We can define MOTIVATION as the activation that a person has in order to achieve a goal oriented behavior. What moves to one person to do something or act in a specific way. We are going to focus our research in the factors that direct the human behavior (internal and external).
We have to take into account that motivations are different of stimulus. Maslow's hierarchy of needs, Alderfer's ERG theory, Herzeberg's motivator-hygiene theory (Herzeberg's dual factors theory), and McClelland's learned needs or three-needs theory are some of the major content theories.
Max Weber
Sigmund Freud
• Maslow’s Hierarchy of needs: This author assumes 5 levels of needs of individuals, and proposes a hierarchy between them, starting with the most basic needs that people need in order to survive, and ending with the highest level of needs that cannot be reached even. “man is a perpetually wanting animal” (MASLOW’S HIERARCHY OF NEEDS: “Employees motivation theories developed at an international level”).
When one need is accomplished, people look for a higher level of the hierarchy (strict order of needs).
• Two factors Theory (Frederick Hezberg): Explains the sources of professional satisfaction or dissatisfaction, and it is related with the context, company policy, salary. Etc.
• Theory X and Y (Douglas Mc Gregor): Proposes two groups of persons within a group or organization:
-X: Negligence, avoiding work, controlled, need punishments
-Y: Intellectual efforts, voluntary responsibilities, not forced
• ERG Theory: It applies the “Regression hypothesis”, and he accepts that different levels of needs of the Marlow’s hierarchy may take place at the same time, and if one need is not covered properly, individual could move down within the pyramid.
• Mc Clelland’s need Theory: Manage people and building relationships. This theory assumes that working place is not only for work.
• Equity Theory: It is very useful in organizational analysis, because it gets some basis for management because it accepts the people perceptions and gets some real motivations to work (the way that they are threatened in comparison with others).
QUESTIONS:
Hawthorne Studies and its importance for studying motivation at the workplace, its influence over diverse motivation theories.
"The ”Hawthorne effect” is defined as the phenomenon in which subjects in behavioral studies change their performance in response to being observed." (Counseling in an Organization(1966) :Roethlisberger and William Dickson. Harvard business School webpage).
The Hawthorne studies proposed the basis for human relations management because he recognizes that the employees are motivated by salary and economical retributions, but he adopt a new concept where the workers are motivated by social needs, further than economical ones (developing work relations and facing pressures put forth by coworkers). Despite the salary is an important variable for the successful work, it is even more important in a combination of responsibility, Recognition and respect, because When employees believe that their efforts are serving a deeper purpose, they are more motivated to produce.
Bringing Maslow and Herzberg's theories into the workplace, strategies for motivation can be implemented in order to meet people basic needs. When they met, difficult and challenging times can actually motivate workers to contribute at a higher level. Fundamentals like salary, breaks and favorable work conditions must be in place. In order to gain organizational loyalty, bonuses and healthcare plans can be motivating. Other factors include giving employees the opportunity to grow. This can occur through training and coaching, and relates to findings in the Hawthorne studies for driving efforts as well.
Organizations have to keep in mind that individuals (workers) behavior responses to s set of motivations that will influence in job performance, and this is the most complex task imposed to managers: How to motivate their workers?. And Hawthorne give them new variables and options to accomplish with this hard job, understanding that a person is not only an economic individual, but he has to cover more human needs related with job performance and job satisfaction.
“Elton Mayo examined the impact of work conditions in employee productivity. Elton Mayo started these experiments by examining the physical and environmental influences of the workplace (e.g. brightness of lights, humidity) and later, moved into the psychological aspects (e.g. breaks, group pressure, working hours, managerial leadership) and their impact on employee motivation as it applies to productivity.” (http://www.envisionsoftware.com/articles/Hawthorne_Effect.html).
Based on the class activity about "Flight 001: Motivating Employees"
¿Which motivation theory has the most relevance for understanding the behavior of Griffin and fostering her motivation at work?
This case is a proper example of the importance of motivation in the workplace. Griffin is an employee of the company and her job covered her basic needs (salary) and there were convergence with the economical retributions with her job; however, she felt that she was treated as a “number” and as a common employee for the company that has to accomplish some tasks and that’s it. This is the reason because she became to feel some dissatisfaction with her workplace and her boss.
This boss, failed in his managerial task, because they did not take into account the other levels of the human needs, such as self-esteem needs (brings to the workers status, responsibility and reputation), and self-actualization needs (brings to the workers personal growth).
In this case, the theory X and Y is presented the mostly, because we can see that this particular employee is characterized by belongs to the group of Y people: People at the company care about their position as important assets to get better results. The payment does not have a really influences under the worker’s motivations: They are looking for delegation and more participation within the company.
The reading is available at: Nelson, D.L. & Quick, J.C. 2010. Organizational Behavior: Science, The Real World and You. South-Western College Publication, 7th. Pp. 1178-179.
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