Work Motivation Theories

2557 WordsMay 31, 200911 Pages
Introduction The work motivation theories can be broadly classified as content theories and process theories. The content theories are concerned with identifying the needs that people have and how needs are prioritized. They are concerned with types of incentives that drive people to attain need fulfillment. The Maslow hierarchy theory, Fredrick Herzberg’s two factor theory and Alderfer’s ERG needs theory fall in this category. Although such a content approach has logic, is easy to understand, and can be readily translated in practice, the research evidence points out limitations. There is very little research support for these models’ theoretical basic and predictability. The trade off for simplicity sacrifices true understanding of the…show more content…
We are expected to apply the Golden Rule and to help where we can - an act ably demonstrated by "the Parable of the Good Samaritan". Social exchange theory assumes rational, calculated action involving an expected pay-off. We do not always act rationally. Many will not be as selfish as rational action may suggest. Indeed our reward may be the inner glow of respecting oneself and living to one's own values. Such altruism, albeit self-referential, does not sit easily under the assumptions of the "rational, economic-person" model. Implications It is necessary to pay attention to what employees’ perceive to be fair and equitable. For example: In my company, one of my colleagues was assigned to a project that required him to work during non business hours frequently. He worked three days at the office and two days at home in a week for a month and half. This caused others to start working from home during business hours. Allow employees to have a “voice” and an opportunity to appeal. Organizational changes, promoting cooperation, etc. can come easier with equitable outcomes. Management’s failure to achieve equity could be costly for the organization. For example: One of my technically team members was not very competent. He took double the time to complete any give work when compared to the others. Management failed to take any action; instead the others were given more work. Eventually, even the competent workers took it
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