory under

Theories can never be proven, only supported or rejected. Although there are many theories of motivation, there are only a few that I feel can be relevant and valuable in the work setting. Before settling on a theory to use to assist with the creation of my specific theory of motivation, I wanted to get a better understanding of some of the most well-known motivational theories. Throughout my research I’ve noticed a common trend in the motivational theories and how they are applied. Many theories such as McClelland’s Needs Theory (1961), Maslows’ Hierarchy of Needs Theory (1954), and

He developed a theory in which he argued that the needs of a person occur in a hierarchical manner starting from the basic and easy to satisfy to the secondary or advanced needs. The needs are classified in five clusters in the theory, which include physiological needs, security and safety needs, belongingness need, esteem and self actualization. An individual satisfy the needs from basic to the secondary needs. Physiological needs at work include the need for heat, base, air and salary. Safety and security needs include the need for work safety, health insurance and job security. Belongingness need refer to the need for team, coworkers, clients, subordinates and supervisors. Esteem need refer to the need for recognition, responsibility and high status. It

9. Alderfer’s ERG Theory Frustration – Regression Enough remuneration Provision for health insurance Increasing use of teams and committee‟s ERG Theory Findings: Cultural differences influence needs, needs are influenced by individual‟s Personal values People are motivated by different Needs at different times in their lives.

The Porter-Lawler Expectancy Theory of Work Motivation is the complete opposite of what Maslow, Hertzberg and Alderfer propose in terms of satisfaction leading to improved performance, instead this content theory proposes that motivation does not lead to performance and all three aspects of motivation, satisfaction and performance are separate aspects. Figure 2 depicts the Porter-Lawler Motivation Model and highlights that performance is