Theories Of Motivation - Essay Example

Theories Of Motivation Abstract Sun-2-Shade case deals with the problem of a successfully running and well-managed company but whose workers appear to be losing interest in what they do. Their work has become generally predictable with little or no challenge, especially with the supervisor involving himself at the floor level for telling the workers what to do, and often doing it himself. The workforce needs the motivation to get out of its present de-motivated state. Maslow’s theory of motivation with its emphasis on analyzing individual needs and psychological factors will help to find the solution. This contrasts with Herzberg’s or McGregor’s theories that place greater importance on situation analysis and management style respectively. Case Study: Sun-2-Shade - Theories of Motivation Case summary The Sun-2-Shade case reflects the situation whereby workers do not feel motivated in spite of the business flourishing, good pay, and a supportive supervisor. The significant descriptive words in the case like the boring job, resenting supervisor help and late-coming clearly point to the estrangement between the supervisor and his workers, who are said to be around his age group (Gen Xers and Millennials). There is an absence of team-spirit, no sense of belonging or accepting responsibility for their lackadaisical attitude. One needs to analyze the case in the light of the theory of motivation vis-à-vis the supervisor’s approach and characteristics of the age group of the workers/supervisor. Using Abraham Maslow’s theory of motivation Maslow's hierarchical nature of human needs points to what motivates a person at a particular stage of his/her career. For example, people at the bottom of the 7-stage pyramid of the hierarchy value the basic physiological needs more. When the lower stage needs are met, the relevant factors lose their importance as motivators and a higher degree of motivating factors come into play, which is more psychological nature. Thus, as they move up to, for example, the fourth stage, self-worth, and self-esteem become more relevant as ‘needs’ – in other words, motivating factors (Martin and Jumis, 2007, pp.72-75). Significantly, Sun-2-Shade workers seem to be yearning for such recognition having already achieved secure jobs, good pay and working in a progressive/growing company. A word about the interaction of the age factor is relevant. The supervisor and the workers are of the age group – Gen Xers (born 1965-‘76 period) and Millennials (born 1977-‘98 period) (Thielfoldt and Scheef, 2004). Obviously, the age group is a mix of the seniors of the former and juniors of the latter categories. Gen Xers prefer ‘flexibility and freedom’ while Millennials value ‘structured, supportive environment’ but can ‘expect and demand more’ (ibid.). Hence there are subtle differences in the groups of workers and this can point to the solution to the problem. Using Herzberg and McGregor theories Herzberg's two-factor motivation theory proposed that hygiene factors have the ability to reduce dissatisfaction while motivators increase job satisfaction (Anon., n.d, online). The hygiene factors like pay and benefits, job security, working conditions, company policies, etc. determine how an individual rates his job/employer against his own expectations. In the process of such assessment, the individual is less concerned about his own credentials and more concerned with what he is getting out of the job. The better the hygiene factors the more the satisfaction level, which then works as the basis for the motivators. The motivators like work content, recognition, promotion etc. help an individual to gain a sense of job satisfaction. Hence, the Herzberg theory supports the view that motivation cannot be achieved if the underlying hygiene factors are ignored. McGregor's theory is related to the management style which is held as the cause for performance/failure of a set of people. McGregor divided managers as categories X and Y, with X representing the authoritarian style and Y representing the participative style (Anon., n.d, online). Theory X managers ignore the human factors and believe that unless coerced, people are lazy, avoid taking responsibility, and prefer being directed. Theory Y managers hold the exact opposing view. These two management styles determine the ways in which motivation is sought to be achieved – either by coercion or by appeasement. In contrast to Herzberg’s theory, Maslow’s theory does not bifurcate the factors and instead looks at motivation from an individual’s perspective and his/her stage of evolvement in the hierarchy of needs. Similarly, McGregor’s theory lays emphasis on management style rather than an analysis of the individuals’ needs of a satisfying and supportive environment in which they can excel and find pride in what they do. It may be said that Maslow’s approach has more psychological content. Solution As the supervisor in charge, I would broadly identify those that belong to Gen Xers and the others. I would start placing greater trust and confidence in the ability of Gen Xers to do their duties or to solve problems faced, if any, by them or their junior colleagues. By this way, I would provide space for their sense of self-esteem, taking responsibility, personal growth, and fulfillment. This would mean that I would stop instructing them as to how to do a task or solve a problem and instead, seek their suggestions more frequently and allow them freedom of action. Coming to the Millennials category, I would continue to provide indirect support through words of encouragement rather than show myself as to ‘how to do’. I would strive to generate a sense of love for the work and belongingness by encouraging them to solve problems themselves and being generous to overlook minor deviant behavior. At the same time, I would also deliberately encourage more interactions between the workers in the Gen Xers group and this group, as a process of building up relationships and team-spirit. Conclusion The different motivation theories recognize the importance of management of people as much as management of the other aspects of the business. Workers are among the most important resources of a business. Effective management helps in creating a motivated workforce which is not only satisfied in itself but also contributes significantly to the growth and prosperity of a firm. Maslow's theory of motivation based on the hierarchy of needs offers a sound basis for solving motivation issues. It reconfirms that while issues like pay and job security are important, psychological factors like respect, recognition and opportunity to show abilities become the more important motivating factors as one progresses in life. References Anon. (n.d.). “Douglas McGregor: Theory XY”. [online]. Retrieved from: http://www.businessballs.com Anon. (n.d.). “Strategies for managing change: Herzberg Motivation Theory”. [online]. Retrieved from: http://www.strategies-for-managing-change.com Martin, D. and Jumis, K. (2007). “Building Teachers: A Constructivist Approach to Introducing Education”, Wadsworth, Belmont CA., pp.72-75. Retrieved from: http://academic.cengage.com/resource_uploads/downloads/0495570540_162121.pdf Thielfoldt, D. and Scheef, D. (2004). “Generation X and The Millennials: What You Need to Know About Mentoring the New Generations” Law practice today, November, 2005. [online]. Retrieved from: http://apps.americanbar.org/lpm/lpt/articles/mgt08044.html Read More