Maslow’s need hierarchy Theory
Discuss about the Motivation Theories: Retail Sector Private Limited Company.
Motivation is the inner voice of an organism that drives him or her towards the fulfillment of particular needs or goals. It drives one’s behavior towards the accomplishment of goals. Motivated employees in the organization are more focused towards their work and are more quality conscious and productive than the non-motivated employees in the company. Motivated employees are efficient in operating complex machines as they have the capability to use the advanced technology in achieving the organizational goals. Motivation helps the employees to work with enthusiasm and zeal in completing the tasks in the organization. Motivation plays a key role in Job Satisfaction among the employees. In this essay, three theories of motivation are discussed for job satisfaction among the employees (Your Article library, 2018).
- Maslow’s Need Hierarchy Theory
- Herzberg’s Motivator- Hygiene Theory
- Vroom Expectancy Theory
Maslow’s need hierarchy Theory: This theory was prepared to discuss motivation among individuals. Its main features are relevant to the work process and used to discuss job satisfaction. Healthcare, proper working environment and financial compensation are those benefits, which help the organization employees to fulfill their physiological needs. Job security, proper policies of company and safe working environment are the safety needs of the employees within the organization. When safety needs and the psychological needs of the employees are satisfied, they will have a feeling of belongingness to the workplace. This builds the positive relationship between the employees and the supervisors of the organization. The last step in this theory is that the employees feel that there is need to develop themselves to achieve their goals (Wicker, 2011).
Motivator-Hygiene Theory: Herzberg’s theory explains that the organizations have to fulfill motivation factors like recognition, pay, benefits and achievement in order to keep employees motivated and satisfied from their work in the company. According to this theory, for achieving job satisfaction the organization has to eliminate its constructive policies. They should also create a culture of dignity to all the employees in the organization. Meaningful work should be provided to the employees to build the job status of the employees. Supervisors of the organization should be supportive for the junior employees (Bizfluent, 2017).
Vroom expectancy theory: this theory of motivation separates efforts, performance and rewards of the employees in the organization. According to Vroom’s theory the performance of employees is depends on the factors skills, experience, abilities, knowledge and personality. Different variables like Valence, Expectancy and Instrumentality are used to explain this theory. Expectancy means that the increase in effort will result in increased performance. Availability of right resources and right skills are necessary for the employees to do the job effectively. Instrumentality defines that the reward is the result of your performance. Valence means that the individual places importance on the expected results (Yourcoach, 2018).
Motivator-Hygiene Theory
I am an Assistant Manager working as a full time employee in the Retail Sector private limited company. I am working in that company since one year and I am highly satisfied with the work environment. Job Satisfaction is explained with the help of relevant theories:
Job Satisfaction is a positive feeling of the employees towards their work. There are many factors which contributing to the job satisfaction among the employees like job security, self-efficacy, job performance, pay satisfaction and work relationships. Maslow’s Theory defines human needs and the fulfillment of these needs is necessary for the job satisfaction among the employees of the organizations. These needs are:
- Physiological needs: Retail Sector private limited company is fulfilling all my necessities like food, air, shelter, water and clothing. This is necessary to fulfill these wants first before the upper level needs arise.
- Safety needs: Safety needs arise after the fulfillment of the physiological needs. These needs are related to the security and safety of the employees in the organization. The company in which I am working is focusing on providing safe, secure and proper working environment to its employees. Company is providing additional health benefits to the employees in the organization. These benefits motivate me to work for the company with more enthusiasm. I am highly satisfied with the working environment of the company.
- Social needs: employees in Retail sector private limited have a good teamwork and work together for the attainment of the organizational goals. They have sense of belongingness to the organization. Level of interaction is high in this company, as the supervisors interacted with the employees and the workers and discuss with them about the problems they are facing in the organization and maintains cordial relation with them. I am satisfied with my work in this company, as I have not to face the problem of interaction and companionship in the organization (Tutorialspoint, 2018).
- Esteem needs: These needs refer to the self-respect of the employees. After joining the Retail sector private limited company I feel more confident, independent and I have developed capability and strength that is useful for the success in the organization.
- Self-Actualization needs: These needs define the attainment of intermediate, lower and higher needs of the people. It includes problem solving, lack of prejudice, morality and acceptance of facts. This is the last step in the Maslow’s need hierarchy model. These needs help an individual to realize its potential. After the fulfillment of Self Actualization needs, the person is motivated enough to achieve his or her goal. By working in this organization, I feel more creative, spontaneous and motivated towards the achievement of my goal (LinkedIn, 2015).
Herzberg’s theory finds that the certain features of the job are directly related to the job satisfaction. These features are Achievement, Recognition, Responsibility, growth, advancement and the working environment. This theory also finds the reason of dissatisfaction and those are company policies, work conditions, Salary, status and security. I earn recognition, achievement and growth by working in this company but there are some reasons from which I am dissatisfied from the job. The company has created some ways to eliminate those reasons of dissatisfaction from the employees:
- Helping them in improving the performance of the employees.
- By fixing obstructive policies of the company.
- Employees are given salaries according to their capabilities.
- Proper working environment and job security to the employees working in the company
- Increasing the rewards and the incentives to the employees, so that they are motivated towards their work.
- Efficient Training opportunities to be provided to the employees so that they can achieve their goal within the organization.
- Financial rewards provide more satisfaction than the non-financial rewards so the organization should focus more on financial incentives for motivating the employees (OSH WIKI, 2018).
Hygiene Factors: These factors are defines as the motivation factors, which include safety, love and physiological needs derived from Maslow’s theory. Hygiene factors are not linked with the job but they are surrounding around the job. Interpersonal relations between employees and supervisors, technical supervision, salary, status and job security are some of the factors that maintain level of satisfaction among the employees. They are not the direct motivators but prevent dissatisfaction among the employees (Management mania, 2015).
Motivator factors: According to the Herzberg, these factors include the physiological need, which helps in recognition and growth of the employees. Absence of these factors among the employees does not result in dissatisfaction but their presence increases the motivation level among the employees and the outcome is the good performance from the employees, which in turn results in job satisfaction of the employees in the organization (Lumen, 2018).
Retail sector Private Limited Company maintains both the hygiene and the motivator factor within the organization, which results in the improved performance and growth of the organization’s employees. I am working as full time employee in the company and I am highly satisfied from the work environment in the company (James Clear, 2018).
Supervisors in the organization are using this approach, as they realized that the company’s employees are financially more motivated. The company has decided to raise their salaries rather than revaluating and redesigning the company policies for achieving the satisfaction level among them (MindTools, 2018).
Vroom expectancy theory
This Theory is defined as the Process Theory. It gives the reason of why an individual choose between different behavioral options. The concept of this theory is that the individuals are motivated to perform certain tasks only if their actions results in the desired outcome. This theory believes that goals of every individual are different and they will be motivated to achieve them only if they have believe that their efforts will leads towards a positive result, their good performance will gives them a reasonable reward and that reward will fulfill their desired needs. This theory also assumes that the individual should make the choices that minimize their pain and maximize their pleasure (Confluence, 2016). It is explained with the help of its three components:
- Expectancy: This component is based on the belief that the increased effort will result in the increased performance. Right availability of the resource, required skills and availability of the support is important for enhancing the expectancy.
- Instrumentality: This component defines that good performance of the individual will provide them a desired outcome.
- Value: This means valence and it refers to the opinions about desirability of outcome.
Expectancy: Effort-Performance linkage is very important in the organization. To maintain this linkage the leaders in the organization present a practically challenging work to its employees. I am satisfied working in this company, as the work in the company does not lead to marginal performance, boredom and frustration in the organization. It builds my self-confidence, skill, ability development and educational experience (Researchleap, 2017).
Instrumentality: Performance-Output linkage plays a key role in developing motivation level among the employees. This company gains the trust of its employees by delivering the outcome they have promised. This will affect the Performance-output linkage (Contactzilla, 2014).
Valence: According to this theory individual places great importance on the expected outcome. A leader should identify the worth of each reward from the perception of the employees in the workplace. I am satisfied from the company, as they are providing the reward in monetary terms not just by increasing the motivational levels of the employees in the organization (Saylordotorg, 2018).
Conclusion
This can be concluded that Job Satisfaction of the employees in the organization is crucial for the success of the organization. Job Satisfaction helps in increasing the motivation levels of the employees in the workplace. It decreases the turnover of the employees from the organization. In this essay, the relevant Motivation theories in the context of Job satisfaction related to my work in the Retail Sector Private Limited company are discussed. Maslow’s Need Hierarchy Theory, Herzberg’s Motivator- Hygiene Theory and Vroom Expectancy theories are explained in this essay. The company fulfills the psychological needs, safety needs, social needs, self-actualization needs and self-esteem needs of the employees working in the organization, which in turn motivated me to work with more motivation in the company. The company focuses on maintaining the hygiene and motivator factors in the organization, which increases the growth and the performance of the employees in the company. The supervisors in the company focuses on upgrading the reward policies of the organization, as the employees in the company wants reward more in the form of financial incentives. I am highly satisfied with the reward policies of the organization. The company helps me in building my self-confidence, advanced knowledge, skills, more experience with updated technology, creativity, status and recognition. These factors motivated me to work for the company with upmost zeal and enthusiasm towards my duties for the company and towards the achievement of my desired goals (Evants, 2015).
References
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