4.Theories of Employee Motivation in an Organization

The aim of this blog is to compare and briefly explain the theories of motivation and how they are used to inspire employees to develop the drive to achieve. The importance of motivation in organizations and job satisfaction is vital for the achievement of organizational goals and objectives (Hughes, et.al, 2009). There are many theories of motivation, and they mostly give a relation or influence the outcomes of employee job satisfaction (Dartey and Amoako, 2011).

There are three main theory categories, namely content theories, process theories and contemporary theories (Saif, et.al, 2012).The study of the theories tries to help organizations with suggestions to cultivate conductive atmospheres and relationships for employees to work under, to foster positive attitudes towards their work. Theories of motivation have been proposed over the year (Ramlall, 2004). 

The following are 5 popular theories of motivation that can help you to increase workplace productivity and motivate the people of the organization.

1. Maslow’s hierarchy of needs
2. Hertzberg’s two factor theory

 3.   McClelland’s theory of needs

 4.   Vroom’s theory of expectancy

 5.   McGregor’s theory X and theory Y

During this conversation trying to briefly explain two main motivational theories which currently, most organizations use to motivate their employees and increase the productivity and the profits of the organization (Burton, 2012).

1   Maslow’s Hierarchy of Needs

 Figure 1.0 Maslow’s hierarchy of needs

(Source: Jerome 2013)

According to Smith & Cronje (1992), the way Maslow’s theory is explained relies on the fact that people want to increase what they want to achieve in life and their needs are prioritized according to their importance (Gambrel, 2003). Deriving from the hierarchy of needs by Maslow, content theories of job satisfaction revolve around employees’ needs and the factors that bring them a reasonable degree of satisfaction (Saif, et.al, 2012). Based on the basic physical, biological, social and psychological needs of human beings, Maslow came up with a five-stage theory that places the needs of the individual in different categories and prioritizes their attainment (McLeod, 2007).

1. Physiological needs - these are biological requirements for human survival like air, food, drink, shelter, clothing, warmth, sex and sleep (Kaur, 2013).

As an example: most of companies provided better meals, uniforms, festival allowances for food and clothing, proper work stations, good rest rooms with a better salary for their employees to fulfil their and the other family members and if these needs are not in satisfied levels, the human body cannot function optimally to fulfil the company expectations. Maslow considered physiological needs the most important as all the other needs become secondary until these needs are met.

2. Safety and security needs - Once an individual’s physiological needs are satisfied, the needs for security and safety become salient. People want to experience order, predictability and control in their lives. Like emotional security, financial security, employment, social welfare, law and order, freedom from fear, social stability, property, health and wellbeing, medical care and safety against accidents and injury (Poston, 2009).

As an example: most companies provided a better grievances handling process for their emotional safety, personal loans and other advances for their financial safety with good salary with increments, they provide proper bonus schemes, job confirmations with promotions, occasional welfare activities and medical covers, better insurance policies with benefits for the employees and as well as their family members and finally good work place to continue their tasks with in a free mind to motivate their employees.

3. Love and belonging needs - after physiological and safety needs have been fulfilled, the third level of human needs is social and involves feelings of belongingness. The need for interpersonal relationships motivates behavior include friendship, intimacy, trust, and acceptance, receiving and giving affection and love (Bayoumi, 2012).

As an example: most companies give opportunities to make better internal relationship in each other for their employees and as well as in between the production teams as well. They are arranging company nights and get together and religious and festival function to them and their family members to grow up love and internal relationships each other. Target depending companies mostly trust their senior employees somehow they can go for the final output of the company as expected and always the management maintain a good relationship with their senior employees.

4. Self Esteem needs - are the fourth level in Maslow’s hierarchy - which Maslow classified into two categories: Firstly esteem for oneself like dignity, achievement, mastery and independence and secondly the desire for reputation or respect from others like status and prestige. Maslow indicated that the need for respect or reputation is most important for children and adolescents and precedes real self-esteem or dignity (Poston, 2009).

As an example: most companies select the employee of the month and publish their photo in the public places inside the organization to show his/her achievement to the others. And also annually reward them considering to their several performance with different gifts and benefits. Some organizations provide lunch outs or some hotel tours to their best employees with their family members to increase their self-dignity inside their teams and the organization. Also the best employees are invited to the CEO’s club for a dinner and respect them for their positive commitment of the company.

5. Self-actualization needs - refer to the realization of a person's potential, self-fulfillment, seeking personal growth and peak experiences. Maslow describes this level as the desire to accomplish everything that one can, to become the most that one can be (McLeod, 2007).

As an example: Self-actualization individuals are also tend to be very independent. They don't conform to other people's ideas of happiness or contentment. Self-actualized individuals value their privacy and enjoy solitude. While they also love the company of others, taking time to themselves is essential for their personal discovery and cultivating their individual potential. They’re able to enjoy the humor in situations and laugh at themselves, but they don't ridicule or joke at the expense of another person's feelings. While these people are able to follow generally accepted social expectations, they don't feel confined by these norms in their thoughts or behaviors. This kind people have concrete goals, they don't see things as simply a means to an end (Robbins, 2007).

References

• Burton,K (2012). Management,  academia.edu
• Dartey-Baah,K  and Amoako,GK (2011). European Journal of Business , academia.edu
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• Kaur,K (2013). Global Journal of Management and Business Studies, ripublication.com
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