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Theories Of Motivation - Essay Example

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The paper "Theories Of Motivation" discusses the Sun-2-Shade case that deals with the problem of a successfully running and well-managed company but whose workers to be losing interest in what they do. It also analyzes Maslow’s, Herzberg’s and McGregor’s theories of motivation…
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Theories Of Motivation
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Download file to see previous pages 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. 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 and Millennials. 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....
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 ...Download file to see next pagesRead More
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