I have put together a short informal report that will identify and compare a number of different motivational theorists and I will also identify one theorist that I would feel suitable to our managers
Maslows Theory is based on the belief that we are motivated by needs and the theory states we must satisfy basic needs in order to concentrate on the higher priorities. And only when the basic needs are met can we move on to the next steps 1. Pysiological – All individuals needs to eat, sleep and drink as a priority 2. Safety – WE all need to feel safe in our homes and the working environment and managers can play a lead role in ensuring we care safe at work 3. Belonging – We need to feel loved and belonging both at home with our families but also in our work place 4. Esteem – Once the 3 basic need are met we look for confidence and respect from others especially in our work place 5. Self Actualization – Top of the pile! We have energy and mentality to thinks, problem solve and use our skills to the the best of its ability
Maslows theory tends to be very simple, rather easy to follow and makes sense as it cover basic needs that maybe somewhat forgotton about. If making a new start then Maslow theory is ideal as it is very basic and starts from the bottom of all our needs
Hersbergs theory is some what different to Maslows theories in being it concentrates on 2 factors and are all work related though Maslows theory starts with basic needs in life 1. Hygiene factors – are Disatisfiers and the less we have to worry about the more we be motivated. Factors such as Quality of supervision, company policies, job security will all have an impact on staff motivation and this would certainly be the case with the council as they have the ability to dissatisfy 2. Motivation Factors – such as Promotion opportunities, recognition Achievment and responsibility will satisfy all staff without a doubt as they can stimulate. These factor all realte to the work itself and how an employee performs it. Overall the Herzberg theory Herzbergs theory show that fixing problems within the work place related to Hygiene factor may narrow down job dis satisfaction but won’t necessarily improve a workers job satisfaction. To improve job satisfaction you must address the motivational factors and press on them ie: giving recognition to staff and showing staff a sense of achievement for what they do.
Vroom expectancy motivation theory
Whereas Maslow and Herzberg look at the relationship between internal needs and the resulting effort expended to fulfil them, Vroom's expectancy theory separates effort (which arises from motivation), performance, and outcomes. Vroom's expectancy theory assumes that behaviour results from conscious choices among alternatives whose purpose it is to maximize pleasure and to minimize pain. Vroom realized that an employee's performance is based on individual factors such as personality, skills, knowledge, experience and abilities. He stated that effort, performance and motivation are linked in a person's motivation. He uses the variables Expectancy, Instrumentality and Valence to account for this.
Is the belief that increased effort will lead to increased performance i.e. if I work harder then this will be better. This is affected by such things as: Having the right resources available (e.g. raw materials, time) Instrumentality
is the belief that if you perform well that a valued outcome will be received. The degree to which a first level outcome will lead to the second level outcome. i.e. if I do a good job, there is something in it for me. This is affected by such things as: Clear understanding of the relationship between performance and outcomes – e.g. the rules of the reward 'game' Trust in the people who will take the decisions on who gets what outcome
Is the importance that the...
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