Motivation Case Essay

Motivation is the process encouraging people to lend. There are numerous different aspects of the possibility of motivation, and they are 1. Historic onlyy, the early views on motivation to work, such(prenominal) as the policy of carrot and stick. The adherents of this view think that humans is by nature lazy, sly, selfish, requires to give less and get to a greater extent, hence in that location is a strike to constantly force him to work and systematically boost to achieve high results. 2. Content theories of motivation (as an incentive to work discusses the inward satisfaction of man, his necessitate). 3. adjectival theories of motivation (motivation occurs during patience process). Let us make each of the theories. The content theories of motivation involve A. Maslows possibility K. Alderfers theory D. McClelland theory F. Hertzbergs theoryA Maslow (1908-1970) provides the quest pecking order that makes a need for soul to work. And Maslow (1908-1970) offers the following hierarchy inducing the person requirements to work Physiological needs (hunger, thirst) ineluctably for safety, stability and confidence in the future Needs for love, participation, communication Needs for recognition and self-confirmation Needs for self-actualizationA. Maslow false that needs for this hierarchy arise in stages. Satisfying primary requirements, the person gradually receives more propeld. People not simply satisfy one need for an early(a)wise, but move up, changing the importance for these or those needs. Self-actualization is the highest degree of propel the person his desire and strong-willed actions. Self actualization means to become a person that somebody wants to be, reach the maximum take of realization that potentially available.The problem is that The person often doesnt know ab bulge(predicate) the abilities, mission or talent The person knows about the abilities, but doesnt want to develop them into work. (The will is weak) The p erson knows about the abilities, but stomacht develop them into work for a number of reasons (material, physical, etc.) According to A. Maslow, the highest level of motivation can reach only about 1% of all people. According to K. Alderfers theory of need the person can be combined in three separate groups Needs for existence (safety, physiological) Needs for communication (in belongings to all group and participation in any business, aspiration to be the family member, to have friends, colleagues, etc.) The need for growth (need for recognition, self-assertion and self-improvement) These requirements are also hierarchical, but movement can go in twain directions (unlike Maslows hierarchy) Up, if the previous need is satisfied. D birth, if they dont satisfied with higher(prenominal) level.In his theory of acquired needs D. McClelland proceeded from the fact that the needs are acquired down the stairs the influence of life events, experience, and training and includes The nee d for achievement (the desire to self-set goals, more effectively than before, to reach them) The needs of complicity (the desire for friendly relations with others, communication, working(a) with people) The need to dominate (the first group of single(a)s willing to rule for the stake of ruling, the second to achieve goals). This system needs no strict hierarchy (as in previous theories) its elements have a mutual influence. Senior Manager, on one hand, should help to meet prevailing needs of employees and on the other hand to promote development of those that are most needed for the labor process.For example, the need to achieve a goal of ruling with the development needs of complicity or achievements can achieve greater results. In theory, F.Herzberg points out the following two groups of factors External or hygiene (or health factors) wages, working conditions, status, mode, interpersonal relationships, the degree of control oer the work Motivating growth opportunitie s, recognition, promotion, work. F. Herzberg think that the factors driving the growth of human dissatisfaction with their elimination does not necessarily break away to increased satisfaction, and vice versa.The transition from a lack of satisfaction is influenced by motivational factors and the transition from dissatisfaction with the absence dissatisfaction under the influence of external factors. Therefore, antecedency should be given to human dissatisfaction and then only with the help of motivating factors to ensure satisfaction. Managers attention only to external factors is ineffective. Procedural theories of motivation includes howls theory of expectancy, the theory of justness (equality) S. Adams, Porter-Lawler exercise, the theory of goal setting E. Lockes, and supposition of participatory governance. According to the theory expectations V populateMotivation = Expected results of the xx Expected remuneration for xThe significance of the result of x (valence) Valenc e is positive, if the results are highly valued by the employee Valence is negative, if the results are denied by the employee Valence of zero, if the worker is impersonal to this result. Variables in the appointula can be evaluated with points.The essence of the theory of justice (equality) Stacy Adams People subjectively feel a fair advantage for their work, their own and others compare the costs and rewards, so it is important to pay for the work to motivate employees and achieve smooth arise amid negative feelings. S. Adams identified six-spot possible human reactions to injustice. 1. Reducing self energy consumption (Im not going to do my best for this salary). 2. adjudicate to increase the salary for their work (requirements, blackmail, etc.). 3. Revaluation of its features (lower confidence).4. Attempt to influence the make-up or the head to change the payment or the load of other employees. 5. Selecting another(prenominal) object of comparison (I do not want to be with them). 6. Attempt to move to another department or another boldness. Experienced manager should feel subordinators reactions and possibly smooth over the contradictions. Porter-Lawler model represents the synthesis of the theory of justice and the theory of expectations picIn the model of Porter-Lawler work results are considered as a function of the external honorarium (salary, the significance of payment assurance essays and communication labor remuneration), internal reward (praise, promotion, etc.), awareness of their role in the labor process and abilities. If the size between employees external rewards and effort is clearly perceived by the person communication, motivation system works completely otherwise the employee is motivated in part with the results of the (second internal feedback) and receives only an internal reward for their labor. According to the theory of goal Edwin Lockes motivation is determined by his goals and satisfaction with contemplate performan ce. It is assumed that goal setting is a conscious process, which involves the future goals of man. The results of the individual will depend on Complexity of task Its features (clarity and certainty) Profitability (eligibility) it for the individual A persons readiness to make some effort to achieve goal (closer the goal, effort can be increased). Quality of work defined organizational factors and capable employees, which in turn affect the goals, and force of his motivation. Satisfaction or dissatisfaction with employee by interaction of two processes Internal (individual sound judgement results in terms of correlating them with the goal) External (human evaluation by others).The disadvantages of this theory include Poor uniformity (for uneducated people, such as clarity of declare oneself plays a big role, and the call for highly objective and its uncertainty leaves room for creativity) The bit is not clear when the target slave puts the head The situation is not clear, when there is group work and the purpose of the group is belongings in general Promoting labor is not often aimed at a quick goal, and on the quality of the work task. In accordance with the concept of participatory solicitude, employee motivation is determined by its interest in how its activities rival on the functioning of the organization, the desire to participate in the processes taking place in the organization. If an employee feels that he needs to the organization that he demanded it that between his gap and reward, there is a direct relationship, the intensity of his work is significantly increased. Participative management is widespread in leading Japanese corporations Staff makes decisions about the organization of work Employees working independently take decisions setting goals are carried out jointly with the head Employees independently control the quality and quantity of sidetrack Employees involved in innovative activities (quality circles, task force comm ittees, etc.) Employees independently form working groups.