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Work Motivation Theories - Research Paper Example

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Motivating employees is very important in ensuring that they contribute to the success of the organization. Motivation resulting from equitable treatment of employees has been attributed to the increasing creativity among employees. …
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Work Motivation Theories
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Download file to see previous pages Creativity leads to the development of important ideas, which is atopic of increasing interest and value to the organization as the pace and uncertainty of work continue to increase. Motivation is thought to improve creativity by creating favorable conditions for exploration and risk taking. Motivation has been explained according to the equity theory and goal setting theory (Pride, Hughes & Kapoor, 2011). Equity Theory Equity theory attempts to explain how motivation is influenced be people’s perception of equity. Equity refers to how individuals in an organization think they are being treated by the management. If any individual in an organization perceives herself or himself to be inequitably paid, relative to other employees with the same level of education or work experience, their motivation will be affected and their productivity will go down so as to eliminate perceived inequalities (Schermerhorn, 2011). Money or lack of enough salary can lead to dissatisfaction among employees. The theory further assert that employees assess information sources in terms of relevance personal, with similar others being used for comparison. Equity theory majorly deals with money and its influences on the productivity of employees. Employees normally view their productivity in relation to the amount of money they are paid for the job or the relation between outputs and inputs. Inputs involve the employee efforts put to ensure that a given task is done effectively; they include person’s efforts, education, and experience. Output in the work environment includes money, recognition, and the working conditions (Miner, 2007). Further, equity theory asserts that unequal ratios lead to tensions within an employee. The tension can only be eliminated if the person is given a pay rise. However, this theory has received criticism since it lacked in explaining how inequality among employees could be addressed. Critics argue that there are several ways of reducing inequality. This is due to the existence of individual differences and priorities at the work place (Koontz & Weihrich, 2006). Even though some employees may accept poor pay while performing effectively, most employees show high levels of dissatisfaction and normally demand ratios that are equal to other employees. Occasionally, there may be other employees that simply feel that they should be paid more than others. However, in general, employees are motivated to achieve equity and seek a reasonable balance between their inputs and outputs. Inequality resulting from overpayment may also result to feelings of guilt. On the contrary, inequality through underpayment may result in anger and resentment toward the management of the organization. Most organizations have reported that resentment among employees often lead to low productivity as well as employee unrest. Motivation resulting from equitable treatment of employees has been attributed to the increasing creativity among employees. Creativity leads to the development of important ideas, which is atopic of increasing interest and value to the organization as the pace and uncertainty of work continue to increase. Motivation is thought to improve creativity by creating favorable conditions for exploration and risk taking (Frank & Conte, 2009). An important aspect to be considered by the management is employees recognition. Recognition can take different forms apart from pay increase. The most important forms of recognition that can foster equity include personal thanksgiving and credit whenever an employee does good work, being given new responsibility or job, being sent to a professional meeting as an expert representative, and considering a person’s work to be more important to the organizatio ...Download file to see next pagesRead More
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