Proper Motivation: the key to an organization's success
Motivation of our employees is one of the most important issues facing companies today. The need to instill our employees with motivation is becoming ever more important especially with the shift towards a more socially and culturally responsive workforce. So how does a company find out what motivates its employees? How do they provide a motivational plan that includes incentives both traditional (money) and nontraditional elements? What will these elements be? How do we keep our managers focused on the plan and give them the tools they need to make the plan successful? What effect will our plan have on the working atmosphere of our organization? It is clear that organizations need motivation plans that motivate, provide desired incentives, keeps our managers involved in the process and results in increased value to the organization. The following plan is what I submit for discussion.
There has been a significant amount of time and energy put into the study of motivational theories. The basis for these studies have been to come up with some working theory that explains what motivates an individual, why, and how this motivation is reliant upon both external and internal factors of the environment in which the individual is immersed. Our text lists several theories on motivation. The ones mentioned are:
·The Hierarchy of Needs- this theory is based on Abraham Maslow's needs system, which states that as certain needs are met a shift upwards in the hierarchy occurs. The lower the need on the chain the more important it is to the individual and thus needs to be satisfied before others.
·Theory x and Theory y- these two theories are based on a negative (theory x) and a positive (theory y) belief in humans. Theory x states that people dislike work and will avoid it if possible. It also says that safety is the primary concern of the individual. Theory y says that people believe work to be a natural part of life like eating or sleeping. It goes on to say that most people will accept and even seek responsibility.
·Two Factory Theory- this theory relies heavily on the belief that the feelings of the individual determine the outcome of the work they are performing.
·McClelland's Theory of Needs- this theory breaks motivation down into 3 different needs of the individual (achievement, power and affiliation). The need that motivates an individual takes precedence over the others in this theory.
·Goal-Setting Theory- specific intentions expressed by the individual and made into goals determines the level of desire and achievement placed into the task.
·Reinforcement Theory- this theory is reliant upon the rewards given for tasks. It states that the level or degree of achievement directly relates to the reward given. This theory is in direct contrast to the Goal-Setting Theory.
·Equity Theory- this theory is based on the comparisons individuals make. It states that a person will seek to equalize...