What Motivvates People to Work Hard
What motivates people to work hard?
This will be an analytical report outlining the views of experts, how their views correlate or differ and the relevance of their opinions on motivation techniques. As well this report will also determine whether people are motivated by similar factors or whether the context of the vocation leaves some factors more prevalent than others. This report will conclude having discussed the above question in depth using text materials outlined later on, in the attempt to populate methods of motivation.
Maslow's popular motivation theory is based upon realising each stage of the hierarchy: - Physiological needs (food, water), Safety, Belongingness, Self-esteem and Self-actualisation. The prognosis being that should a worker achieve each stage then they are able to progress to the next stage. The simple theory being that satisfaction of primary needs is required before employees can consider satisfaction of other needs. Consequently if an employer was to cooperate with an employee in his quest of motivation, he needs to be able to assist the employee in achieving his primary physiological needs, before he can expect his level of motivation to increase. Maslow theory is perhaps the most relevant theory pre 21st century; however changes in education and other situations leave most employees at the third stage of belongingness when they are employed. Thus taking the pressure of the employer to meet primary needs. Maslow is correct in saying that employee cannot expect to be motivated without basic needs; however his theory does not cover those that need to work, to gain those basic needs. This theory does not cater for those employees below the middle class status, and therefore is not a true representation of motivational theory.
Other theories such as Herzberg's' were influenced closely by Maslow's, which created the most relevant theory so far, based on job satisfaction (motivators) and dissatisfaction (hygiene). Its ideology
This will be an analytical report outlining the views of experts, how their views correlate or differ and the relevance of their opinions on motivation techniques. As well this report will also determine whether people are motivated by similar factors or whether the context of the vocation leaves some factors more prevalent than others. This report will conclude having discussed the above question in depth using text materials outlined later on, in the attempt to populate methods of motivation.
Maslow's popular motivation theory is based upon realising each stage of the hierarchy: - Physiological needs (food, water), Safety, Belongingness, Self-esteem and Self-actualisation. The prognosis being that should a worker achieve each stage then they are able to progress to the next stage. The simple theory being that satisfaction of primary needs is required before employees can consider satisfaction of other needs. Consequently if an employer was to cooperate with an employee in his quest of motivation, he needs to be able to assist the employee in achieving his primary physiological needs, before he can expect his level of motivation to increase. Maslow theory is perhaps the most relevant theory pre 21st century; however changes in education and other situations leave most employees at the third stage of belongingness when they are employed. Thus taking the pressure of the employer to meet primary needs. Maslow is correct in saying that employee cannot expect to be motivated without basic needs; however his theory does not cover those that need to work, to gain those basic needs. This theory does not cater for those employees below the middle class status, and therefore is not a true representation of motivational theory.
Other theories such as Herzberg's' were influenced closely by Maslow's, which created the most relevant theory so far, based on job satisfaction (motivators) and dissatisfaction (hygiene). Its ideology