Employee Motivation: Role in Modern Management (Essay Sample)

Employee Motivation: Role in Modern Management
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Employee Motivation: Role in Modern Management
Modern management aims at using and manipulating mathematical models to better understand the inter-relationship between employees and employers in all aspects (S. Certo & T. Certo, 2013). The primary goal of modern management theories is to ensure the interrelationship between these factors is maximized for the benefit of the organization. Motivation, from a general perspective, is the intrinsic drive that leads a person to take a certain course of action. Employee motivation entails all factors which drive an employee to perform tasks related to work in a more efficient and satisfactory manner. In as much as motivation is an intrinsic force, motivation might be brought about by external factors. These factors vary from physical factors, biological factors, intellectual factors, emotional factors and social factors.
There are six major employee motivation theories with respect to modern management CITATION Pet12 \l 1033 (Psichogios, 2012). These are:
* The Equity Theory
* The Two Factor Theory
* The Hierarchy of Needs Theory
* The Three Needs Theory
* The Goal Setting Theory
* The Expectancy Theory
The Equity Theory was advanced by John Adams. According to him, people have the tendency to compare and contrast themselves with their colleagues CITATION Pet12 \l 1033 (Psichogios, 2012). They will thus compare themselves and judge whether or not they are being treated equitably. Employers who choose to adhere to this theory should treat all their employees fairly and equitably. Issues of inequity should be addressed with urgency. The second theory, the Two Factor Theory, was developed by Frederick Herzberg. Herzberg stated that people are motivated by recognition, achievement, responsibility, opportunities for growth and development and meaningful work. He pointed out policies as one of the major factors that led to dissatisfaction among employees. According to him, employers should treat employee motivation and employee dissatisfaction as two independent issues CITATION Jam98 \l 1033 (Lindner, 1998). The Hierarchy of Needs Theory, advanced by Abraham Maslow, is the most popular of the six theories. It identifies five levels of needs that motivate people. These levels, in order of increasing levels, are physical, safety, social, esteem and self-actualization levels. According to Abraham Maslow, as the lower levels of needs are met, the higher levels of needs become of more importance CITATION Mur13 \l 1033 (Barrick, 2013).
Another theory, which mimics the three basic human needs, is the Three Needs Theory. It states that people have three basic needs CITATION Jam98 \l 1033 (Lindner, 1998). These needs are achievement, power and affiliation. Employers who choose to subscribe to this theory should set demanding goals and provide adequate feedback with regards to the achievements of each and every employee. The fifth theory, the Goal Setting Theory, was developed by George Odiorne. According to Odiorne, people are motivated when they are part and parcel of the process of setting demanding goals for themselves CITATION Pet12 \l 1033 (Psichogios, 2012). They are also motivated when they are well aware of the role they have to play to achieve those goals. Employers should involve the employees in setting measurable objectives and such objectives should be linked to the greater company goals. The final theory is the Expectant Theory. This theory is the brainchild of Victor Vroom. The theory is based on the premise that people are motivated if they know that their efforts will result in success. Such an outcome is meaningful to the employees. Employers who make use of this theory should create a myriad of opportunities for employees to succeed, and they should be keen to reward them if they succeed.
In conclusion, t...