Work motivation - Case Study Example

? Work Motivation Introduction Norsk Petroleum is an organization with its main headquarters in Oslo, Norway. This organization dealswith gas and oil exploration. Over the recent past, many experts in this organization have been resigning and joining competitors in the industry. Examples of experts leaving this company to go and work inother companies include Elizabeth Pedersen and Ola Rennemo. Their work motivation can be explained through a number of theories including Maslow hierarchy of needs motivational model, Herzberg motivational theory, and McClelland’s motivational needs theory. This paper expounds these three motivational theories in relation to Norsk Petroleum case study. Maslow’s hierarchy of needs Maslow’s hierarchy of needs is one of the theories that describe drive and enthusiasm to work. It is important to posit that Maslow categorized individual needs and aspirations into five categories. These include psychological needs, safety needs, social needs, esteem, and finally self actualization. This theory is best illustrated by the use of a pyramid that begins at the base and continues or progresses up. This theory corresponds to the precedence or the main concern of the desires and requirements of human beings. These desires can further be divided into two groups with bodily physical desires or requirements being symbolized at the base and emotional requirements being symbolized at the top. In Maslow’s theory, displeasure in human beings is considered a significant stimulator for human actions. Maslow elucidated the fact human beings have their own individual desires and when one desire is attained, other desires come up. However, individuals may even not be conscious of what is happening (Bagad, 2008). That is the case with Elizabeth Pedersen and Ola Rennemo. Despite being awarded more privileges, they eventually left the organization for self-actualization due to their ambitions. Ola had to meet his needs and requirements to be closer to family while the reason for Elizabeth’s resignation was purely as a result of ambitions hence she was seeking self actualization. Herzberg motivational theory Herzberg motivational theory is also referred to as the two-factor motivational theory. In creating this theory, Herzberg did a study whereby he questioned two hundred engineers and accountants in nine different organizations on the instances when they were motivated and instances they were displeased with their work. In his findings, he asserted that motivation in the workplace is determined by appreciation and achievements. Therefore, less compensation for work done may result to individuals being displeased in their work but on the other hand over compensation may not necessarily mean that an individual is pleased. According to him, issues that contribute to motivation in the workplace are directly connected with satisfaction. Discontentment is cause by issues related to settings and physical conditions in the workplace. He proposed that motivation is contributed by accountability, accomplishments, appreciation, as well as progression and development (Bagad, 2008). Elizabeth had found an opportunity to lead her own team of engineers hence this motivated here to take the new assignment. He further argued that work itself is a factor causing motivation. Ola wanted to take the near his family. Therefore, his needs were accomplished. McClelland’s motivational needs theory McClelland’s motivational needs theory elucidates the fact that individuals derive inspiration in the workplace through three requirements. According to Bagad (2008), these requirements include the need for success, need for influence and authority, and the need for attachment and relationships. Since Elizabeth was well paid and she declined a salary increase as well as other added privileges, she had the need for influence and authority. She was seeking larger and superior duties of accountability since she was to supervise various teams of engineers and also bargain novel agreements with dealers and other contractors in the oil industry. Ola had the need for attachment and relationships. That is why he was taking the new job as it was closer to his home. His wife was expecting a baby and nothing could deter him in his bid to build a relationship and attachment with his wife and child, not even an offer to pursue a diploma in management fully paid by the company. McClelland’s motivational needs theory asserts that individuals attain high levels of inspiration in conditions that allows them to attain each and every need they desire. Differences between Maslow hierarchy of needs motivational model, Herzberg motivational theory, and McClelland’s motivational needs theory Maslow’s theory of needs was asserts that individuals are inspired by several requirements and also these requirements are represented in a hierarchical manner. In his view, individual inspiration in the work place is determines by the need for the realization of individual abilities and talents, admiration, collective security and well being, and emotional needs. Herzberg’s theory asserts that individual inspiration in the workplace in determined by appreciation and achievements. McClelland’s theory argues that inspiration is driven by the need for power and control, accomplishment, and need for building relationships. Therefore, Maslow devised or prepared his theory according to the provisions of needs. The provision of Herzberg’s theory is on the basis of reward. In Maslow’s theory, compensation is depicted as the stimulator unlike the other theories. The stimulator in Herzberg theory is illustrated as high regard, admiration, and respect (Bagad, 2008). Advice to Lisa Bohm Lisa Bohm is the human resources director in this oil company. She has been encountered by a challenge of her most experienced engineers resigning and joining other companies. This is attributed to the high demand of experienced geologists and geophysicists in the market. Lisa needs to develop a plan of action that would help put this practice to an end. Being a person in management level, it is her obligation to ensure that the job environment is designed in accordance to individual and group needs. Motivation of workers in her organization would help put this practice to an end. There are various methods she can use to ensure the workers are motivated in their work. Despite the fact that each and every organization has its own goals and objectives, she should allow her workers to schedule and plan their activities in respect to their own needs as long as it is within the organization guidelines and codes of ethics. Strategies need to be put in place to boost and encourage communication as this will ensure that workers share their concerns in an effective way. Offering rewards for high quality work to individuals and groups should be done as this will help in boosting self esteem of workers. Highly experienced and ambitious workers should be given additional responsibilities befitting their experience, abilities, and talents. Allowing workers to work flexible hours is also important as it will allow individuals like Ola Rennemo to spend quality time with their family. There are some assignments that can be finished at home at workers should be allowed to do so. In a nutshell, motivation in the work place in determined by a number of factors including the need for self actualization, safety, need to build relationships, esteem, emotional needs. It is therefore the duty of directors and other individuals in management positions to ensure that the needs of individual workers are met within the workplace. Reference Bagad, V. S. (2008). Financial & Industrial Management. Pune, India: Technical Publications Pune. Read More