Motivation is the incentive to work Essay

Motivation is the incentive to work hence having a incite custody is vital for most businesses, since a highly motivated workforce fag end lead to high rates of productivity, better quality output, and baseborn rates of absenteeism and labour turnover.The main eventors which, affect the motivation of histrions are pass on levels, joke security, promotional candidates, responsibility, running(a) conditions, fringe benefits, participation in decision-making and running(a) in a teamThere are cardinal grassroots theories of motivation, content theories and process theories. Content theories deal with what actu anyy motivates people, what unavoidably to be satisfied in order for workers to be motivated. Maslows hierarchy of postulate is an example of a content possible action. Process theories on the other contribute deal with the though processes which affect the workforces behaviour. An example of this is staff at a company working on commission, e.g. their pay is dire ctly affected by production or their sales.I hope to improve my understanding of the distinguishable theories and how these theories are applied in real world companies.Abraham Maslows speculation of human motivation was published in 1943. He based his surmise upon his belief that actualisation was the driving force of human personality. His conjecture is a five-tiered hierarchy of inevitably, and is as such1.) Physiological require These are the underlying involve to survive, food, shelter and warmth.2.) earnest needs These are the needs for ponder security, security from emotional and physical harm.3.) Affiliation needs These are the needs for affection, belonging, acceptance and friendship.4.) Esteem needs The need for self- lever and to gain therespect of others5.) Self-actualisation The need of a person to r for each one there fullpotential.Maslow conceptualized that each level had to be effect before the next level could be achieved, but erstwhile a level ha d been achieved that level no endless motivated, for example, hungry man may be desperate for food, but once he eats a good meal, the promise of food no longer motivates him.I believe since, this theory was written in the 1950s it is no longer as germane(predicate), compared to when it was written, due to everybodys physiological needs are met, either by the government or by their job. Security needs are met in todays world, due to the fact that people can non be unfairly dismissed, hence so long as they do there work correctly they are secure in their job. So these two factors are no longer motivational. Other than two levels becoming obsolete, I believe Maslows theory to be relevant to many companies in the business world, which in turn means that I believe Hertzbergs theory to be relevant to most companies in the business world.An example of a company to which Maslows hierarchy of needs is indeed relevant, is Asda. Physiological needs are provided by Asda, but as they are no lo nger a motivating factor, they are considered irrelevant, since if a person were to not have a job their physiological needs would be provided for by the government. At Asda job security is provided in that, personnel, if Asda deems them, to be inadequate workers, are given an informal warning, then three formal warnings, then a weeks notice would be given if theres no improvement.The affiliation needs of people are fulfilled by each Asda employee being given a buddy, which whom, problems, qualms, etc can be privately and confidentially discussed.The esteem needs of people are met by Asda having events such as an achievers lunch, at which, that months best worker from each department is invited to a lunch together. There are in addition other things like an award for giving the best customer assist each month, departmental competitions and employees, if they have an idea to improve Asda, can sound out Tony, this is a escape which, allows all Asda employees to participate in the running of the company.The prospect of self-actualisation is achieved by offering employees the opportunity for training, promotion, which testament allow them to work their representation up the job ladder, to their maximum potential.Douglas McGregors theory of the x and y managers was published in a book called The Human Side Of opening move, in 1960. His theory stereo display cases all managers into two groups, type x and type y.Type x managers work on the impudence that all human beings have an inherent dislike of work and go forth avoid it if they can. Due to this they work on the principle of reward and punishment, or stick and carrot. McGregor believed that type x managers are lazy, obtuse, dislike responsibility and need to use control factors to motivate employees, such as pay. Theory x managers contradict, since it relies on employees needing only financial gain to motivate them. Theory x managers give only context factors, which, in Hertzbergs opinion do not motivat e.Theory y managers are creative and aim to machinate potential. They work under the assumption that control and punishment are not the only way to get people to work. People will be more than productive if they are attached to the aims of the organisation, and they will be committed if they have job satisfactionAsda attempt to use type y managers since, employees are encouraged to be creative, with ideas such as the tell Tony scheme mentioned above. But there is one outlying principle used by Asda, which, shows that management cannot be stereotyped, in that employees are financially punished, if they receive an prescribed warning, in that they lose their bonus.Hertzberg theory is that there are context or hygiene factors and motivators or content factors. Context or hygiene factors do not motivate, but without them there would be dissatisfaction. These factors involve the work purlieu rather than what people actually do on the job. Context factors are, salary, supervision, secu rity, working conditions and status. Motivators or content factors are factors, which, motive employees and involves what people actually do on the job. These are achievement, recognition, advancement and responsibility. As with Maslow the context factors, which are the aforesaid(prenominal) as the physiological needs and the security needs, have to be fulfilled before the content factors can be fulfilled, which are similar to the higher tiers of Maslows hierarchy, but it is separated into two tiers, rather than five.I believe Hertzbergs theory to be a modification of Maslows theory that is more applicable to the modern world, since modern or basic needs, no longer include only food, shelter and warmth, most people will consider a TV, car, etc, basic needs. These modern basic needs can be covered by Hertzbergs context factors. Asda use Hertzbergs theory, since it is a modern extension of Maslows theory, as I explained above.Taylor theory was not about motivation rather it was about specialisation, which had the same final exam result as motivation, increased productivity and efficiency. Taylor formed the basis for all the theorists with his introduction of the scientific approach to decision making. Taylors theory is politic applicable to all professions, since he created specialisation, which is the basis of all modern businesses. antecedent to Taylor creating specialisation workers had changed jobs erratically, so people never learnt how to do a job efficiently, but when Taylor introduced specialisation people only did one type of job, weave for example, so they became skilled in doing that specific thing, so the production aura was more efficient.During this assignment I have developed a more though understanding of what motivates people and the theories developed to motivate people. Prior to completing this assignment I had failed to realise the importance of motivation.