Principles on the Theories of Motivation

Topics: Motivation, Maslow's hierarchy of needs, Psychology Pages: 16 (3941 words) Published: August 6, 2013
Olivarez College – Graduate School in Business|
Principles on the Theories of Motivation
Human Resource Management|

Engr. Mary Jane A. Badillo


Many people incorrectly view motivation as a personal trait. Some people have it, and others don’t. But motivation is defined as a set of forces that causes an individual to behave in a particular way. It is generally what energizes, maintains and controls behavior, it acts as a stimulus for desirable actions. Motivational concerns would be addressed if we were to ask, for example, What motivates employees to go to work each morning? Many people get great satisfaction from their work and take great pride in it; others may view it as a burden, and simply work to survive. This question of motivation has been studied by management theorists and social psychologists for decades, in attempts to identify successful approaches to management. From a manager’s viewpoint, the objective is to motivate people to behave in ways that are in the organization’s best interest.


What people want from an organization and how they think they can achieve it plays an important role in determining their motivation to work. Some people want money, some want challenge and some want power. The difference between highly effective organizations and less effective ones often lies in the motivations of their members. Managers strive to motivate people in the organization to perform at high levels. This means getting them to work hard, to come to work regularly and to make positive contributions to the organization’s mission. But job performance depends on ability and environment as well as motivation. This relationship can be stated as follows:

P = M + A + E
P = performanceM= motivation
A = abilityE = environment

To reach high levels of performance, an employee must want to do the job well (motivation), must be able to do the job effectively (ability), and must have the materials, resources, equipment, and information required to the job (environment). A deficiency in any of these areas hurts performance. A manager should strive to ensure that all three conditions are met.


One of the questions mostly leaders ask is “How do you motivate your people to do the things you want them to do? The answer is: You don’t. We can’t motivate people, they are already motivated but we can determine what motivates them and use this knowledge to channel energies toward your organization’s goal.

The following are few of the basic principles of motivation:

1. Empowering employees. Empowerment occurs when individuals are given autonomy, authority, trust and encouragement to accomplish a task. It is the process of enabling workers to set their own work goals, make decisions, and solve problems within their sphere of responsibility and authority.

2. Providing an effective reward system.   The reward may take the form of financial incentives, prizes, or simply public recognition of a job well done. If employees learn that a certain type of behavior results in lower earnings, less favorable hours or less desirable territories, they'll adjust their behavioral patterns. 3.  The best way to get people to pay attention to you is to pay attention to them. That means listening to others and not just hearing them. If you listen to individuals long enough, they'll tell you what their concerns and problems are. It's very important that leaders listen to their staff and associates. Communication allows managers to establish and maintain interpersonal relationships, listen to others, and otherwise gain the information needed to create an inspirational workplace. 4. Delegating Authority. Delegating can be a significant motivator in retaining members, it gives them a sense of accomplishment when a task is successfully completed....
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