HR assignment help on: Motivation theory in work place

IntroductionThe thesis statement of the article is to focus on the future of motivation theory because theoretical formations on the work motivation might have reduced in current years and the nature of the work in the world has dramatically changed. The motive of this essay is to examine the statements created throughout the article and evaluate the perception made by different authors on future of theory of the motivation. As per the authors, research papers published by AMR in end of the article reflect the research grounds and contemporary views for the upcoming motivation theory.

Early Consideration

Generally, managers view motivation as an essential component of the performance equation at all stages whereas organizational researchers view it as a basic building block in the formation of helpful theories of efficient practice of management. In simple words, motivation is considered as a feeling of comfort in resources to increase the performance goal.

It has been examined from the article that all the three authors such as Steers, Mowday and Shapiro have been focusing on upcoming work motivation theory because of enhanced diversity with greatly divergent demand and needs. All the three authors are focusing on how can we modify or extend existing models of the work motivation so they remain to be applicable in future as well. There are several weaknesses and limitations related on the thesis statement because the nature of the work has altered and becomes important for the managers to work on upcoming motivation theory. There are several reasons to work on future of motivation theory such as globalization, technology and divergent demand needs. Even teams are re-explaining the belief of the hierarchy and conventional power distributions. On the other side, there are limitations because in the previous time, there were authors who believe in hierarchy of needs as compared to re-defining them. According to my point of view, there is a need to modify or extend the existing models of the work motivation so they remain applicable in future also.It is very clear from the article that earliest technique to understanding human motivation concentrate on the hedonism concept as the principle driving factor in behaviour. People who believe that there is no need to extend the work motivation theory for future they show the achievements of the previous motivation theories.

But at the end of 19^th century, the motivation issue has started to migrate from the realm of philosophy to the newly prevailing science of psychology. It is also viewed that in starting of 1920s instinct theories started to be substituted by the models related on reinforcement or drive. Taylor along with his associates concentrated his focus on the inefficiencies of the production of the factory in an industrialized age. Meanwhile, managers and social scientists started to refer the function of social persuasion on the behaviour in year 1930s. By the time of 1950s various new models on work motivation have emerged that collectively referred as content theories and their objective was to search the factors related with motivation. In 1954, Maslow came out with the need hierarchy theory that suggests that people work according to the accomplishment of prioritized needs comprising safety, security, physiological, self actualization and esteem.  The second theory of need initiated by McClelland in 1971 that focused on array of clearly and defined needs comprising affiliation, autonomy, power and achievement. Beginning in mid of 1960s, new technique to the examination of the work motivation concentrated on defining the process prevailing work motivation (Bianchi, & Raley, 2005).  Process theorists see work motivation from the dynamic perspective and view for the casual association across events and time as they associate to the human behavior in the place of work. According to the three authors, theories created throughout the period 1960 & 1970 s and considered as a period of golden age of the work motivation theories. In addition to the expectancy theory, other cognitive theories of the work motivation have been formed throughout the period 1960s with its own objective and focus. Adams in year 1963, initiated equity theory to define how workers react both behaviorally and cognitively to recognized unfairness in the working environment (Erez & Isen , 2002).  He claimed that both conditions of overpayment and underpayment may persuade subsequent behavior. In fact, existing assessments of the motivation theory are re-evaluating and relating their claims on the examination of human mind.But on the other side, theoretical formations on the work motivation might have declined in current years because the nature of the work has altered dramatically (Steers, Mowday, & Shaprio, 2004).  Indeed, one may claim that the previous decade has viewed greater changes in the workplace as compared to other decades. I agree with the viewpoint that theoretical developments on the work motivation has reduced in current years because of greatly divergent demands and needs. Information technology changes and affects the location and manner of the working activities. New organizational form has been developed in the work place. In, fact teams are re-explaining the belief of the hierarchy and conventional power distributions. The utilization of the contingent employees is on the rise. It is viewed that managing knowledge workers remains to confuse experienced managers throughout divergent industries (Barnett, & Hyde, 2001).  Various challenges have been posed on the organization because of the globalization and the divergent needs and demands. These changes may have a great persuasion on how organizations try to retain, motivate and attract their workers. However, we don’t have sufficient new models to guide the managerial behavior in this new area of work.  I agree with the thesis statement of the essay that there is an urgent need to work on future of motivation theory because of technology, globalization and new organizational forms. In fact due to technology, knowledge workers try to confuse experienced managers through divergent industries. In current working environment, teams are redefining the belief of hierarchy and conventional power distributions. It is also evaluated that technology has altered both the location and manner of work actions (Bond, Thompson, Galinsky, & Prottas, 2002).  In simple words, it can be said that challenges of integrating across borders and globalization are now considered as a norm rather than exceptions. It is examined that authors of this article think that new forms on motivation theory have to be formed to sustain in the competing environment.

 It is evaluated that article by Burnham & McClelland considers to the flattening of conventional hierarchical structure of the power in companies, explaining that the upcoming standards for the power distribution in companies shall alter and shall have amazing effects on the motivation (McClelland & Burnham, 2000) They think that, power can be a great motivator besides the age and has great significance on motivation.

It has been examined that according to the Book work in 21st century by Frank & Jeffrey revealed that complete motivate theory fails because it is unable to recognize the activities of higher mental so there is a need to work on the motivation theory (Landy, & Conte, 2000).

The journal ‘the function of the affective experience in the work motivation’ has been reviewed which supports the argument that focuses on neurological and psychological theories to search a group of indirect and direct ways through which work –associated feelings may persuade 3 features of behavioral results: intensity, persistence and direction (Myeong, Barrett, & Bartunek, 2004).

In, fact in year 2001, AMR published a call for the papers on the issue of the upcoming of work motivation theory (Steers, Mowday & Shaprio, 2004).  These papers were considered as an effort to work on prevailing theories of motivation by extending and adapting them to adapt the actuality of the altering contemporary workplace. The first paper, concentrates on the formation of Meta theories for the work motivation. The second paper argues that summation of the time as a basic variable in the goal-setting theory provides validity and dynamism in defining behavior of the employees in increasingly difficult working environment. Third paper focuses on neurological and psychological theories to search a group of indirect and direct ways through which work –associated feelings may persuade 3 features of behavioral results: intensity, persistence and direction. Fourth paper focuses on using of adult development and life span theories to understand the impact of the aging on the workplace motivation. Fifth paper focuses on using of self categorization technique and social identity process to investigate the path in which group and individual process coordinate to find out work motivation. At last, Kehr develops various research lines on motivation by investigating the impacts of implicit and explicit motives and abilities on the motivation in the place of work using the compensatory model.Conclusion

At last, it can be concluded that there is a need to work on the upcoming motivation theory because the nature of the work has altered dramatically. As per the article, technology has altered the position and manner of work actions. In fact, authors of the article think that, new forms of motivation theory should be formed in order to sustain in the competing workplace. In fact, time has come to work on intellectual energies in searching new techniques of the job performance and work motivation in this new area of work.

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