Motivation
...Maslow referred to this final level of need as "Self-Actualization." · Physiological needs. Biological necessities such as food, water, and oxygen. These needs are the strongest because a person would die if they were not met. · Safety needs. People feel unsafe during emergencies or times of disorder like rioting. Children more commonly have this need met when they feel afraid. · Love and belonging needs. The need to escape loneliness and alienation, to give and receive love, and a sense of belonging. · Esteem needs. The need to feel valuable; to have self-respect and the respect of others. If a person does not fulfil these needs, they feel inferior, weak, helpless, and worthless. · Self-actualization needs. A very small group of people reach a level called self-actualization, where all of their needs are met. Organizations doing better in providing opportunities for their employees to meet these needs are tend to do better in employee motivation. Example: Mc Donald’s are doing a good job in employee motivation cause first of all, it creates a “family environment” in the work place that would allow the employees and the managers to get on with each other like a family which provide the opportunity to meet the social needs for both the employees and the managers. Employees working hard would rewarded by recognition which meets the needs for “self-esteem”. Nevertheless, the employees are asked to work with shiny smiles both when they are dealing with the customers and their colleagues and that would be “esteem for others” and as what people say: what goes around comes around. When they showing their respect for others, they are getting respect back from others at the same time. Employees working there are also provided with plenty of opportunities leading to promotions as their work is clearly recorded and any noticeable improvement will be rewarded by a pay rise. That would meet the top of the pyramid which is “self-actualisation”. --Frederick Herzberg’s Motivation-Hygiene Theory . Herzberg (1959) proposed a theory about job factors that motivate employees. He stated that there are two factors affecting people's attitudes about work. lHygiene factors –or what is also called extrinsic factors are basically what people felt exceptionally good or bad about their jobs, which would include the following issues: · Extrinsic Motivation: This force of motivation comes from the external and relies on recognition and rewards. đCompany policy and administration đUnhappy relationship with employee's supervisor đPoor interpersonal relations with one's peers đPoor working conditions According to the theory, the absence of hygiene factors can create job dissatisfaction, but their presence does not motivate or create satisfaction. One particular example for this is in 1997, a Chinese mobile network company called Huawei had a experiment of which they painted the walls of the offices with very bright colors like bright red and some areas like the offices of the R&D are even painted with extract pictures. And it is proved that the efficiency increased by 4% in the following quarter. lMotivators – or what is called intrinsic factors are the sources of satisfaction, elements that enriched a person’s job, which would include the following issues: · Intrinsic Motivation: The word intrinsic means within or internal. This is the form of motivation you have within yourself that comes from a passion or interest in doing a job well done. đAchievement đRecognition đChallenging, varied or interesting work đResponsibility đAdvancement These motivators (satisfiers) were associated with long-term positive effects in job performance while the hygiene factors (dissatisfiers) consistently produced only short-term changes in job attitudes and performance, which quickly fell back to its previous level. In summary, satisfiers describe a person's relationship with what she or he does, many related to the tasks being performed. Dissatisfiers, on the other hand, have to do with a person' relationship to the context or environment in which she or he performs the job. The satisfiers relate to what a person does while the dissatisfiers relate to the situation in which the person does what he or she does. --McClelland’s Theory of Needs. This theory claims that people vary in the types of needs they have. Their motivation and how well they perform in a work situation are related to whether they have a need for achievement, affiliation, or power. lNeed for Achievement –The drive to excel, to achieve in relation to a set of standards, to strive to succeed. E.g What type of jobs give: personal challenge, flexible life style and sense of accomplishment? lNeed for Power –The need t...