Motivational Theories and Assessment of Their Implementation (Essay Sample)

Motivational Theories and Assessment of Their Implementation
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Table of Contents TOC \o "1-3" \h \z \u 1Introduction PAGEREF _Toc448865122 \h 32The Theories of Motivation PAGEREF _Toc448865123 \h 32.1Maslow’s Pyramid Hierarchy of Needs PAGEREF _Toc448865124 \h 32.1.1Basic Needs PAGEREF _Toc448865125 \h 42.1.2Social Needs PAGEREF _Toc448865126 \h 42.1.3Esteem Needs PAGEREF _Toc448865127 \h 42.1.4Self-Actualization Needs PAGEREF _Toc448865128 \h 52.2Maslow’s Model – Case Study of Zappos Shoe Company PAGEREF _Toc448865129 \h 62.2.1Application of Maslow’s Model at Zappos PAGEREF _Toc448865130 \h 62.2.2Effectiveness of the model in Zappos Shoe Company PAGEREF _Toc448865131 \h 62.3Herzberg’s Job Design Model PAGEREF _Toc448865132 \h 72.3.1Herzberg’s Two-Factor Theory of Motivation in foodservice operations of a Korean Army PAGEREF _Toc448865133 \h 92.3.2Effectiveness of Herzberg`s Theory at the Korean Army??? PAGEREF _Toc448865134 \h 103Recommendations PAGEREF _Toc448865135 \h 114Conclusion PAGEREF _Toc448865136 \h 12List of References PAGEREF _Toc448865137 \h 13
Introduction
Most employers desire to have their workforce to be ready to work and be motivated at the same time but do not have understanding on what truly gets the person motivated. Vroom
(1964) gave a definition for motivation as internal energy that is based on a person’s needs which encourages someone to achieve something. In other words it is what drives one to do what they do. Several theories have been set out to explain this. This study examines two theories of motivation and assesses the level of implementation of the theories in real life organizations with their effectiveness. Two crucial reasons behind motivating the workforce are; for achievement of the organizational goals and achievement of their own personal goals (Shanks 2009). In the current world experiencing hyper competition, organisations battle for products and services plus labour markets which call for perpetual efforts to attracting, developing and retaining the correct kind of talent, thus becoming the key foundation of differentiation. Failure to this results in human capital loss through competition and the ultimate market standing of an organisation.
The Theories of Motivation
Maslow’s Pyramid Hierarchy of Needs
It was developed by a Psychologist called Abraham Maslow. It uses a principle that categorizes human needs to five levels that ranges from basic needs of survival such as shelter, water, air, sexual drive and food, to the level for need of self-actualization. According to this psychologist, once a need is satisfied the person seeks to realize the next level (Herzberg, Mausner & Snyderman, 1959). Maslow termed the movement of an individual from one step to another as satisfaction progression (Gemeda. and Tynjälä 2015) and an assumption is made that over time people receive motivation continually, progressing upwards through the levels. The categories of need in Maslow`s Hierarchy of needs have been expounded as shown below:
Basic Needs
The basic needs are also known as physiological needs. As outlined above, they include, water, air, and food. Once satisfaction for physiological needs is met, individuals tend to get concerned about their safety. The question of how safe from pain, danger, pain, or an uncertain future is raised. According to Herzberg (2003) safety needs include shelter, employment, a safe environment at home, healthcare access and extra basic necessities.
Social Needs
Social needs form the next level of needs that are desired. These refer to the need to tie with other people, to love and be loved, and formation of lasting attachments. Shanks (2009) noted that lacking attachments can affect wellbeing and health of an individual negatively. Additionally social needs satisfaction makes more salient the esteem needs.
Esteem Needs
Esteem needs denotes the desire for respect by one’s peers and a feeling of importance with a longing for appreciation. It includes status, positive regard and recognition. They involve needs that cater for both the esteem an individual gets from others and self-esteem. Humans need a stable at the same time firmly based, and a high level of respect for others and also self-respect which when satisfied makes the individual to feel more self-confident and valuable. In case frustration of these needs is experienced, the individual will feel inferior, helpless, weak, and worthless (Gemeda and Tynjälä, 2015).
Self-Actualization Needs
It occurs at the hierarchy`s peak level. The need for self-actualization arises at the top of the hierarchy and it includes the desire for personal development and growth, autonomy and the desire to achieve. ” This need establishes itself through acquisition of new skills, endeavouring new challenges, and behaviour change in a way which leads to life`s goal satisfaction of an individual. Self-actualization is described by Maslow as an individual's need to do and be that which he/she was "born to do." "A musician has to make music, while an artist has paint, and a poet has to write." These needs mark themselves are felt in emblems of restlessness. If an individual is hungry, not loved, unsafe, or not accepted, or missing self-esteem, it is easily noticeable to be known what the individual is restless about. (Simons, Irwin,and Drinnien, 1987)
Under work application, the theory has an implication that the employer should develop an understanding of the need level of every employee currently so as to know that which will motivate them. For instance a newly employed person for an extended time is likely to have a motivation for basic needs of survival. On the other side, an employee concerned with advancement of career will look towards achieving self-actualization. Therefore that employee should be assigned higher-level responsibilities (Shanks 2009)
Maslow`s theory on hierarchy of needs under application to work situations has an implication also that the managers possess the responsibility of ensuring the employee workforce`s needs are met. This means provision of as safe work environment is guaranteed and also proper wages are provided. On the other hand it requires creation of a proper climate wherein employees have the opportunity to develop their potential to the fullest. According to Ball (2012), failure to embrace this would lead to theoretical increase in frustration of employees which could result in poorer job performance, increased withdrawal from organizations and low job satisfaction. For instance in this theory, insecurity expressed over job and threat of layoffs could hinder an individual from attaining their high growth needs (Herzberg 1968).
Maslow’s Model – Case Study of Zappos Shoe Company
Application of Maslow’s Model at Zappos
The best case study of a company that impressed this theory is Zappos. The company is re-known for its annual return policy and free shipping service innovated in its corporate culture. It was acquired by Amazon (NASDAQ: AMZN) in 2009, and it managed to move to number 15 in 2009 from position 23 in the Fortune magazine’s under “100 Best Companies to Work For”. Zappos creates an environment which encourages motivation at the same time building inclusiveness (Hsieh 2010).
Effectiveness of the model in Zappos Shoe Company
Zappos delivers basic place of work needs which are above and beyond many companies. It addressed needs of self-actualization which most people desire in their job experience. Its Chief Executive Officer Tony Hsieh believed that the secret behind customer loyalty was to make a corporate company culture of caring as the first priority. This is best reflected in the company’s ten core values and its strong emphasis upon building a family and a team. Hsieh (2010) records that during processes of interview; the applicants are questioned in relation to the values of the company i.e. to gauge their open-mindedness, weirdness, and sense of family. This takes into consideration Maslow`s theory as it analyses the social aspect of the employees for instance. He adds further that although the offer provided in terms of payment to quit during the process of training got an increase from its original figure of $400, only one percent of trainees took the offer.
Work is also differently structured at Zappos. For instance, there is no limitation of time to which a representative of customer service spends on a phone call. Furthermore, they get encouragement to making personal networks with the people on the other end of line rather than trying to get rid of them. This provides a platform for Maslow`s theory concerning social needs again to come into effect. It is recorded that although Zappos has a workforce of over 1,300 personnel, the company has managed to maintain a clear and relatively flat organization structure plus it prides itself on its extreme transparency. As an outcome of this type of company`s organizational structure, the employees possess freedom, which can consequently lead to greater and more full satisfaction (Hsieh 2010)
Even though Zappos pays its staff well besides offering attractive benefits like giving employees healthcare that is fully covered plus a compressed workweek, the craving for individuals to work at Zappos appears to go beyond that because of its motivation techniques. Zappos endeavours to address the individual`s goals of achievement, enjoyable environment in which to work and also affiliation Hsieh (2010). Though Maslow’s Theory on motivation has been acknowledged by many through its ease of understanding and intuitive logic it receives criticism on the other hand which is based on his methods of research and absence of supporting data generated experimentally (Schultz...