Motivational Theories: Herzberg’s Two Factor Theory, Maslow’s Hierarchy of Needs, Expectancy Theory, McClelland’s Needs Theory, Vroom Expectancy Theory
Discuss about the Essay and Report on Organizational Behaviour.
Motivation is crucial in terms of enhancing the morale of the staffs in order to gain the required labor. In this, the role of the managers is vital. The managers need to be skilled enough for understanding the needs, demands and requirements of the employees. This understanding and caring nature assures the staffs that the managers are there to resolve all of their queries (Miner, 2015). Here, consideration of theories enables the managers to expose appropriate approach towards the needs of the labours. Some of these theories are Herzberg’s Two Factor Theory, Maslow’s Hierarchy of Needs, Expectancy Theory, McClelland’s Needs Theory, Vroom Expectancy Theory among others.
Frederick Herzberg developed the theory in 1950 to highlight the motivational and hygiene factors, encouraging the employees towards performing the tasks efficiently and effectively. The motivational factors are safe and comfortable workplace, cooperating team leaders, respectable salary and job satisfaction. The hygiene factors include dissatisfactory working environment, adversely affecting the performance. Other examples consist of low wage, strict policies, hostile relationship with the managers among others (Pinder, 2014).
Maslow Abraham proposed the theory in 1943 in his paper, “A Theory of Human Motivation”. The basic proposition of this theory is the satisfaction of the basic human needs before the achievement of motivation to progress towards higher needs. The basic needs specified by this theory are psychological, safety, love or belonging, esteem and self-actualization. In order to achieve these needs, the humans need to adopt a good health and lifestyle. Along with this, the humans need to maintain the security in their relationships (Greenberg, 2014). Confidence regarding the ability to perform the tasks encourages the individuals to attain the benchmark position.
This theory deals with the choice of the people regarding their behaviour. Here, the main proposition is decision before attainment of the position, which the individuals desire. For example, working for long hours makes the staffs desire for increments. Taking proper decisions helps the individuals in estimating the rewards. This estimation generates an urge among the staffs regarding exposure of better performance. The three important components of this theory are expectancy, instrumentality and valence (Wagner & Hollenbeck, 2014). Expectancy relates with the belief regarding the fulfilment of the identified goals and objectives. Instrumentality is the addition of value to this belief and valence is the valuation of the achieved rewards. Motivation and encouragement is the keystone towards excavating the inner talents within them.
Applicability of Herzberg’s Two Factor Theory on Myers
McClelland’s Need Theory can be correlated with cognitive learning theory. This is in terms of the needs, which the humans feel either through observation or through experience. Here, the culture of the individuals plays an important role in terms of enhancing his learning process. The different types of need specified in this theory are need for achievement; need for power and need for affiliation (Konopaske, Ivancevich & Matteson, 2016). Need for achievement relates with the urge to achieve success. The behavioural approach in this direction is competitive in terms of achieving excellence as compared to others. People with higher motivation emerge successful in their performance as compared to the people with lower motivation. The major drive behind this is the development of short term goals, which improves the focus towards the allocated duties and responsibilities.
Vroom perceives motivation as a cognitive process. The theory proposes that presence of motivators in the surroundings generates an urge within them to put in hard efforts. The three components of the theory are effort, performance and rewards. Valence, expectance and instrumentality are the three constructs of this theory (Carpenter, Berry & Houston, 2014). Motivation is perceived as the product of these constructs. The condition is that the constructs need to be of high value for providing the individuals with the choice to gain motivation from the expected results. If the value of any one of the constructs is zero, the motivation level also reaches zero.
Critics are of the view that motivation is a theory of cognitive hedonism. According to this perception, individuals are provided with the choice to select their preferred action. Rationality of the people and calculations regarding their behaviour reflects the idealism of the theory. Absence of individual or situational differences contradicts the aspect of classical observation (Vasu, Stewart & Garson, 2017). Along with this, it is also a contradiction towards learning and motivating the people towards achieving the targeted goals.
The managers of Myers adopt the means of feedbacks and surveys for gaining an insight into the specific needs and requirements of the staffs. Awareness in this direction helps the managers to provide safe and comfortable working environment to the employees. This provision results in the exposure of productive labor, leading to the betterment of the company (Hogg & Terry, 2014). Along with this, training is provided to the employees, which results in the enhancement of their preconceived skills, expertise and knowledge. Provision of training along with a safe and comfortable working environment is the motivators. These motivators boost up the morale of the employees towards exposing better performance, assisting the company to fulfil the identified goals and objectives.
Applicability of Maslow’s Hierarchy of Needs on Myers, Australia
The managers organize discussions, open forums and counselling sessions for knowing the issues, which the staffs are facing while performing the allocated duties and responsibilities. These methods act as a platform for the staffs to voice out their opinions regarding the issues like long working hours, ill-treatment, and strict policies among others (Bolman & Deal, 2017). Maintaining frequencies in organizing these sessions assures the staffs that the managers care about their needs, demands and requirements. Consciousness of the managers in this direction makes the staffs independent, which enhances their professionalism.
Sometimes, when there is intense pressure, the managers assign team leaders for controlling the performance of the employees. The team leaders belong to different socio-cultural background. Apart from this, their experience level is also different (Kinicki & Fugate, 2016). In such a situation, maintaining the security in the relationships becomes a complex task for the employees. However, cooperating team leaders enable the staffs to perform the allocated activities in an efficient and effective manner,
Maslow’s Hierarchy of Needs helps in altering the business scenario. It is a common sight that most of the managers strive towards fulfilling the need of self-actualization. The immediate outcome of this is catering to the physiological needs of the staffs. However, the workplace of Myers is different. Here the managers cater to all of the needs for reaching to the need of self-actualization (Lazaroiu, 2015). Safe and comfortable working environment along with caring and cooperating team members are the factors, which enhances the self-esteem of the employees. Exposure of quality work is the reciprocation by the employees towards taking the company to the peak of success.
Accidental policies are introduced for the employees for catering to their health and safety. Mention can be made of Health and Safety at Workplace Act, which is followed for catering to the health needs of the staffs. The managers of Myers regularly track CCTV cameras in order to reduce the instances of conflicts, discrimination and harassments (Scandura, 2017). Ethical Code of Conduct has been made mandatory in the workplace of Myers for maintaining the decorum.
The staffs are indulged in motivational lectures and trainings, which helps them in recognizing their identity. These trainings enhance their preconceived, skills, expertise and capabilities. One of the important components of the trainings is career plans, which helps the employees in envisioning their professional development. Checklist and templates helps the employees in gaining an insight into their true self. This evaluation helps them in assessing the effectiveness, appropriateness and feasibility of the behaviour exposed in the workplace (Belschak et al., 2015).
One of the striking features of Myers workplace is involvement of employees in identifying the goals. This inclusion generates the feeling among the employees that their opinions and viewpoints are valued. This is applicable especially in times of deciding the rewards. The managers place the option of incentives, bonus, and salary increments before the employees and ask to express their choice. Mention can be made of “employee of the month” award, which boosts the morale of the employees (Hui & Yang, 2017). The managers make the employees belief that they are capable of carrying out the allocated tasks and responsibilities. This is with the consideration of the experiences. If the employees feel low down, the managers plan motivational lectures or take them for outings. This is possible only if there is financial flexibility. However, care is taken by the managers towards being rational in setting the expectations of the employees.
The employees are instigated that if they expose performance according to the benchmark level, they would definitely achieve the targeted goals and objectives. Here, the organizational resources are the agents, which assist the employees in carrying out the allocated duties and responsibilities. Acknowledgement of the provided rewards enhances the stability in the relationship between the employees and the managers (Hauser, 2014). The managers evaluate the performance of the employees. The results are used for motivating them towards the exposing better performance.
Myers uses McClelland theory for enhancing the learning process of the employees. A long list is prepared for the employees, which consists of motives and manifestation needs. The choice expressed by the employees determines their personality. Observing the surroundings of the employees helps the managers in determining their approaches to the learning factors. Herein lays the appropriateness of the workplace culture of Myers, which consists mainly of the Anti-Discriminatory Act, which reduces the conflicts between the employees (Botvinick & Braver, 2015). Indulging the employees in group discussions increases the adjustability skills of the employees. This broadens the scope and arena of their knowledge, improving their decision-making skills, abilities and capabilities.
The managers of Myers classify the needs of the employees towards achievement, power and affiliation. “Achievement needs” can be related with the aspect of achieving guidance, motivation and encouragement from the managers. Needs of power relates with the initiatives undertaken by the employees in terms of securing their workplace position. “Affiliation needs” can be correlated with the future prospects, which the employees can avail for their professional development (Graham, Ziegert & Capitano, 2015). Herein lays the appropriateness of the career plans, which helps the employees in envisioning success.
Consideration of the surveys on Myer employees, it has been found that the employees with high level of motivation possess strong desires for faithful execution of the responsibilities. They even feel the urge to achieve solutions for the problems, which the managers have failed to solve. Motivation and encouragement helps the employees to undertake challenging and enduring tasks, which proves beneficial for Myers. This is in terms of estimating the time till when the identified goals and objectives would be fulfilled (Zhu & Akhtar, 2014). The employees are included in the calculations and planning for seeking innovative solutions towards completing the projects within the stipulated time. Moreover, this inclusion is appropriate in terms of exerting the allocated power and authority.
The need for power can also be related with the efforts put in by the employees to showcase their talents as compared to others. Here, the important factor is creating a difference in the life. Eagerness and willingness are the two important factors for motivating the employees towards bringing this change. Counselling session in Myers have revealed the fact that the employees with high need for power have much control towards their occurrence of their surroundings (Knutson & Berridge, 2017). This regulation is the ultimate satisfaction for the employees in terms of achieving the desired position. However, evaluation is consistent in the business activities of Myers for seeking innovative changes for the employees.
The employees with high need for power are entrusted with the responsibility of the team members. This is one of the beneficial steps followed by the managers of Myers. These employees are motivated by the managers regarding their capability to influence others. This is through their work. Rationality in this direction is assistance in terms of maintaining the stability in the relationship between the manager and the employer (Balven et al., 2018).
Need is one of an important aspect, which needs to be fulfilled. Calculations in this regard are rational in terms of fulfilling the needs. Calculations help the managers to gain an insight into the specific needs, demands and requirements of the employees. If the need is higher in its intensity, the managers need to expose spontaneity in their approach. Lack of spontaneity might compel the managers to achieve employee turnover. In such a situation, motivation would not be productive in terms of gaining trust, loyalty and dependence from the staffs (Turner & Pennington, 2015).
Maslow’s Hierarchy of Needs provides the basic information to the managers regarding the needs of the employees and their intensity. Upon entering into the workplace, the most important needs of the employees is a safe and comfortable workplace. Along with this, the employees also require the companionship of caring and understanding co-workers and team leaders. If these needs are fulfilled, the employees get assured that their opinions would be valued during their tenure in the workplace. Apart from this, health and safety is one of the other needs of the employees, which needs to be fulfilled for gaining quality work from them. Achieving these needs would generate respect in the minds of the employees towards the managers (Effelsberg & Solga, 2015). Achievements till this stage would help the employees, employers and the management of Myers to realize their actual position in the workplace.
Herzberg’s two-factor theory can be placed next. This is because of the consideration of the factors, which lead to satisfaction of the employees. Factors like positive working environment, quality resources, helpful policies; flexible working environment makes the employees satisfied by their employment. The managers need to remember that changes are inevitable in terms of luring the staffs towards the business activities. However, these changes need to be brought about through due consideration of the traditional values (Olafsen et al., 2015). Consciousness in this direction is an example for the employees in respecting the workplace culture.
Delving deep into the propositions of this theory, the hygiene factory can be related with the physiological needs of Maslow’s hierarchy of needs. Satisfaction of the basic needs gives happiness to the staffs. However, absence of these factors in the workplace compels the staffs to think for alternatives. This thought leads to the professional development of the staffs, which can be related to the career plans. The managers need to consider checklist and templates for assessing the effectiveness of the career options suggested for the staffs. Training programs can be an effective example of this option, which acts as a motivation and encouragement for the staffs in terms of ensuring their betterment (Luthans & Doh, 2018). Here, motivation can be related with rewards, which awarded to the staffs for their better performance. However, the managers can place the rewards as a thing to be achieved. Setting of goals helps the managers to inspire the staffs regarding the hard work, which they need to put for the fulfilment of the goals and objectives.
Expectancy can be placed in alignment with the needs. This is because the more the individuals expect, the more would be their needs. However, balance needs to be maintained between both the aspects. If expectancy is less, the need would also be less. And if the expectancy is high, the need must be high (Effelsberg & Solga, 2015). Discrepancies between the aspects would make the individuals confuse about their needs. In such a situation, planning, motivation and encouragement goes in vain. Herein lays the appropriateness of assessing the expectancy level of the staffs for fulfilling their needs.
Including the employees in all of the business activities is crucial in terms of gaining an insight into their approach. This inclusion would be the planned action of the managers towards maintaining the stability in the relationship with the employees. Conducting counselling sessions for enhancing awareness about the employees approach would be reasoned behaviour towards maintaining the privacy of their individual sentiments (Balven et al., 2018). Along with this, training programs act as a motivation for the employees in terms of uograding the skills, expertise and knowledge. If the senior and the experienced managers provide the training, the employees attain an easy understanding towards the basic managerial activities. This knowledge transfer are the motivational factors, which lead to the satisfaction of the staffs regarding their employment.
Motivation is necessary when the staffs feel demotivated towards execution of the allocated duties and responsibilities. Motivation in terms of salary increments, bonus, and incentives lures the employees (Zhu & Akhtar, 2014). However, if there is no job satisfaction, the motivational factors attain less importance. Herein, one of the two motivational factors proposed by Herzberg is nullified, which distorts the whole theory. Proper utilization of the power helps the employees to achieve the desired position. This appropriateness results in the upgradation of the professionalism, enhancing their personality.
Conclusion
Provision of motivation is an important component of organizational behaviour. Assessment of the needs is a rational behaviour in terms of catering to the needs of the staffs. On the other hand, random training programs leads to negative outcomes. This negativity is harmful for the workplace environment as well as for the employee performance. This negativity is also harmful for the morale of the employees. Based on these aspects, the word “behaviour” attains a negative connotation. This negativity nullifies the need of the theories in terms of luring the staffs towards the exposure of productive performance. However, motivation and encouragement is needed for boosting up the morale of the employees. Therefore, surveying the requirements and needs of the employees is beneficial in terms of motivating them according to their grasping levels. This would act as a gradual progression towards the achievement of success. Along with this, it would an effective example of managing the workforce.
References
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