The field of business has grown exponentially in every aspect, from small, innovative companies springing up to huge corporations that dominate their spheres. All this growth leads to great change in the inner workings of any business; strategies and theories abound as establishments attempt to beat their competitors. Amongst all this competition, many companies look to their employees to be the deciding factor in their success, and as such, employee motivation has not only grown to become a matter of great importance to most businesses, but has often laid down the foundations to their prosperity.
Many theories have been put forth to help guide managers and businesses on how they should handle their workforce, which has lead to the possibility of businesses being able to take a wide and all encompassing view on their motivational capabilities and options. However, this is not to say that the task of employee stimulation is an easy one. Many aspects decide on the success of these motivational strategies, with every business having their own differences. Yet with the use of these strategies, theories, guidelines and a touch of innovation many businesses have found their own niche to positive results.
A busy, determined and clever worker is often able to make a success of himself in the field of business. With this mentality, many employees hope to show off their skills and ability so that they can succeed. This attitude is the foundation of the theory of equity, based on the work of J. Stacy Adams, which attempts to explain the relationship between employee satisfaction and effort. Simply put, it illustrates that a worker will only be happy if he is rewarded according to the amount of effort he puts in. If another worker does equal or less work, yet is rewarded to a greater extent, then the previous worker will not only be unhappy, but also becomes less productive. This is a hard matter to deal with, especially for the manager. A manager may feel and believe that worker A has been justly rewarded, yet if worker B perceives that it was not deserved then he himself will feel that he has been overlooked and treated inequitably. Thus the importance lies not only in the perception of the person in charge, but with how the individuals affected perceive the equity. Consequently, it is vital that managers are able to clearly and accurately justify any rewards that they give to their employees, this ensures that other employees not only have evidence of why they were not a part of this reward but it gives them a concise indication of how to achieve said rewards if they wish.
Following on the attitude and relationship of rewards compared to effort is Victor Vrooms Expectancy Theory. The theory explains that employee motivation will be apparent when the individual believes that their endeavors will be recognized and commended, that this recognition will then be realized as organizational benefits and that these benefits will ultimately satisfy the...