Introduction
Motivation of employees is important when it comes to better performance of any organization. The management should always ensure that workers are motivated regularly (Ball, 2012). Given that any organization is interested in excelling, there should be concern with what to be done in order to achieve the expected performance levels through the workforce. This can be done through motivating them by leadership, rewards, and incentives (Osabiya, 2015).
Due to the great attention that motivation has attracted, various theories have been developed and discussed in regard to their importance in organizations. Motivational theories can be classified into two; content and process (Ball, 2012) . Process theories involves, ways in which motivation occurs and how individuals can be influenced to have motivation. On the other hand, content theories require that needs of employees to be related to motivation for them to qualify (Artur & Matvei, 2016). This paper looks into various motivation theories applied in health organizations as applied in the case study of “All in a day’s work”.
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Hierarchy of needs
In the case study being considered, Hierarch of needs theory has been used. It was developed by Abraham Maslow (1943-1954.). While suggesting a general human functioning theory, Maslow indicated levels of human needs which are five in number. Those needs; however, cannot be satisfied at the same time collectively (Ball, 2012) . A pyramid shape is applied to show the satisfactions movement starting at the bottom and rising accordingly. According to Maslow, when there is satisfaction of one level of needs, there is emergence of other needs in the next level. The needs are as follows starting from the bottom;
1) Physiological needs namely hunger, sleep, and thirst
2) Safety needs namely anxiety, stability, order, and freedom
3) Belongingness needs namely friendship, group, and family
4) Esteem needs namely respect and recognition
5) Self-actualization needs listed as professional growth and personal development.
Under this theory, Maslow observed that the climbing up on top of the pyramid is done by all human beings. Those needs may however vary from one person to another (Artur &Matvei, 2016).
From the case study, the hierarchy of needs theory is evident. First the needs of the workers are quite different from those of the administrators of the corporation like Sarah Goodman. The employees feels they are not satisfied with the salary and the work conditions what keeps Sarah wondering since sees everything is put in order. Sarah puts the family issues first before joining college to further her studies. She equally considers the interests of the workers first what could possibly give her respect and recognition before looking at matters of personal development and professional growth.
Theory X and Theory Y
It was developed by Douglas McGregor back in year 1960. McGregor created two different theories including Theory X and Theory Y. the approaches are indeed opposite to each other. He uncovered a perspective that was general of the nature of human in the two theories. Theory X specifies that people are unreliable, irresponsible and cannot be trusted generally. Thus they tend to avoid work through all they do plus they are naturally lazy. Theory X people according to McGregor will always pursue their own goals are conflict goals with the organization (Reuben, 2017).
On the other side, theory Y suggests that individual development is sought by people in their places of work. Interest, development spirit and engagement are a person’s natural state of mind in regard to the theory. People have tendencies of striving towards achievements that are high in in their respective organization as per the theory Y of McGregor (Ball, 2012) .
The theories are seen to be opposite to each other. Theory Y stands for an optimistic view point while Theory X represents an approach of pessimistic to employees managing. The managerial approach differences therefore arise. Managers tend to have a control that is severe over the deeds of employees and through monetary incentives and fear keep the employees motivated, within Theory X, whereas in Theory Y, there is a belief by managers that employees guidance in a free form creates possibilities for them as they strive naturally towards higher tasks and greater responsibilities at their places of work (Reuben, 2017).
Employers in the case study can refer to the Theory Y given that they are committed to create good conditions to their employees. Sarah is involved in series of meetings and even the office is relocated to ensure best services. The employees who can be represented by theory X are unreliable and irresponsible in their duties. They even want to go for a strike. The company tries to solve this out of fear by providing better conditions.
Two-Factor Theory
Also known as hygiene theory brought about by Frederick Herzberg in year 1959. Its main purpose was to investigate people’s level of satisfaction and dissatisfaction and determine the increase and decrease in productivity reasons. The results of various study conducted by Herzberg made him to conclude that , according work done satisfaction depends on characteristics of intrinsic and factors like achievement, responsibility and recognition, while work extrinsic characteristics like working conditions, pay and supervision are dependent on extrinsic (Osabiya, 2015).
According to the proponent of this theory, the hygiene factors that include quality of supervision, leadership and organization policy, working conditions and relationships of interpersonal between subordinates and colleagues are important for employees’ motivation. Motivators like carrier growth, success and possible growth of personal and professional are highly encouraged (Stefania, 2015).
This theory is reflected in the case study provided. Sarah is motivated to further her studies despite the family commitments. This actually shows that the company allows her workers to improve their skills through further training in order to develop individually. There is evidence of the company improving the workers conditions of work by transferring it to where employees can enjoy their stay while at work.
Equity Theory
The theory of equity is based on the tendency of people comparing themselves with others on grounds of job inputs and outcomes. Individuals look at whatever they get from outcomes of job in relation to the inputs they had applied, and then compare their outcome inputs ratio with the ratios of income output of others. A person is termed to be in an equity state if a given ratio is perceived to be equal to that of other, with a person whom one compares himself with. People experience tension of equity when the ratio is perceived to be unequal. John Adams observes that this negative state of tension could provide motivation in order to improve it by doing something (Artur &Matvei, 2016).
The employees in the case study seem to be comparing themselves with the managers of the corporation. This is the major reason why they are never satisfied with the changing working conditions. They are against the company administrators since the employees claim to do much of what they get less as the outcome. Sarah needs to further her studies in order to be in equal terms with others in relation to payments on the other side.
Conclusion
A number of motivational theories have been applied in this case study. It is very important to look into different aspects of motivation in any corporation. Application of motivational theories is important in all organization and to be specific in health organizations. In this study, the theories have had a positive impact on the performance of employees. Some of the theories that have been applied include; equity, two factor, Theory X and Theory Y and Hierarchy of needs. Motivational theories have assisted organizations in implementing a friendly working environment.
References
Artur Ilgunov &Matvei Khutter, (2016). Motivation of Personnel in a Healthcare Company; JAMK University of applied sciences
Ball, B. (2012). A summary of motivation theories. Jurnal Psikologi, Maret , 1-26.
Osabiya, Babatunde Joseph (2015). The effect of employees’ motivation on organizational performance: National Open University of Nigeria (NOUN). Journal of Public Administration and Policy Research
Reuben M. Badubi (2017) Theories of Motivation and Their Application in Organizations: A Risk Analysis Wuhan University of Technology, Wuhan, P.R. China International Journal of Innovation and Economic Development Volume 3, Issue 3, August 2017, Pages 44-51
Stefania De Simone, (2015).Expectancy Value Theory: Motivating Healthcare Workers: Naples, Italy American International Journal of Contemporary Research Vol. 5, No. 2; April 2015
