Motivational Theories

The discussion of motivational theories in an organization can produce an ample amount of answers, but the challenge comes when trying to apply these answers to the specific situations at hand. Motivating employees can be a very demanding task because not all employees are created equal. What motivates one employee may discourage another, making the task extremely difficult to accomplish. When dealing within a healthcare environment, managers need to use different strategies to engaged and motivated employees because it can make a difference in a patients care. Healthcare managers can provide the necessary solutions to encourage employees to continue to strive for accomplishments within the working environment, thereby securing indispensable talent and saving money for the organization. This can also contribute to the well-being of the working environment and create a sense of loyalty among the staff which can then be passed on to the patients and then continue on into their families, providing a quality of service that is incomparable with other organizations. (Romando, R. (n.d). Throughout the years, there have been a number of motivational theories that have aided organizations in their attempt to get the most out of their employees. The four most frequently used need based theories of employee motivation are Maslow’s hierarchy of needs, Herzberg’s dual factor theory, ERG theory, and McClelland’s acquired needs theory (Shortell & Kaluzny, 2006).
                            The purpose of the need based theories provides an understanding to how motivation can play a fundamental part in one’s life. The four most frequently used theories each have their own perspective to the subject of motivation. The following is a brief description of how each theory is applied.
Maslow’s Hierarchy of Needs
                            In 1954, a psychologist by the name of Abraham Maslow created a theory around human’s hierarchy of needs. This theory, often displayed as a... [continues]

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