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It is founded on the concept of human needs and their satisfaction. The needs include deficiency needs and growth needs for example esteem needs, self-actualization needs, security, affection and emotional needs.
It was developed by Clayton Alderfer’s (Adair, 2009). It has some similarities with Maslow’s as well as some differences. For instance, in the Alderfer’s ERG Theory, the existence needs is the same as Maslow’s emotional and security needs, While Maslow’s love and self-appreciation needs are categorized into the relatedness needs. However, the Growth needs are the same as the self-actualization and self-confidence needs of Maslow’s theory. The difference between Maslow’s and ERG theory is that ERG puts emphasizes that several needs motivates a person at the same time. The other difference is that ERG includes both Satisfaction progression aspect, and frustration regression component.
This theory was developed purposely to inspire the decision of superiors on employee incentive. The associates of this theory analyzed and interviewed workers to recall the times they were satisfied in the job and the time they were not satisfied and the reasons behind them. The reasons that the workers gave made the associate to conclude that the reasons for dissatisfaction is due to motivational
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This paper sought to compare the three major components to motivation: the biological component, the learned component, and the cognitive component and develop an example that illustrates motivation from each of these components. The paper will also compare and contrast the biological and psychological reasons that people eat.
Maslow’s Law of Motivation Maslow’s law of motivation was proposed by Abraham Maslow. His theory is a part of a theory on human development psychology. There exists a pyramid that explains the laws laid down by Maslow on motivation and they are according to levels.
Simon and Enz (1995) assert that motivation is the factor that drives people into choosing a specific and particular job and then continue working at the said company while putting in his or her best effort. Ramlall (2004) also gives another definition of employee motivation as having the will to exert high levels of effort towards organizational goals, conditioned by the effort’s ability to satisfy some individual need.
A number of different motivation theories have been developed, beginning with the work of Abraham Maslow. Although many of them are based on Maslow's ideas, there are significant differences between them that change their potential effectiveness. Examining some of the major theories available, I feel Vroom's expectancy theory is the most powerful and helpful in explaining how motivation works because it brings together some of the best elements of the other theories and then gives them a clear focus and direction as demonstrated by Google, Inc.
However, it should be noted that even though the main theories of motivation which have gained recognition could not adequately suffice as each has its own set of strengths and weaknesses. This paper will examine two major theories of motivation namely Maslow's hierarchy of needs and the equity theory.
Motivation has been defined as the psychological process that gives behaviour purpose and direction (Kreitner, 1995); an internal drive to satisfy an unsatisfied need (Higgins, 1994); and the will to achieve (Bedeian, 1993). Motivation is the fuel that drives people towards achieving their goals and objectives (Bhat, 2007 p.
As we move towards the top of pyramid, the needs shift from basic to opportunistic. The more stages of necessities a manager provides a worker with, the more the worker feels motivated and his efficiency in the work boosts. The step wise necessities can be seen in
There are a number of theories that try to explain the psychological processes and circumstances that could motivate human beings. The three theories that are put into consideration include; Abraham Maslow’s hierarchy of needs,
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