HR Assignment help on : Motivation in Organizations
Introduction
Motivation basically can be explained as a general desire of an individual to do something. This is the basic reason behind the actions which are undertaken by the individual (Griffin and Moorhead 2011). The topic of motivation in organization has been selected for the purpose of research as the topic holds great importance in the effective functioning of the organization. The major contribution of motivation in organization which has lead to the selection of the topic is improving the level of efficiency of the employees of the organization, leads to better achievement of goals of the organization, helps in development of healthy and friendly relations, stable workforce, etc. (Latham 2006). The important role of motivation has been the main factor behind the selection of the topic. Further, the concept of motivation is important for both an individual and business. As in the case of individual, motivation is helpful in achievement of personal goals, high level of job satisfaction, contributes in self development of individual and personalized gains by working in dynamic team. Along with this the businesses are able to get an empowered team for actions, contributes in profit and success of the company, leads to better adaptability and creativity at the workplace and develops positive and optimistic attitude at the organization (Latham 2006).
The following paper, throws light on the major theories associated with the topic; the paper also includes a critical review of the topic. Along with this, ethical considerations and requirements for future research on similar topic have also been discussed in detail.
Theories of Motivation
The main reason behind the completion of the tasks is the level of motivation that the employees have to work for the organization. The four main theories of motivation include Maslow needs hierarchy theory, dual factor theory, need for achievement and expectancy theory.
Maslow Needs Hierarchy Theory
Hierarchy of needs theory given by Abraham Maslow explains that human beings are motivated for performing some actions in specific order that is required for their survival and sustenance. The theory explains that human beings cannot fulfill their needs of higher degree of the needs of the lower degree are not fulfilled. The hierarchy of needs include physiological needs, safety needs, social needs, esteem needs and self actualization needs (Miner 2012)
Dual Factor Theory
The dual factor theory given by Fredrick Herzberg highlights that there are two consistent factors that have an important contribution in building motivation amongst employees. The two factors are hygiene and motivation. If the workplace does not provide them hygiene factors they are bound to be de-motivated. The hygiene factors include pay, work environment and level of supervision, etc. motivational factors are helpful in providing better level of satisfaction to the employees (Miner 2012). These factors include sense of achievement, recognition of abilities, nature of job, etc.
Need for Achievement
This theory given by David McClelland elucidates that needs of the people are shaped on the basis of experiences of their life. He categorizes people on three levels on the basis of their motivation which are high achievers, people with affiliation needs and people who need power. People who are high achievers strive to perform every action in the bets manner. The people who need affiliation focus on simple and harmonious relationships (Jelencic 2011). The people who desire power aim at guiding the actions of other employees. Such people are best suitable for management positions in the organization.
Expectancy Theory
The theory given by Victor Vroom is also one of the most famous theories of motivation. The expectancy theory uses the theory of Herzberg as the base and explains that hygiene factors do not lead to employee satisfaction and make a positive impact on productivity. Rather, he explains employees will only make a positive change in their productivity if they believe that their actions are in best relation with their personal goals. This theory explains that motivators are most essential for increasing the productivity in the organization (Jelencic 2011).
The above discussed few of the major theories that have an important role to play in influencing the level of motivation of employees in the organization.
Critical Review
Work motivation is found to be a strategic tool by providing a competitive advantage to the organization. These motivational practices have led to the shift in the role of human resource managers from the staff level to the executive level. This change in the function of human resources is important for meeting the changing need of the organization. The focus is on retaining the knowledgeable and helpful employees for improving their quality and productivity. For this purpose, motivation has been an effective tool to make employees work towards the achievement of organizational objectives. This has fulfilled the urgent need of organizations to make motivation as a part if their strategic planning. A well motivated workforce tends to improve the productivity for the employees. This further tends to lower the costs of production and lower level of absenteeism. This further leads to low rate of turnover and enhance the industrial relations with the members of trade unions. These barriers may be unaware or absent managers, obsolete machinery and equipments (Wlodarczyk 2011).
Along with these benefits there are certain barriers that hinder the motivation of employees. These barriers may be the provision of inadequate pay in accordance with the hard work done by employees. Another drawback relates to the perception of employees that they will do whatever they will be asked to do. People also have this perception that they are not paid or recognized for their hard work. Another barrier that is faced in motivating employees is the tendency of employees that they do not agree with the existing processes but have to comply with them because they are forced to do that. The attitude towards employees is also one of the barriers that come in between the motivation process of employees. Employees are considered as machines and not as human system.
Further Research of a Motivated Environment
The future research would involve analysis of the literary and scholarly sources. This would help in analyzing the reviews and researches done by authors regarding the role of a motivated workforce in the organization. Along with this, the future research can also include collection of primary data for having real information from first hand sources (Melville 2004). The future research will also include analysis of the articles that provide information regarding the real life examples of the organizations in which a motivated work environment prevails. This will help in getting an idea about how organizations with a motivated work environment functions and deals with its employees.
Ethical Concerns in Creating a Motivated Workforce
It is important to take into consideration the ethical concerns while maintaining a motivated workforce in the organization. It is important for the managers to identify the standards of ethical conduct and strategies that motivate employees to perform their roles in accordance with the ethical boundaries. There can be various features that define the appropriate level of performance of the employees. Firstly, an appropriate level of professional expertise is necessary to be maintained by the continuous development of knowledge and skills of the employees. Another important ethical concern is that the professional duties should be performed in accordance with the rules, regulations and technical standards as predetermined. The company should maintain an adequate support system for decision making and a recommendation mechanism that is accurate, concise and competent. The manager should ensure that the employees should refrain from performing such activities that are against the ethical conduct and standards.
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