The learning objectives of motivation are to find out if it creates favorable conditions that make employees have a strong will to work with enthusiasm, initiative, and interest. Having a strong will towards work stimulates employee career growth, and creates an environment that increases job satisfaction. Another objective is to find out if motivation establishes a sense of loyalty and responsibility towards an organization. Through employee motivation, organizations can achieve a desired rate of production. Other learning objectives involve finding out both its positive and negative attributes of motivation and also to analyze monetary and non-monetary ways of motivating workers.
Motivated employees develop the willingness to carry out tasks specified by a job and not to perform tasks out of obligation. Workers will, therefore, understand their job positions and strive towards accomplishing organizational objectives. Trust makes employees develop the feeling of being appreciated as being part of a team in the organization. Trusting employees when handling specialized tasks increases their job performance levels which in turn improves customer satisfaction. Taylor’s scientific approach to motivation states that worker naturally does not enjoy work and are therefore only motivated by pay (Miner, 2015). Managers have the responsibility to give orders, closely monitor workers, and pay them using the piece-rate method. Adam’s equity theory strives to explain that pay and favorable working conditions are not the only factors that motivate people. He states that workers are motivated when they have a feeling that they are fairly treated. Maslow’s needs theory suggests that unfulfilled needs of their lives motivate workers. The human needs exist in a hierarchical order, and they include psychological, safety, social, esteem, and self-actualization needs.
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McClelland argues that drivers of human motivators are power, achievement, and affiliation. Achievement means that people have a strong desire to take calculated risks to accomplish set goals. Affiliation means having a strong need to be liked and belong to a particular group. Power is the need for people to enjoy status, recognition, and want to control and influence others. Motivation- maintenance approach states that that hygiene factors and motivational factors in a particular job condition are independent of each other. Expectancy approach asserts that a worker’s performance motivation results from conscious choices among alternatives to maximize pleasure and minimize pain (Pakdel, 2013). Reinforcement approach to motivation argues on the premise that workers have a likelihood of repeating actions that have positive consequences while avoiding behaviors that will yield unpleasant outcomes. Employee morale is boosted when they believe that their job environment positively aligns with their career and vocational needs. Organizational morale can be obtained by involving employees in decision making and increasing the interaction between employees and immediate managers.
References
Miner, J. B. (2015). Organizational Behavior 1: Essential theories of motivation and leadership. Routledge.
Pakdel, B. (2013). The historical context of motivation and analysis theories of individual motivation. International Journal of Humanities and Social Science, 3(18), 240-247.
