Motivation Theories, Motivation and Performance, Factors Affecting Job Attitudes - Case Study Example

Motivation Motivation refers to some kind of determination that is accompanied by excitement for one to accomplish something. In other words, motivation can be defined as a behaviour that is goal oriented. Motivation can be termed as extrinsic or intrinsic (David, 1987). Usually, motivation is aimed at increasing pleasure and minimizing pain in the lives of human beings. Intrinsic form of motivation is usually from within a person. This means that one is completely interested in whatever he or she is doing. This means that it originates from within and that kind of motivation does not depend on any other external happening. According to the researches that have been done, it means that this kind of motivation is mainly experience due to great educational enjoyments and achievements; this is whereby they attribute their success to the efforts that they have put in. On the other hand, extrinsic kind of motivation refers to the kind of motivation that comes from the external factors. Some of the most common extrinsic motivation on earth includes money, threats to be punished and coercion. It should be noted that competition is also a form this motivation (Uwe, 1990). This is because at the end of the day it encourages the participants to win and get the reward that their opponents would have gotten. It should also be noted that a cheering squad is in the category of extrinsic motivation to the participants. According to a research that was done it was discovered that intrinsic rewards can easily lead to a situation of over justification hence minimizing the intrinsic motivation in an individual. Application of Motivation Motivation is a very important component of every human being. This means that in everyone’s life, motivation is very necessary. However it is not only important in the life of the human beings but also in the running of any given organization. One of the most important institutions where motivation is of paramount importance is education institutions. This is because it has a number of effects to the learning of the students (Uwe, 1990). These effects includes their behaviour towards their goals, it can increase their energy as well as efforts in their work, it can lead to increment in initiations as well as persistence, cognitive process enhancement, determination of the consequences being reinforced and most important performance improvement. On the other hand, in any business organization, motivation is very important. If we have to consider the Maslow’s hierarchy of need, then money is one of the motivating factors. Other motivating factors include praises, recognition, respect and sense of belonging. Therefore it is very important to note that motivation is vital in any business organization because it helps the employees to work harder and better, to get to be more reproductive and also to do a more quality work. Other importance of motivation in nay organization includes: putting the human resources available into action by ensuring that all the employees have had willingness built up, it also leads to efficiency improvement of employees hence increased productivity, cost of operation reduction and overall improvement in efficiency, it also enable an organization to achieve all of it organized goals (Uwe, 1990). This is because there is better resource utilization, better working environment, all employees are goal oriented. Another importance of motivation is that it help build friendly relationships due to reduction of industrial conflicts by the employees, effective co-operation and prevention of employee resistance to changes in the organization. Finally, motivations cause workforce stability. This is whereby, employees tend to remain in the same organization simply because the fell appreciated and also part of the organization’s management. To the individuals, motivation is important in helping one achieve goals, individual’s self-development, working in dynamic team and finally helps one be satisfied in their jobs(Terence, 1984). Motivation Theories There are many types of motivational theories. They are divided into the following broad groups; incentive theory, drive reduction theory, needs theories, broad theories and cognitive theories (Harold & Michael, 2003). a) Incentive theories This is a kind of motivation that entails rewarding an individual with an aim of encouraging and recommending them for a work well done. This is usually associated with good behavior encouragement. Research have shown that repeated actions of rewards enables good habit formation. b) Drive-reduction theory This has to do with some certain form of biological needs like hunger and thirst. As time goes by, the strength of the desire increases as long as it is not satisfied, However, it is immediately reduces on satisfaction. This is actually, what happens in the cases of thirst and hunger. This form of drive contains some folk or some intuitive validity. This shown by for example when preparing food, where by the drive is very much in line with the senses caused by the rising hunger due to the food preparation. However, this kind of theory has brought about some questions. One of the issues is that this kind of theory does not explain the way in which the secondary reinforces like money reduces drive. This is because even with so much money in the bank the hunger or thirst will not be quenched (Harold & Michael, 2003). The second question is that a drive such a thirst is termed as the desire to drink water, hence making it just homuncular being which is a feature simply termed as moving the real problem behind the person and her desires. Therefore, this theory is not a complete behavior theory since a person who is so hungry can not cook food and finish cooking before emptying the cooking pot on the fire. This is where by some things like restrain and self control applies. c) Cognitive dissonance theory A man called Festinger Leon developed it. He suggested that it occurs when a person is experiencing some discomforts due to a situation whereby two cognitions are not compatible. For example, when a person wants to purchase a good but then he has to reassure herself in terms of purchase, in retrospect, feeling to ensure the right decision is made. In addition, when there is a conflict between behaviour and a belief. Like so many smokers and drugs addicts, knows that it is not healthy for them yet they still keep on doing it (Harold & Michael 2003). d) Needs theory This is a theory that was developed by Abraham Maslow and it was named as Maslow’s hierarchy of need. In this kind of theory, it has been discovered that the needs and the wants in the life of the human beings are what influences their behaviors. However, only the unsatisfied needs influence behaviour not unsatisfied ones. Needs are so many and this means that they can only be arranged in the order of their complexity, any person can only move from one level of their needs to the other after one level has been satisfied. Finally, the issue of individuality, humanness as well as psychological health arises as one move further in the hierarchy (John, 1994). There are three more theories under this theory namely; i) Herzberg’s two-factor theory This is a theory that explains that some factors or conditions in the workplace leads to the satisfaction in the workplace. However, their absence does not cause dissatisfaction but no satisfaction is acquired. The following table shows a certain relationship. Factors Affecting Job Attitudes Leading to Dissatisfaction    Leading to Satisfaction    Relationship w/Peers Salary Work conditions Relationship with boss Supervision Company policy Work itself Advancement Responsibility Growth Recognition achievement ii) Alderfer's ERG theory This theory explains the issue of relatedness, existence as well as growth this is whereby the safety and psychological needs, which are in the lower category, gets placed in the existence category while self esteem and love are in the category of relatedness. Finally, the category of growth carries the weight of self-actualization. iii) Self-determination theory A theory that was developed by a man called Deci Edward and Ryan Richard. It focuses on the issue of the role of intrinsic motivation as far as the human behaviour drive is concerned. It is a theory that focuses on growth as well as development in the human beings. It depends only on the active encouragement in the surrounding. e) Broad theories This is a theory that explains that one’s performance motivation is caused by a number of components like personality as they are directed to the performance (John, 1994). Motivation and Performance Motivation has been defined as the combination of one’s desires as well as energy, which are all directed in achieving a certain goal. In other words, it is what causes a certain action to be taken. In order to influence people’s motivation then it means to get them to do what you actually want them to do. It should be noted that not all people are motivated by the same things to perform. This is whereby the issue of intrinsic and extrinsic motivation comes in. some people are motivated from within themselves while other have to be externally motivated through rewards and other things (Terence, 1984). In most cases an employee knows perfectly well what it takes to gave an excellent performance but still chooses not to give the best for reasons known best to him However, it has been discovered that it is the personal inherent problems. Rather than the challenges in the work place that interferes with ones ability to work and give better results. These motivational personal problems ranges from the pressure in the family, lack of the understanding of the effects of behaviour to other people and personal conflicts. This means that if there is a problem existing between the employer and the employees then thee employer must seek the problem and then come up with a solution for the same. By doing this, the leader is trying to get facts right. However, it should be noted that if he gets the facts wrong, then there shall never be a lasting solution. Therefore, the leader should start by finding out what the employees should be doing and is not doing, then to go ahead and record. This means that the employer can be forced even to watch the employees as they work and try to range their standards. There is also need to check the past records and procedure and see if there has been some appraisals going on. Once the problem has been discovered, then the employer must work with the employees to make things better. Motivation, in this case comes in where, the employer gives a feedback to the employees. This is whereby he or she lets them know where they are doing right and where they are doing wrong. Feedback in this case should not be an occasional thing but must be done very often. In addition, another way of motivating the employees especially them that are required to do a lot of things includes helping them to set priorities. This will help them to be orderly and to be able to do what is required in the order of priorities. In other words motivation where intrinsic or extrinsic is the key to the improvement of performance. Things like positive reinforcement, fair treatment, effective discipline, employees needs satisfaction, and setting goals, job restructuring, rewards and satisfying the needs of the employees are all form of motivation for better performance. Motivation and Gender in Work Place Every work place contains employees of all gender. There are both female and males in the workplace. This means that much consideration must be taken to ensure that there is no unfair or unequal consideration given to one gender as compare to the other. This is because naturally, women and men differ in their ways of perceiving things. This then means that all the extrinsic and intrinsic rewards in the workplace must be given after considering the different needs of men and women as well as their preferences. According to a certain research that was done by some researcher in the country of Czech, it was discovered that there was a very big difference in the preferences of women and men. According to the findings, men were more interested in instrumental values like bonuses and salary as the form of motivations hat they needed while the females were more interested in the interpersonal relationships within the workplace. In addition, the issue of respect for them was of paramount important. They considered family and work reconciliation also as a very great motivating factor for them to give a good performance. This then means that women value the soft issues more than the men do. Motivation and other variables Gender Gender refers to the distinctive characteristics that exist between the men and the women and they are the ones that draws a distinction between the two. This also refers to the roles that are assumed by male and females. In other words it a word that is used to explain the existence of a male or a female. According to the definition that has been given by the world health organization, it refers to the roles that are socially constructed, the behaviors, attributes and the activities associate to the males and the females. Developmental Theories of Gender There are many developmental theories that are associated with the gender. All of these are aimed at understanding the role of gender in as far as performance is concerned. Social learning theory emphasizes the issue of nurture, operant conditioning like reinforcing gender appropriate behaviors. This is whereby punishment leads to decreases in inappropriate behaviors. It also enables development to be seen as continuous. It also adds to the learning that is observational. This is whereby the young children are able to choose their behaviors considering gender relation, imitate the behaviour of the people they choose for themselves, it also add prestige and power to individuals as they discover who they are. This same theory enables people to learn the consequences of some observed behaviors hence children are able to develop behaviors that are of the standard as to the knowledge the have on their gender (Thad, 1992). Development cognitive theory is another form of theory that is very important in gender development. This is whereby all the children always uses the active process of cognation to get gender related or associated behaviors. This depend son the age of the children. Preoperational for the age between two and four years where by the children judges by what they see or the appearance. There is so much labeling involved like dresses and hair to differentiate. Transitional for the age between five and seven years, whereby the children judge and try to emulate people of their gender. They are able to identify themselves as males and females. Concrete operational for the ages between seven and twelve. These are able to differentiate some gender roles like the role of a mother and a father. while formal for the age starting twelve and above. This is the age, whereby they are able to think in a more scientific manner. Gender and Employment Gender is a very important factor of consideration in every workplace. This is not a new thing in the employment sector. Earlier on, women in any workplace were given much less responsibilities. This was because it was assumed that the work or the first priority for a women is the family hence they are to be given less responsibilities in their workplace. It was also observed that single women in most cases would quit their jobs soon they got married while the one who are already married would quit as soon as the got pregnant (Roderick, 2000). In addition to that it was observed that women would rather put more of their concern is raising their children rather that their jobs. Another observation is that men work harder than the women and that they are more effective and efficient as compared to the women. Due to all these factors, then there comes an explanation of why in most job vacancies men are employed as compared to the women. All of the above are what brings about the issue of gender discrimination. Gender and Employee Motivation Employee motivation depends on the gender that is involved. This is because This means that much consideration must be taken to ensure that there is no unfair or unequal consideration given to one gender as compare to the other. This is because naturally, women and men differ in their ways of perceiving things ( Robert, 2004). This then means that all the extrinsic and intrinsic rewards in the workplace must be given after considering the different needs of men and women as well as their preferences. According to a certain research that was done by some researcher in the country of Czech, it was discovered that there was a very big difference in the preferences of women and men. According to the findings, men were more interested in instrumental values like bonuses and salary as the form of motivations hat they needed while the females were more interested in the interpersonal relationships within the workplace. In addition, the issue of respect for them was of paramount important (Joanna, 2009). They considered family and work reconciliation also as a very great motivating factor for them to give a good performance. This then means that women value the soft issues more than the men do. Performance, Gender, Motivation and other Variables As it has been discovered earlier, gender is one of the most important factors to consider when deciding the type of motivation to give. This is because the needs for the male s and the females are very different. In addition to that there is a difference in the needs and desires for both of the genders. On the other hand, it is the motivation the employees get that improves their performance. Therefore, this means that all of the above must work hand in hand to give rise to better performance (Raymond, 1982). Guaranty Trust Bank This bank was incorporated in the year of 1990 July. It is a private liability form of a company. It is a company that is owned by the institutions and some individuals in Nigeria. The bank currently contains over 2500 employees. Actually, it is one of the most successful banks in Nigeria. It is one of the banks that has shown a very great consideration as far as the issue of gender is concerned in its job offers. Gender in Banking Just like any other bank in the world, the bank offers a wide range of banking services to the people. It not only serves Nigerians but also people from other countries like sierra eon. However, it should be noted that generally there are issues that are very much considered in offering some from of services by the banks. The same as the roles that are taken by the males and females in the banking industry. However, many are the time women are not given a chance to head most of the departments. They are also not readily or easily promoted like men are. Also another issue that the women go through is the lack of opportunities like a chance for furthering their education. It has been discovered that female loan officers are more accurate than their male counterparts. A study that has been done reveals that most of the entrepreneurs in the world are males. This has resulted after data showed that only 45% of the entrepreneurs are females. This means that that there also few females who are involved in the banking as compared to the females. Gender Factors in Employee Management, Promotion, Performance in Guaranty Trust Bank. Guaranty bank like any other employer is very keen on the issue of gender. It is one of the banks, in Nigeria that promotes gender equality in all that it does. When for instance it is advertising for some vacancies, it ensures that priorities are given to the applicants with gender consideration. This is whereby they are employed in equal numbers (Rita, 2004). It is unlike many other banks whereby the department of sales is mostly left for the males. The reason being that the banks fear the ladies may drop off any time due to marriages and pregnancies. Gendered Perspective in Work Culture There has been a culture of gender discrimination in the banking industry. This is because in most cases banking entails mathematical concepts. There has been a tendency of believing that women are inferior as far as mathematical concepts are concerned. This aspect has therefore led to the culture of having more men working in the banking industry as compared to the women. However, the trend is currently changing and many women are embracing careers in the banking industry and even taking greater responsibilities like generally management (Mustafa & Diana, 2003). References David, C., 1987. Human motivation. Oxford: CUP Archive. Harold, F & Michael, D., 2003. Motivation: theory and research. Canada: Routledge. Joann, A., 2009. Monetary motivation, performance and job satisfaction. Oxford: oxford university press. John, B., 1994. Role motivation theories. Routledge Mustafa, O. & Diana, W. 2003. Banking and gender: sex equality in the financial services sector in Britain and turkey. Tauris: I.B. Tauris. Raymond, J., 1982. Motivation. Oxford: oxford university press. Rita, R., 2004. Gender dimensions in banking. Cambridge: Cambridge university press Robert, C., 2004. Motivation: theories and principles. Chester: Pearson. Roderick, W., 2000. Motivation: A behavioral approach. Cambridge: Cambridge university press. Terence, R., 1984. Motivation and performance. Chester: Pearson. Thad, B., 1992. Performance and motivation strategies for today’s workforce: a guide to expectancy theory application. London: Greenwich publishing group. Uwe, K., 1990. Work motivation. Chicago: Chicago university press. Questionnaire The following is a questionnaire that was administered to employees in the Guaranty Trust Bank 1. Gender a. Female---------------------------- b. Male------------------------------ 2. How long have you been working for Guaranty Trust bank a. Less than one year------------------------ b. Between 1yr-5yr--------------------------------- c. Between 5yrs—10 yr----------------------------- d. Over 10yrs------------------------------------------- 3. How did you learn about the job a. Advertisement------------------------------------------- b. Networking----------------------------------------------- c. Others---------------------------------------------------------- 4. What is your gender perspective in the work culture a. Fair--------------------------------------------------- b. Good------------------------------------------------ c. Excellent------------------------------------------- 5. How well are you motivated a. Fair-------------------------------------------------------- b. Good---------------------------------------------------- c. Excellent------------------------------------------------------- 6. How is your relationship with other workers especially male? a. Fair-------------------------------------------------------- b. Good---------------------------------------------------- c. Excellent------------------------------------------------------- 7. Are you comfortable working as a banker? a. Yes-------------------------------------------------------- b. No ---------------------------------------------------- c. Other ------------------------------------------------------- Read More