EMPLOYEE’S MOTIVATION

 

Introduction The concept of motivation which leads to productivity of any organization is not new, over the years it has generated a lot of studies and global attention from researchers, consultants and authors focusing on the impact of motivation on organizational productivity.

Both these two concepts are vital in appreciating the value of human resource as an important factor of production. Motivation is defined as the educating of employees to channel their efforts towards organizational activities and thus increasing the performance of the said boundary spanning roles (Ran, 2009)

 

Maslow's Hierarchy of Needs

         Maslow who has discussed about the five levels of employee needs namely physiological, safety and security, social, esteem or ego and self- actualization. He noted that the most basic need emerges first and the most complex need last. 

When one need is fulfilled, the next higher social need would stimulate employees to work hard and improve efficiency thus the previous needs would lose its strength and the next level of needs is activated.                                                                                      

Maslow argues that the most powerful employee motivator is the need which has not been satisfied. (Armstrong 2006) According to this theory, employees have several needs which compels them to work and that those needs are coordinated in a hierarchical manner in such a way that lower-level needs (physiological and safety) had to be satisfied before the next higher level social need would motivate employees to work hard and increase efficiency. 

                 

Reinforcement Theory

F. Skinner's reinforcement theory entails that employee behaviors that lead to positive outcomes will be repeated and behaviors that lead to negative outcomes will not be repeated (Omomia 2014). He claims that human behavior can be conditioned through the use of rewards either tangible such as food or money or intangible, approval or praise. 

    It was recommended that organizations should reinforce employee behaviors that lead to positive outcomes and discourage those behaviors that lead to negative outcomes. This can be achieved through staff training and development, among other strategies (Bawa 2017)

 

Equity theory 

The theory states that an individual’s motivation is centered on what he or she considers being fair or justified in comparison to others How an employee perceives fairness can influence his motivation, attitudes and behaviors which will in turn affect performance. If they feel that they are not equitably treated they may be dissatisfied and this severely impacts productivity. If they feel that they are receiving more rewards, then they will improve their quantity and quality of work or they may discount their rewards. (Bawa 2017)

 

McGregor’s Theory X and Theory Y

Theory X stipulates that employees dislike work and will function only in a highly controlled work environment where managers must control, coerce and threaten employees to attain organizational goals (Mohamed and Nor 2013). The employees are responsible and feel work as an important part of their lives.  If they get personal rewards, they will work toward organizational targets. Theory X and Theory Y have increased the importance of social factors in the organization for motivating employees.

 

Reference;

•    Bawa, M, A.  (2017) Employee motivation and productivity:  A review of literature and implications for management practice.  International Journal of Economics, Commerce and Management. 
• Armstrong, M. (2006). A handbook of human resource management practice. 10th Ed. London: Kogan page Ltd.
• Ran, B, (2009). Motivation. Encyclopedia of business in today’s research in personality, 42(4), 1109-1115
• Mohamed, M, H & S M Nor (2013) The Relationship between McGregor's X-Y Theory Management Style and Fulfillment of Psychological Contract: A Literature Review. International Journal of Academic Research in Business and Social Sciences. Vol. 3, No. 5
• Omamia, O, A (2014) Relevance of Skinner’s Theory of Reinforcement on Effective School Evaluation and Management. European Journal of Psychological Studies, 2014, Vol. (4), № 4

 

(Photos from www.istockphoto.com & www.thoughtco.com/maslows-hierarchy-of-needs-4582571 )