Motivation

Paper Summary:

In this article, the writer notes that today's companies are more competitive than ever due to continually changing technology, the pace of this change and globalization. In order to be successful, the writer maintains that these organizations need to have employees who are motivated to do the best they can for their place of employment. The writer points out that there are a number of different motivation theories demonstrating that motivated employees are more productive and creative. The type of motivation varies based on the person, the situation, the position and the organizational culture. The writer concludes that companies should continually conduct surveys and interview employees at all levels of the organization to see if needs have changed thereby necessitating a change in motivational approaches. The writer notes that the most successful organization is one where the people feel appreciated and an integral part of the overall mission and vision.

From the Paper:

"According to Maslow, employees have five levels of needs:physiological, safety, social, ego and self- actualizing. He states that lower level needs had to first be satisfied before any higher level need would act as a motivator. Maslow's hierarchic theory is often represented in pyramid form, with the larger, lower levels representing the lower needs and the upper one the need for self-actualization. He believes that the only reason people would not move well in the direction of self-actualization is due to any barriers placed in their way."
"In a work situation, these five areas could be designated as following: Physiological needs are the most basic human needs. Level One: The organization helps to satisfy employees' physiological needs by a paycheck; Level Two: The company helps to satisfy employees' safety needs by benefits and a safe environment; Level Three: The organization provides work teams, sports, parties, and celebrations, as well as showing direct care and concern for employees. Level Four: The organization matches skills and abilities of the employee to the job that shows employees appreciation for work, and promotes the workers; Level Five: Assigning tasks that challenge employees' as well as uses their aptitude and training."

Sample of Sources Used:

• Adams, J. S. (1965). Inequity in social exchange. In L. Berkowitz (ed.), Advances in experimental social psychology. New York: Academic Press.
• Alderfer, C. P. (1972). Existence, Relatedness, and Growth: Human Needs in Organizational Settings. New York: Free Press.
• Brenner, P. (1999). Steelcase. Workplace Issues.:1-6.
• Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The motivation to work. New York: John Wiley & Sons.
• Johnston, Wesley J. and Keysuk Kim (1994), Performance, Attribution, and Expectancy Linkages in Personal Selling, Journal of Marketing, 58, 68-81.

More papers on Motivation:

• Case Study # 115207 : "Employee Motivation in a Dynamic Work Environment"
• Research Paper # 111257 : "Teachers' Influence on Primary School Motivation"
• Term Paper # 146418 : "Theories of Motivation for the Workplace"
• Essay # 138014 : "Human Motivation and Group Work"

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