The world of business requires that people be engaged or motivated. Evidently, organizational success will be realized in the event that employees or workers are constantly motivated. A point to note, motivation refers to the process, environments and deeds that value a person or a worker for the purpose of business. In lieu of such acknowledgment, it is vital to discuss the basic principles of motivation (Shah & Gardner, 2008). These include needs, behavior and satisfaction of the employees. This essay while discuss the basic theories of motivation giving examples that elaborate each.
Maslow’s Theory of Motivation
The term motivation may be simply be defined as the driving force that helps to accomplish a set of tasks. Alternatively, it could be a term used to define the drive that keeps the pressure to work hard. Many scholars are also of the view that motivation refers to the characteristic energy that pushes for determination and consequential accomplishment of given objectives (Shah & Gardner, 2008). For example, the Maslow’s theory of motivation is a basic theory that defines the categorization of human needs and what would trigger motivation at the end of the day. Logically, the theory states that as lower needs are met, there is the tendency for other higher needs to arise.
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According to such a theory, people do not feel the higher need without the satisfaction of the lower need. This means that for a worker to project the higher needs of the organization, they must have fulfilled their needs. Such a theory is of relevance to the modern society given the fact that employees are the driving force for many other major organizations. Thus, the theory has a breakdown that include the social need (social status), the safety needs and the physiological needs. In this view, a senior business manger would work to provide the social need (exhibit the availability of job security) and accomplish the social needs (general feeling of acceptance within the organization (Shah & Gardner, 2008). On the accord, these set of people would be able to provide for their workers allowances such as lunch and enough wages that would help in the purchase of essentials.
Herzberg’s Motivational-Hygiene Theory
According to the Herzberg’s Motivational-Hygiene Theory provides that there are a set of motivational and hygiene factors that consequently affect people’s productivity levels. The theory mandates that a job environment should include challenges that will help to utilize the maximum ability of the employees. Additionally, workers that exhibit the high levels of productivity should be increased responsibilities (Jost, 2014). On the same accord, it provides for the replacement of a task that cannot fully utilize an employee’s abilities. As such, if the stated provision cannot be met effectively, there is the onset of various challenges of motivation within the organization or business institution.
The Carrot and Stick theory
A scholar like Jeremy Bentham argues that motivation is divided into two main components: - fear and the aspect of incentive. Elaborately, some workers will deliver set targets and attain set goals given that they would want to be highly rewarded over the course of time. Given such a realization, there is evidence that these groups of people would be automatically motivated. On the contrary, there are other employees that would work given the fear of losing their jobs or the thought of being held responsible by their senior management.
References
Jost, P.-J. (2014). The Economics of Motivation and Organization: An Introduction . Edward Elgar, Northampton.
Shah, J. Y., & Gardner, W. L. (2008). Handbook of motivation science . New York: Guilford Press.
