Psychological Theories Of Human Motivation - Essay Example

Psychological Theories of Human Motivation Table of Contents Table of Contents 2 Introduction 3 Motivation 3 Abraham Maslow’s hierarchy of needs 4 Limitations 6 Frederick Herzberg’s two-factory theory 6 Limitations 7 Douglas McGregor’s theory X and theory Y 7 Limitations 8 Conclusion 8 List of References 10 Introduction Human motivation is a very important aspect of human resource management. Poor performance is often exhibited by employees who are dissatisfied and thus the HRM has all the good reasons as to why it should motivate it workforce. Failure to do so means that the employees will not be working at the level expected of them. There are a number of theories that try to explain the psychological processes and circumstances that could motivate human beings. The three theories that are put into consideration include; Abraham Maslow’s hierarchy of needs, Frederick Herzberg’s two-Factor theory and Douglas McGregor’s theory X and theory Y. All the stages involved are also discussed as analysed in the theories. This paper gives a detailed discussion of the three theories of human motivation. It discusses the classical theories of motivation and how they are applicable to various businesses. The final section of this paper gives the limitations of using these theories in operation of businesses. A brief comparison between these theories is given by looking at their applications (Jones, et al., 1998, pp.370-398). It also gives insight on how human beings are motivated towards making certain decisions. The theories give an analysis of how several factors influence and motivate individuals to making various decisions. They explain how both favourable and hostile factors drive individuals into reasoning and acting in a given circumstance to satisfy their needs (Thil, et al., 2003, pp.435-465). Motivation Motivation is considered as a process by which a person initiates and through personal guidance gets to maintain goal driven behaviours. It is normally the desire for any person to do a given thing and usually with personal reasons. This enables one to focus towards achieving certain goals. Human motivation is normally driven by the urge of satisfying the most pressing needs or wants depending to the various stages of life one is at. One also may be motivated by his surroundings, work being conducted and responsibilities invested in him. Motivation could be intrinsic or extrinsic. Intrinsic motivation is a result of special interests of a person and things he enjoys doing. In this condition the actions that results from this motivation are not as a result of external pressure. This situation happens when an individual has total control in that he is sure and has appropriate skills to accomplish his goals. Extrinsic motivation is a result of external factors which directs ones activities towards a particular reward. They are not within a person’s control and therefore are not done out of individual willingness (Thil, et al., 2003, pp.435-465). Motivation can either be in a positive way or in a negative way. Positive motivation involves attracting or bringing close things you need. This helps one to maintain focus on the basic and most important things that are needed. Negative motivation considers pushing away all the things that one finds unattractive and not helpful in achieving his goals (Jones, et al., 1998, pp.370-398). Abraham Maslow’s hierarchy of needs The theory is developed on the basis of need satisfaction. It advocates that every human is motivated towards achievement and fulfilment of most important needs at a particular moment before moving on. Abraham constructs a hierarchy which indicates that basic needs appear at base level. Basic needs are broad and sensitive hence need to be satisfied first and as the pyramid of needs is formed, top section will always contains less important needs. Abraham defines the hierarchy of needs in five major steps. He illustrates that this stages show human social life and behaviour towards self-satisfaction. The stages starting with the broad base include; physiological needs, safety or security needs, psychological needs, esteem needs and self-actualization (Jones, et al., 1998, pp.370-398). Physiological needs are the basic needs which are needed to support existence of human life. They are regarded as vital for survival. These are food, water, air, clothing and shelter. The concept indicates that without these elements the body will stop functioning. Safety or security is the second need running from the base. Its urge to be satisfied is a little lower than that of physiological needs. Maslow considers protection of an individual from harm. He indicates that harm could be in a working environment, personal life or from people surrounding him. In a working environment it could include issues relating to job security and for the personal life it could be physical exercise to help avoid injuries. It could also be financial security of the individual that causes the state of insecurity (Thil, et al., 2003, pp.435-465). Physiological needs are the third stage in the hierarchy and it entails feelings of belongingness. He considers importance of considering relationships that form and maintain an individual’s ability to feel respected and accepted. Self-esteem is all about being respected by all those around you. This enables one to make contributions and feel self-valued. Abraham’s hierarchy ends with self-actualization which he argues that every individual has potentials and therefore needs to realize it in full. He says that one always desires to be everything that he is capable of being (Jones, et al., 1998, pp.370-398). Every individual therefore is driven to take a given action because of different kinds of needs that he possesses at various sections in the hierarchy. A worker will be motivated to work depending on different rewards tied to the work. Lack of food which is a basic need in every person’s life will drive him to work so as to be able to afford the food. Also he may be motivated to work hard when he realizes that the company may lay off lazy workers. This makes him work hard to secure his position within the company. All managers in organization should ensure that security of the workers is ensured and that the amount of salary being offered will be enough to satisfy the basic needs of their workers (Jones, et al., 1998, pp.370-398). Limitations Individuals needs vary and hence may not follow the hierarchy as argued by Maslow. Individuals will continually seek to satisfy the higher needs and hence tend to ignore lower needs. Another limitation is that individuals will not always satisfy one need at a time before moving on to the next one as Maslow puts it. Needs are always conflicting and there an order of satisfaction will be difficult to be followed as the theory explains it. Frederick Herzberg’s two-factory theory Frederick’s theory explains the concept of employee motivation. It analyses the reasons why the employees are dissatisfied while working and factors that cause dissatisfaction. He also gives ways in which the employees can be motivated and be satisfied as they work for the company. Frederick analyses behaviour of individuals and how it affects their general performance. The theory argues that in a business environment people are dissatisfied with many issues. These problems could be resulting from issues of salaries whether low or requiring increase, the overall job security of the employees, behaviour of supervisors who are controlling the activities of the employees and the various company policies. Every individual reacts differently to these problems according to his needs and wants. Therefore it is important for the organization to put into consideration all the problems affecting the employees (Thil, et al., 2003, pp.435-465). Since all business depend on employees for proper operation and running of the company, Frederick indicates that businesses will always try to solve the employee’s problems. This means that issues of job security will be looked into and the employee’s positions safeguarded. The company may also provide health care services and increase the salaries of its employees appropriately without exploitation to eliminate dissatisfaction (Jones, et al., 1998, pp.370-398). Herzberg explains that correction of all problems facing employees do not give job satisfaction to them. He points out that employees will always look for different motivators and this he puts it as achievement, recognition and growth. The theory suggests that every individual has issues that he needs to achieve in work that he does. This is the driving force behind every activity that he conducts. Herzberg argues that employees get motivated when goals are achieved. The theory explains that when an employee is recognized in the work environment he is stimulated towards working hard and profitably contributing to business. When employees grow within the business they feel more satisfied and hence get motivated in doing their work. Therefore growth motivates individuals. When all this factors are present employees will feel satisfied in doing their jobs (Jones, et al., 1998, pp.370-398). Limitations Different people have different needs at all times. Dissatisfaction for one individual may deliver different perspective to another. People have different responsibilities which to some are their motivators but to others responsibility may de-motivate them. Another issue arises when external factors cannot be changed hence one required to work within the provided limits. At times, roles placed to individuals may be overstretched yet resultant payment for the job is actually low (Jones, et al., 1998, pp.370-398). Douglas McGregor’s theory X and theory Y Douglas developed a theory based on motivation by considering management styles. The theory X which he calls authoritarian management style considers extreme imposition of measures to workers. He argues that people tend to dislike work and at all circumstances will find a way to avoid doing the work. Therefore, individuals rely on being directed all time to undertake certain activities. Individuals tend to be un-ambitious and therefore need to be motivated through threats of punishment. Being human nature to have security they will be forced to undertake the activities (Thil, et al., 2003, pp.435-465). In the second theory of Y, Douglas calls it participative management style. He says that individual will pursue objectives without threats of punishment or various extreme external factors when they apply self-control and self-direction. When individuals achieve their objectives then they recognize it as their reward. He also adds that people will always accept and to a far extent seek responsibility. Every manager in 21st century must therefore consider which theory works best in his organization. Motivating workers in the way that leads to achievement of the objectives of the company is therefore important. Managers will support and give the necessary tools to individuals having self-drive to enable them achieve their goals within the business. Limitations When individual are exposed to threats they may not be motivated to work and rather they might reject the responsibility all-together. This limits the extent to which theory X works. Such measures in the business set up may provoke strikes. In the case of theory Y not all individuals can exercise self-control without external control and therefore realization of their capability may be impossible. Theory Y does not consider weak individuals and gives no space for them in work setup (Jones, et al., 1998, pp.370-398). Conclusion Motivation is an aspect needed and possessed by every individual at all stages of life. Individuals at certain times feel de-motivated due to various reasons. It is important for proper correction of the condition by external factors. Various theories as discussed above have given and analysed these factors. Maslow’s hierarchy of needs gives an insight of how people are motivated by various needs they face at different stages. He argues that this needs shape their reactions and reasoning hence remains their driving force in doing various activities. Herzberg on the other hand explains how employees are motivated in business (Thil, et al., 2003, pp.435-465). He explains that employees are motivated by achievements, growth and recognition as discussed above. Douglas also in his theory of X and Y explains that individuals are motivated to work by several factors within the organization. He explains that managers have various important roles in motivating the employees either through forcing them to work or enabling them exercise personal motivations through self-control. List of References Jones GR, Jennifer MG, & Charles WL Hill. (1998). Contemporary Management. Washington: McGraw Hill Companies. Pp.370-398 Thil JV, Marian BW & George PD (2003). Management. International Edition. Grossmont College. USA. Pp.435-465 Read More