Motivational theories
Increasing productivity is the utmost need of a successful company; but motivating to that extent for getting the things done in appropriate manner can seem impossible. Two of the motivational theories: Hertzberg’s Two-factor theory and Maslow Theory has been explained in present report which has proved as a base for motivating the employees. Implementation and Evaluation of same theories on organization have been done for explaining the importance and its impact on organization. Further, recommendations for same organization have been provided so that it can motivate its employee in appropriate manner and boost up the present result.
One of the major forces that lead to performance of the employees is motivation. Motivation is the desire to achieve certain performance level which leads to goal-directed behavior (Amah and Ahiauzu, 2013). Many theories are available which can be applied to induce a motivational behavior in employees.
According to Baumeister (2016), this theory of motivation is also known as the dual-factor theory or hygiene theory. It was introduced in 1950 by a famous psychologist Frederick Herzberg. The theory was formed after due and rigorous experiments and was found to be working in many aspects. This theory consists of two main components-
Motivator factors These factors are the driving force for individuals, which lead to satisfaction and motivation to work harder. Examples of such factors are recreation, recognition at work and progression in career and personal development. These factors are intrinsic factors which have a stake on the emotional aspect of individuals.
Hygiene factors These factors do not contribute to motivation but work as satisfiers. The absences of such factors lead to dissatisfaction amongst employees. These factors form the basis of satisfaction (Caillier, 2014). Such factors are mutual relations at work, salary and other fringe benefits. They are known as Hygiene factors because these factors form a part of the framework in which the job is performed, rather than the job itself. These factors are extrinsic factors as most of them come from the outside environment and affect the physical state of a person.
Herzberg found that both these factors work irrespective of each other and both influence the desire to work. Although, motivational factors lead to satisfaction and motivation in employees, their absence may not cause dissatisfaction (Maslow, 2015). The hygiene factors contribute to motivation but their absence causes huge dissatisfaction in them. This theory seems to be applied in every organization and to every individual irrespective of their size and nature. ) According to the study of Peters, (2015) in a study it was found that both of these factors, motivation and hygiene, can imply attributes which may have positive and negative impact on the performance of the individuals; however, both the factors seem to affect the level of satisfaction or dissatisfaction to the same extent.
Figure 1: Herzberg’s two Factor Theory
(Source: Dörnyei and Ushioda, 2013)
This theory was coined by Abraham Maslow in 1943. As per the study of Miner (2015), the core concept of the theory lies in the fact that every individuals posses a hierarchy of needs which must be met in consecutive order for the purpose of inculcating a motivational behavior. These needs arise in a consecutive order. As soon as one need is fulfilled, the other one arises. After one need is fulfilled their no longer serve as a motivational factor. However, procession to higher level need does not mean the lower order needs cease to exist, they must be present to reduce the dissatisfaction. Maslow described five levels of needs which are –
Herzberg Two factor Theory
Physiological Needs – These are the lowest order needs which are necessary for the basic survival such as food, clothing and shelter. These needs are called the basic needs because in their absence they supersede all the other needs (Healy, 2016).
Safety Needs – These needs are necessary for a person to feel secured in the work place personally and financially. The staff needs to feel safe while working in a company. As per the views of Munro, Schumaker and Carr, (2014) the feeling of fear may reduce the willingness to work. Financial security is as important as physical security to ensure a living to the individuals.
Social Needs – According to these needs emphasize mutual relationship, friendships and family. The individuals feel the need to belong to a particular social group. An isolated person cannot perform as per the desired level. This may give them a feeling of boredom and monotony. Employees must be placed in a group where they feel that they belong to the group.
Esteem Needs – These needs fulfill an individual’s desire to get recognized in an organization. These are important to develop a sense of confidence (Maslow, 2013).
Self-actualization – Self actualization means the capacity which an individual posses and the extent to which that need is utilized by the person (Park and Ryoo, 2013).
Figure 2: Maslow’s Need Hierarchy
(Source: Lin and et.al. 2015)
Application of theories of Motivation in Hospitality Organization
Maslow’s Need Hierarchy
In order to transform their business, the founder and head of the Hotel chains- Joie de Vivre, Chip Conley, implemented the need hierarchy theory of motivation. According to him there are many employees who experience issues understanding the concept and realization of self- actualization need and thereby had lower order needs as their main priorities. Conley devised a way of assisting his staff to realize the high order needs through a staff retreat. This retreat consisted of some exercises which gave them a better understanding of their roles. This assignment focused on different names being devised by the mangers for themselves according to the work they performed in the organization.
Some examples of names that came up were “The Serenity Sisters”, “The Peace of Mind Police” and “The Clutter Busters”. This made clear that they knew their task just didn’t mean cleaning and arranging rooms. They were aimed at giving a pleasant stay to the travelers. This exercise imparted the feeling of importance, recognition and belongingness. By proving the staff their worth and respecting the work they did, Conley was able to create a team of members who were more motivated to perform their work. Thus, it can be concluded from the above example that for the purpose of making the staff efficient in their work, managers must try to help them fulfill their aspects within and outside work. This could be done by offering them flexible working hours so that they have time for other important chores of their lives. Providing them fair wages to give them a decent way of subsistence is also the duty of mangers.
Maslow’s Hierarchy of need
Hotel industry faces a lot of competition from all over the world. The hospitality business is engaged in providing a variety of services apart from lodging and dodging; arranging conference for business travelers, spa and health clubs, restaurant services and all such activities to their customers. Majority of the employees receive a fair and advantageous pay which includes bonus and other fringe benefits which serve as a reward for them. By motivating the employees with the hygiene and motivational factors the company is able to achieve fair growth in its early stage (Reeve, 2016). The business is able to attract huge amount of customers due to the excellent quality of services provided by staff. Thus by providing basic salary as hygiene factor and different financial incentives as motivational factor Joie de Vivre, was able to generate desired behavior from the employees. The company also follows a policy which recognizes their employees on the basis of results achieved by them in terms of getting business from customers. There are also policies which promote personal relationships at work for the purpose of motivating employees.
Evaluation of Maslow’s Theory of Motivation
Potential increase of employee satisfaction resulting from implementation of motivation techniques
A questionnaire was developed for assessing the effectiveness of Maslow’s Theory of Motivation which includes questions relating to socio-demographic characteristic, position continued for no. of years and other part consist assessing the factors which influence the most to the motivation of an employee. The survey was done and answered by around hundred employees in which major were relating to hotel industry. It was concluded that after implementation of Maslow Theory; an increase in satisfaction of employees have been observed. Thus with the application of this theory, management came to know about the direction or the hierarchy needs of an employees and not it moves further in its accordance. The same has resulted into more efficiency, minimum strikes, and positive environment in organization. The employees were also asked about the main motivation factors and the variants which availed highest percentage are: interesting work, equal and fair treatment, working relationship, good salary, necessary means, security and stability, wages, skill development and skill exploitation. The percentile of each factor has been specified in below graph:
Figure 3: Graph representing percentile of motivating factors.
(Source: Renninger, Hidi and Krapp, 2014)
After assessing the main factors which affects the motivation of employees; the procedure and policies of hospitality sector were transformed so that employees could be motivated to the major extent for their work. The same also provided as a base for creating a positive environment in the organization. The same results were observed in major of hospitality organization in which the theory was applied. Even if the employees were asked about making changes in their organization in accordance with the theory, positivity was observed in their response. Thus it can be concluded that application of Maslow Theory has efficiently increased the employee satisfaction regarding their work.
Potential decrease in employee turnover resulting from implementation of motivation techniques
Practical implementation of theories of motivation
Assessment of effectiveness of Herzberg’s Two Factor Theory was also done by taking interviews and assessing the percentile of employee turnover after the implementation of theory. The question were relating to the main factors of this theory i.e. Hygiene factors and motivators. Questions relating to Hygiene &motivators factors:
· Percentage of satisfaction with the policies followed by the company relating to working conditions.
· Whether satisfied with the supervision of managers and the kind of relation with other staff.
· Happy with existing working conditions of the company after implementation of theory.
· Whether satisfied with the salary and appraisal norms of the company.
· Is company having appropriate security measures for staff after implementation of theory?
After analyzing the answers and response of employee on above questions it was assessed that the employees are satisfied and encouraged with the changes measures due to implementation of policy. A major change was recognized while assessing the result a decrease in employee turnover was observed; which concludes that changes have effectively worked. The theory proved as a base for facing the competition and the factors due to which change arises. Motivation was provided to junior post in form of bonus and to senior officers promotions and appraisals were provided for their efforts. Thus, the efforts made my all the employees were recognizable due to implementation of this theory. Due, to reduction in turnover of employees, company is able to save recruitment cost and invest the source in other needed areas for increasing the profits. A positive environment was provided through the changes; thus an ease was available to workers in accomplishing their objectives.
- The company can set clear growth parameters for each of its entry level employees. This is more likely to enhance their performance and aiming for a promotion. The employees will also make effort to stay within the organization if they are sure of getting a promotion. Performance targets for employees are necessary to direct them in a desired way and to assure them of growth in wages and salary.
- The company can also make use of guest cards which allow determining the departments and employees which are performing well and vice versa. Giving survey cards to the guests of the hotel before their check out, allows them to express their views on specific employees and departments. Bonus can be paid to the staff on the basis of the feedback received by the guests. The company can take necessary action towards staff who receives continuous criticism and the staff which receives continuous praises can be rewarded accordingly.
- Offering capacity bonuses to the employees can motivate them to work beyond their regular performance capacity; this will generate repeat business for the hotel (Riley, 2014). This does not require any marketing cost and will automatically generate business for the company. Capacity bonus can motivate the staff for higher level of performance by tying bonus to their work.
- The company must acknowledge the achievement of their employees this will satisfy their need for esteem through recognition for the good work done by them.
- The company must also assure the staff of the financial security by offering them a pay which is sufficient for them to meet their basic and other needs.
- There must also be opportunities for employees to socialize as the work in hospitality business is mainly dependent upon the social quality of the staff and crew. A social employee will uphold the feeling of team spirit and this will also keep them motivated. A team will prosper healthy competition which will make the employees to keenly increase their efficiency.
- Regular health check-ups of employees will help them to stay physically fit and strong to carry on the required work at the business. This will fulfill their physiological need.
- Problem faced by the workers must be dealt at the root level as any lapses in this procedures may lead to large scale loses in hospitality companies (Samnani and Singh, 2014). If the customers are not satisfied they may switch their preference to their hotels available in the area.
- Training and development sessions must also be conducted which will help in the development of skills of employees. This will open new avenues for growth in their lives. The financial company can fulfill higher positions through internal promotions. This strategy may reduce employee dissatisfaction and turnover of employees.
- The company can also follow the strategy of delegation of work in workplace. This will impart sense of responsibility and confidence in them.
Conclusion
The above report depicts that the aim of Maslow Theory and Hertzberg’s Two – factor theory is to explain motivated behavior. The attempts made by the above organization in implementing the specified have provided appreciating results. The same has been observed by reduction in percentage of employee turnover and through assessing the higher satisfaction in employees as comparison to previous. Thus, it can be said that these theories provide a framework which can be used for analyzing and interpreting employee behavior in workplace.
References
Books and Journal
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Baumeister, R.F. 2016. Toward a general theory of motivation: Problems, challenges, opportunities, and the big picture. Motivation and Emotion. 40(1). Pp.1-10.
Caillier, J.G. 2014. Toward a better understanding of the relationship between transformational leadership, public service motivation, mission valence, and employee performance: A preliminary study. Public Personnel Management. 43(2). Pp.218-239.
Dörnyei, Z. and Ushioda, E. 2013. Teaching and researching: Motivation. Routledge.
Healy, K. 2016. A Theory of Human Motivation by Abraham H. Maslow–reflection. The British Journal of Psychiatry. 208(4). Pp.313-313.
Kember, D. 2016. Relationship to Other Theories of Motivation. In Understanding the Nature of Motivation and Motivating Students through Teaching and Learning in Higher Education (Pp. 21-41). Springer Singapore.
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Maslow, A.H. 2013. A theory of human motivation. Simon and Schuster.
Maslow, A.H. 2015. A theory of Human Motivation. Classics of Organization Theory, 50, P.142.
Miner, J.B. 2015. Organizational behavior 1: Essential theories of motivation and leadership. Routledge.
Munro, D., Schumaker, J.F. and Carr, S.C. 2014. Motivation and culture. Routledge.
Park, S.C. and Ryoo, S.Y. 2013. An empirical investigation of end-users’ switching toward cloud computing: A two factor theory perspective. Computers in Human Behavior. 29(1). Pp.160-170.
Peters, R.S. 2015. The concept of motivation. Routledge.
Reeve, J. 2016. A grand theory of motivation: Why not?. Motivation and Emotion. 40(1). Pp.31-35.
Renninger, A., Hidi, S. and Krapp, A. 2014. The role of interest in learning and development. Psychology Press.
Riley, M. 2014. Human resource management in the hospitality and tourism industry. Routledge.
Samnani, A.K. and Singh, P. 2014. Performance-enhancing compensation practices and employee productivity: The role of workplace bullying. Human Resource Management Review. 24(1). Pp.5-16.
Swaim, J.A., Henley, A. and Maloni, M.J. 2013. Helping the Organization Achieve Environmental Sustainability Goals: Integrating Two Theories of Motivation. In Southern Management Association. Proceedings.
Tang, L.R. 2014. The application of social psychology theories and concepts in hospitality and tourism studies: A review and research agenda. International Journal of Hospitality Management. 36. Pp.188-196.
Wojtaszek, H. 2016. Selected aspects of innovative motivation. World Scientific News. 44. P.1.
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