The Analysis of Work Motivation Theories - Essay Example

The Analysis of Work Motivation Theories INTRODUCTION As the world moves within the time frame of the twenty first-century humanity witnessed the intensely fast phased changes and developments in the sciences and technology. These rapid developments have been more palpably felt in the industries, in the markets. Theorists in economics, management and other related fields have greatly invested much effort in up-fronting theories that will account for the dynamics and processes involve as technology and its developments become more integrated and necessary in the life of organizations. In lieu with this, I have found it necessary to look into the possible relation of work motivation vis-à-vis technology. If one will look into the combination of ideas it may seem to be not so closely related to one another. Theories regarding work motivation have focused on the internal relations between management and employees, between same-level employees, between management goals and employees’ interests and other similar and interconnected notions. On the other hand, theories elucidating technology have, more often have not been centered on technology and market dynamics, the influence of technology on market and production, developments in technology vis-à-vis organizations’ growth or decline and other similar related concerns. This paper, conversely, will explore the idea of how we will be able to utilize both past and current work motivation theories as all levels in the organization adopts itself to rapid changes in the technology. I deem this as an important exploratory study since I believe that employees do not just relate with co-employees and the management but also they now interact with highly sophisticated machines resulting from growth in technology. This phenomenon is something that we cannot relegate in the periphery since, now more than ever, the concern that machines may replace workers someday looms closer than ever. Thus, putting into spotlight the consequence of job security vis-à-vis rapid and radical changes in technology. IN PERSPECTIVE: ARTICLES AND THEORIES In the face of radical, fast phase changes and growth in technology, workers’ motivation to continue upholding the goals of the company to achieve harmonious relationship within the organization where they themselves are members is being put to strain. It is in the sense that contemporary workers and employees, and sometimes-even mangers are now threatened in terms of job security not by other people but by machines. In this regard, we will scrutinize some work motivation theories that are being proffered. To address our query I have written here two groupings of articles as our point of examining, the first group is composed of four articles the second group is composed of two articles. The groupings are done based on the articles’ relatedness and views. All the articles are taken from the Academy of Management Review July 2004 Vol. 29 Issue 3. Let me start my discussion on the matter by first examining the first four articles: a) What Should We Do About Motivation Theory? Six Recommendations for the Twenty-First Century, b) The Role of affective Experience in Work Motivation, c) The Future of Work Motivation Theory and Age, d) Life Span and Work Motivation. The four articles are basically zeroing in into work motivation with a common view of being responsive to the specific and peculiar demands of the twenty-first century, as this century is technologically distinct from the past periods. The four articles basically support the assumption that as we try to explain work motivation from the standpoint of contemporary employees, one should not disregard or ignore the great works of the past theorists. Specifically the think-tank the 60’s (its golden age) wherein you have great names like Lewin and Tolman from where “expectancy theory was derived.”1 It is also during this period that “Vroom presented the first systematic formulation of expectancy theory as it is related to work place”2 and many other great names can be mentioned in relation with this period. However, what is of paramount importance is the fact that as the four articles tries to explain work motivation in twenty-first century context they still look back at the significant contributions of past great theories. In turn it implies that theories in work motivation do not suffer the same fate as that of those in the physical sciences. Moreover, the four articles showed us the trend among scholars to include in their particular discussions the issues regarding influence of affective or emotional experiences in work motivation. This is to be perceived as a big leap in analyzing the inception of work motivation theory in the 1930’s since affective experiences have been considered as immaterial in the understanding and analysis of work motivation. The conventional perception regarding affective experience has been rooted to the age-old belief, which asserts that human beings are succeeding the dictates of their reason and considers affective inclinations insignificant. The trend to include affective experiences in work motivation is implicitly pointing to the notion that there is now a more holistic approach in the understanding of persons as they becomes part of an organization. Although recognition can be noticed in giving credence to emotions or affective experience in the continuous inquiry regarding work motivation, there are still many thinkers who hold the belief that it should be excluded from the analysis. Further more, the four articles adheres to the idea that work motivation theories should have a broader scope and a wider range of coverage if it is to respond to the demands of the twenty-first century. It has been notable that the road ahead for work motivation theory is and will not be easy. But, what is of primordial significance is the ideation’s that work motivation starts to create a “boundaryless science.”3 As it opens the possibility for theorists to be more conscious of the fact that as they study human beings in all its variegated yet beautiful and at the same time complex characteristics they are not to be treated as tools and objects that can be charted and controlled. Rather, they are dynamic entities made more complex by innate and intrinsic tendencies and potentialities whose actualization is made more clear and apparent inclusion in an organization. In addition, what is noticeable is the dominant practice perceptible in the four articles, which is the inclusion of the physiological underpinnings of psychological motivators present in human beings. Although it opens itself to a very controversial philosophical debate between determinism and free will. I think what should be given more weight is the fact that scholars are slowly moving away from a limited perspective regarding the understanding of humanity of which they are now embarking on more complete and holistic approach. On the other hand the two articles on The Performance of Incumbent Firms in the Face of Radical Technological Innovation and Exploitation, Exploration, and Process Management: The Productivity Dilemma Revisited, speaks of the possible problems that advancements in technology offer companies in general. What are prevalent between these two articles are the concepts that, first, the importance of technological developments and advancements are realities that companies can no longer deny. Secondly, technological developments are simply the trend that twenty-first century organizations have to contend with and as such they ought to allot a particular department a part of their budget on technological research. And finally, the two articles upon basing their studies from the responds of large corporations like IBM, Hewlett Packard and pharmaceutical companies in the field of radical technological developments have upheld the idea that in the twenty-first century, it appears to be mandatory that companies must be competitive. It should be abreast with technological innovations and inventions but should have the wisdom to discern which among the technological developments really have a viable market share. The issues raised by regarding the stature of technology in the dynamics and life of the organization vis-a-vis the demand that work motivation should be holistic, more encompassing and broader in scope points to the truism. In my own personal opinion, the threat of technology in terms of job security of employees has not yet been given much attention. While each is seen as being affected indirectly by one another, the picture of direct relation between the two has not been given much thought. Though, perhaps there are already articles insinuating this problem yet it seems that scholarly works addressing this problem are not so popular or may even be considered too scarce or very minimal. THE ARTICLES IN SCRUTINY If we are going to look into the “metaphors and perspectives” 4 that are adopted by all the articles in the elucidation of their theories whether it be about work motivation or technology. It can be perceived that all the authors appear to be working from the combination of the modern paradigms, symbolic-interpretive and post-modern perspectives, and metaphors. I claim that there is an interweaving influence of the three perspectives and metaphors among the six articles. That is on the basis that the articles on work motivation show the current discussions on the subject matter though still leaning on the idea that human beings as a member an organization. It can be understood physiologically and psychologically just like any organism as they are also presenting at the same time the notion that subjective perceptions, affective experiences are very important factors in the understanding of human volition as it guides and directs human motivation. And it is to be appreciated as accepting post-modern perspective and metaphor on the viewpoint that it limits itself from one or two frameworks on its analysis, but it instead opens itself to other possible frameworks as intends to present a more complete picture of the subject. On the other hand, the two articles on technology show that technology and its dynamics are no longer separated from the intricate life of the person, the organizations where he is a member and the society where he belongs. Being such, I think the perspective and metaphor with which we can comprehend classical technological framework is in no less than within the post-modern paradigm. This is on the basis that technology, organization, society and the human person are now seen as continuously interacting thereby redefining ceaselessly the parameters and boundaries by which they influence and affect one another. THE ARTICLES AND ITS PRACTICAL CONSEQUENCES In the final analysis, the question that comes into mind is, ‘Is there anything that all the articles should improve on or address?” I honestly ponder that individually the articles have more or less presented the limitations and the possible problems that may need further attention and scrutinization in the future. However, as we clustered and grouped the articles into two, the limitation now lies on the idea that there is a missing link that can really connect work motivation and technology. Whether the result between bridging the gap between the two may yield a positive or negative consequence is immaterial. For the meantime, what is of more pressing necessity is the need for a possible elucidation of the connection between technology and work motivation. With the hope that as we embark in clarifying the effects of one with the other we may gain more understanding of the factors that influences human beings’ continuous effort for development in all its facet. Finally, the discussions and views built on all six articles can be considered as very powerful tool in management level. This is on the view that current trends in work motivation have shown us that theories are now moving towards a more holistic understanding of human volition at play in work motivation. While, the two articles on technology more or less warns the management level of the possible repercussions the moment that their company slackens itself from the demands of modern technology which is to be continuously abreast with the current inventions and innovations in technology. This is to be undertaken for the simple reason that lagging behind in technology is a sure sign of a major problem in the organization for as what we are claiming earlier technology itself is already an intrinsic, necessary part or factor of the life and dynamics of organizations. Thus, there is a demand to contemporary managers to be without fail in their study of movements not only within the organization and its structure but also of all the factors that may influence and act on the life of the organization. For organizations just like human beings though purposive and goal getters are still determined in one way or another by the society and environment where they find themselves in. In the end, the intricate relationship existing among persons, organizations, society, science and technology, culture and environment shows that the world which is homo faber is in effect the only sphere where human growth and development is possible and feasible. REFERENCE LIST: Hatch, Mary Jo. Organization Theory: Modern Symbolic and Post Modern Perspectives. New York: Oxford University Press, 1997. Read More