Theoretical Framework for Hr Thesis

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Chapter 2: Theoretical Framework on Employees Motivation

1. Definition of Motivation and Employee Motivation

1. Definition of Motivation

Many contemporary authors have also defined the concept of motivation. Motivation has been defined as: the psychological process that gives behavior purpose and direction (Kreitner, 1995); a predisposition to behave in a purposive manner to achieve specific, unmet needs (Buford, Bedeian, & Lindner, 1995); an internal drive to satisfy an unsatisfied need (Higgins, 1994); and the will to achieve (Bedeian, 1993).

According to John R. Schermerhorn (2010), the term motivation is used in management theory to describe forces within the individual that account for the level, direction, and persistence of effort expended at work. Motivation can be defined as the process that initiates, guides and maintains goal-oriented behaviors. It involves the biological, emotional, social and cognitive forces that activate behaviors. In its simplest definition, the term motivation is frequently used to describe why a person does something. (Cherry, 2011). An individual's motivation is influenced by biological, intellectual, social and emotional factors. As such, motivation is a complex, not easily defined, intrinsic driving force that can also be influenced by external factors. Every employee has activities, events, people, and goals in his or her life that he or she finds motivating.

Generally speaking , for this thesis, motivation is operationally defined as the inner force that drives individuals to accomplish personal and organizational goals. Motivation is an employee's intrinsic enthusiasm about and drive to accomplish activities related to work. Motivation is that internal drive that causes an individual to decide to take action. So, motivation about some aspect of life exists in each person's consciousness and actions.

2. Definition of Employee Motivation

The trick for employers is to figure out how to inspire employee motivation at work. To create a work environment in which an employee is motivated about work, involves both intrinsically satisfying and extrinsically encouraging factors. Employee motivation is the combination of fulfilling the employee's needs and expectations from work and the workplace factors that enable employee motivation - or not. These variables make motivating employees challenging. Employers understand that they need to provide a work environment that creates motivation in people. But, many employers fail to understand the significance of motivation in accomplishing their mission and vision. Even when they understand the importance of motivation, they lack the skill and knowledge to provide a work environment that fosters employee motivation. From Rick Pitino’s point of view, "The only way to get people to like working hard is to motivate them. Today, people must understand why they're working hard. Every individual in an organization is motivated by something different." Employee motivation can be approached in many ways with different definitions. With Twyla Dell, "The heart of motivation is to give people what they really want most from work. The more you are able to provide what they want, the more you should expect what you really want, namely: productivity, quality, and service." (Dell, 1988)." G. Jones and J. George from the book "Contemporary Management”, defined motivation as "Psychological forces that determine the direction of a person's behavior in an organization, a person's level of effort and a person's level of persistence." And this approach is used as the employee motivation definition in the thesis

2. Motivation theories

There are many theories that refer to motivate people such as ERG theory by Clayton Alderfer, Acquired Needs theory by David McClelland, Expectancy theory by Victor Vroom, etc. In this thesis, the author applied Maslow’s Hierarchy of Needs and Herzberg’s Two –...
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