Motivation Concepts Table and Analysis - Essay Example

? Motivation Concepts Table and Analysis Introduction Motivation can be defined as a psychological characteristic in a person that enforces the person to take certain actions in order to work towards the attainment of the goals. It further enables to extract, monitor and, thus, sustain certain goal directed behaviors. Motivation theories are grounded in the basic need to diminish physical pain and thus increase the pleasure. It may as well be attributed towards less-apparent reasons such as unselfishness, principles, egoism and thus avoiding morality. Although the concept of motivation is related to emotion, it is different from emotion (State University, 2012). According to Motivation Concepts Table, there are numerous theories of motivation. However, for the purpose of this study, drive reduction theory has been chosen. It can be mentioned that the drive reduction theory has been proposed by Clark Hull. It was proposed in between the years 1943 to 1952, stating the fact that it is the internal biological need of the human beings that enforce them to perform in a certain way. These needs can be identified as internal states of stimulation that needs to be reduced. In accordance with this theory, a person is driven to minimize these drives so that he/she is capable of maintaining internal serenity (Lea, Tarpy, & Webley, 1987). First Situation: Implementation of Health and Safety Plans Implementation of the health safety plans in an organization triggers a change within the workplace. The health as well as safety regarding all the employees is considered to be one of the top priorities for the companies. Healthy employees tend to be more involved and productive. They are less likely to remain absent from work which in turn can increase the productivity of the organization (Dewey, 2012). Application of Hull Theory It can be stated that in order to create productive and healthy workers, an organization can focus upon the implementation of the health and safety plans comprehensively, keeping in view the different types of work that are to be performed by the employees. The notion of drive in this context is the need for health and safety plans. By application of the health and safety programs or plans in an organization, the issues relating to low productivity on the employees along with high rate of absenteeism that arises from ill health of the personnel can be minimized (Dewey, 2012). How Not Applicable Hull’s theory shall not be applicable in a situation when the employees do not follow the policies that have been set out in the health and safety programs. Habits are difficult to alter and hence a few of the employees might keep themselves away from fostering the utmost benefits of the proposed policies in the workplace. It might render the policies to be not completely effective as in any organization health and safety of all the employees is paramount to ensure job related satisfaction and motivation (Dewey, 2012). Need To Develop New Theoretical Models of Motivation New theoretical models need to be created in such circumstances where a number of the employees remain indifferent towards the policies which in turn can significantly hamper the productivity of the workers owing to the factors like ill health. Development of the new theoretical models of motivation can encourage the employees to take the policy seriously as in today’s changing work environment employee productivity has become synonymous with organizational wellbeing and growth. Thus, employees need to be kept motivated and focused towards performing at their utmost capability (Dewey, 2012). Ramification of Failing to Meet the Challenge If the organization is not capable of meeting the challenge of motivating the employees to participate in health and safety programs then in such circumstances, the company is likely to face numerous legal issues as well as high incurrence due to increase in unproductive costs such as accidents taking place due to mishaps (Dewey, 2012). Effects on Personal Satisfaction and Productivity When employees are not motivated in the workplace, then the productivity of the employees is hampered by a considerable extent. The person will not be able to enjoy the rewards and the recognitions that he/she could have by enhancing the productivity. It will considerably affect on personal satisfaction of the employees from the work they are performing (Dewey, 2012). Second Situation: Increasing Workload Pressure In order to improve the performance of the employees and to enhance the revenues, the companies are found to be putting considerable work related pressure upon the employees that leads to tensions among them (Dewey, 2012). Application of Hull Theory Hull’s theory can be applicable in this instance. In order to enhance the productivity of the employees, rewards can be attached to the individuals’ performance. Consequently, the employees will be motivated to increase their productivity. The drive in this context is the workload that leads to anxiety among the individuals (Dewey, 2012). How Not Applicable Hull’s theory shall not be applicable when the employees are not ready to take extra pressure and do not have intrinsic drive to perform for the betterment of the organization and to increase the productivity (Dewey, 2012). Need To Develop New Theoretical Models of Motivation There is a need to create new models of motivation because if the employees are not motivated to take extra workload then in such circumstances the revenues of the company are likely to be hampered by a significant extent. By creation of the new models of motivation, the employees shall be motivated to take extra workload and thus enhance their performance noticeably (Dewey, 2012). Ramification of Failing to Meet the Challenge In case the organization is incapable of meeting the challenge of motivating the employees to take extra workload, then in such circumstances, the company will be left with less-efficient employees. The morale of the staff shall be reduced. These practices will detrimentally affect the other members of the organization as well from performing at their best (Dewey, 2012). Effects on Personal Satisfaction and Productivity Increasing the workload in turn increases a person’s capability to improve his/her performance. However, the employees declining to take extra workload might not be capable of improving the performance and his/her productivity shall be hampered. Furthermore, the employees will not be capable of attaining recognitions and rewards that he/she could have attained by demonstrating outstanding performance in an organization (Dewey, 2012). Conclusion Motivation can be identified as the drive that initiates, guides as well as administers goal-oriented behaviors in an organization. It is because of motivation, a person takes certain actions towards a particular activity. The drives that lie beneath motivation are in biological, emotional, social and emotional forms. There are several theories of motivation. Drive reduction theory of motivation proposed by Clark Hull has been utilized in this study. It has been observed that Hull theory is applicable in situations when a person has a desire to satisfy particular needs. For instance, the implementation of health and safety programs can enhance the productivity of the employees because there is anticipated be lack of absenteeism rates. However, it shall not be applicable in situations when the employees themselves are not ready to accept the health and safety programs. Rewards need to be attached to the performance of the employees that will motivate them to work for the betterment of the organization. References Dewey, R. (2012). Hull's theory. Retrieved from http://www.intropsych.com/ch09_motivation/hulls_theory.html Lea, S. E. G., Tarpy, R. M., & Webley, P. (1987). The Individual in the Economy: A Textbook of Economic Psychology. United Kingdom: CUP Archive. State University. (2012). Motivation - instruction, self-regulated learning – overview. 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