Groups in Organizations Phase 2IP
Domingo M. Cisneros
Colorado Technical University Online
Groups in Organizations What is meant by motivational theory? According to Joseph (2013), the word motivation is described as the practice of persuading an individual to perform energetically in order to realize specific goals. The impact of motivation on individual performance is contingent on several factors. It is individual in nature and varies in relation to inducements, and responses involving human actions. Motive generally pertains to the factor which causes an individual to commence definite undertakings, as well as external or internal forces. Motives control what must be accomplished, including the manner in which the activity is completed, in order to gratify individual needs. Concepts of motivation began in the latter half of the twentieth century, following World War II. The subject of escalating US business efficiency had not been a concern due to abundant social and economic conditions, which enhanced output by sheer material dynamics. In other words, the labor force required had been smaller than the source of individuals inclined to find work (Joseph, 2013).
Abraham Maslow's Hierarchy of Needs motivational model Abraham Maslow advanced the Hierarchy of Needs model in 1940-50s, and this theory continues to be currently acceptable for interpretation of human motivation, supervision instruction, and individual growth. Maslow's philosophy of Needs regarding the duty of companies to offer a work atmosphere that inspires, and permits the achievement of personal potential (self-actualization) are continuously pertinent. Maslow’s theory places individual needs into five groupings extending from simple existence needs such as food and shelter, to the need for self-actualization. According to Maslow, once a need is fulfilled, a person pursues the next level of achievement. When related to employment, the theory conjectures that the organization must comprehend the existing stage of employee need in order to appropriately motivate them. Despite the logic of Maslow’s theory, many sizeable US businesses found it did not work well in practice. This led to research by Fredrick Herzberg to solve the deficiencies of Maslow’s theory (Millett, 2010). Fredrick Herzberg motivator-hygiene model Frederick Herzberg established the motivator-hygiene theory in 1959, also recognized as the two factor theory. Overall, the theory postulates that administrators must be capable of efficiently controlling factors relating to gratification and displeasure in order to productively motivate personnel. This theory is strongly connected to Maslow's hierarchy of needs, but links more exactly to the means by which workers are motivated. Founded on his investigation, Herzberg contended that satisfying the lower-level needs (hygiene factors) of persons would have no motivational effect on work endeavor, but would avert discontentment. Motivation would be achieved only when higher-level needs (motivators) were met. The inference concerning Herzberg’s theory is that meeting employees lower-level needs of better benefits or pay will avoid discontentment, but will not provide motivation for enhanced job performance. According to this theory, motivation will only transpire when leaders center on altering the inherent character and substance of the work itself. This change of work content involves additional responsibility, more autonomy, and the opportunity to develop career skills (Millett, 2010). In an effort to corroborate Maslow's Theory of Needs with practical studies, Dr. Clayton...
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