Table of Contents
2.0 Three main theories that managers and organizations use to motivate their employees.
2.1 Maslow’s Hierarchy of Needs.
2.2 McGregor’s X and Y Theories.
2.3 McClelland’s Need Achievement Theory.
3.0 A motivation theory that may be the most suitable to use in the contemporary UK work context
Motivation plays a significant role in driving staff to gain organizational goals and objectives. According to Saif et al. (2012), many motivational theories have been developed over time to influence employee satisfaction in the workplace, whereas the motivational theories are mainly classified as content theories, process theories, as well as contemporary theories. Content theories mainly aim to explain why people’s needs and expectations change with time. The key contains theories include Maslow’s needs theory, Herzberg’s Two-Factor (Motivators-hygiene) theory, and McClelland’s needs theory.
Process theories (like the Expectancy theory by Vroom and Porter-Lawler’s model) explain how people’s motivation comes and leads towards their satisfaction (David and Anderzej, 2010). Contemporary theories of motivation focus on goal setting, job design theory reinforcement, equity, and control and agency theory. Although theories of motivation are classified into different groups focusing on their definition and purposes, all kinds of motivational theories aim to serve staff satisfaction in the workplace. For motivating employees effectively content and process theories must be applied in the workplace (Bratton and Gold, 2012). According to Dessler (2015), the staff is dissatisfied in the workplace if the hygiene factors (like the working environment, salaries, rewards, and incentives that are outside the job itself) are inadequate.
However, most of the managers focus on motivation factors (rather than hygiene factors) a job content to create a self-motivated workforce. In these cases, managers enrich their employees with challenging jobs by providing recognition and feedback (Mullins, 2012). This paper, first, discusses three theories of motivation along with their advantages and disadvantages. Then, this paper identifies and applies a theory of motivation that is the best suit in the contemporary UK work context. Finally, this paper summarizes the importance of employee motivation in the organizational context.
Our Recommended Resources:
2.0 Three main theories that managers and organizations use to motivate their employees
2.1 Maslow’s Hierarchy of Needs
Bratton and Gold (2012) stated that Maslow’s motivation theory focuses on people’s needs and expectations based on their priorities and importance. This content theory of job satisfaction is applied in the workplace to bring a reasonable degree of job satisfaction. Maslow came up with a five-stage that prioritizes people’s needs and expectations in the workplace in different categories including physiological needs, safety, and security needs, social needs, esteem needs, and self-actualization needs (Saif et al, 2012).
Advantages of Maslow’s motivation theory
Mullins (2014) stated that Maslow’s motivation theory is one of the great theories that support managers to motivate their followers in the workplace. This is because this theory is very simple, common as well as easily understandable (Parikh, 2018). That is why managers in the workplace can easily apply this theory to identify both intrapersonal and inter-personal variations of their staff behaviors. This theory is also dynamic that shows staff motivation as a changing force in the workplace (Dessler, 2015)………………
Full Documents Click Download Button
[purchase_link id=”17314″ style=”button” color=”red” text=”Download”