Employee Motivation Theories
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This paper applies four management theories of employee motivation to a fictional company where a manager is experiencing frustration. Each theory is named, defined and shown how it could be successfully used at the Whinslo Company. The fist theory presented is the equity theory, one of the most basic andt profound theories regarding employee motivation, which was introduced by John Stacey Adams. Next, the paper explores the expectancy theory, further showing its similarities and differences to the equity theory, particularly since it is based on rewards. Then, the paper addresses how Abraham Maslow's hierarchy of needs can be applied to employee motivation. Finally, the paper discusses Frederick Herzberg's two-factor theory of employee motivation. Each theory is evaluated, pointing out its benefits and deficiencies. The paper concludes by stating that any of these theories could help at Whinslo for improving employee motivation.
From the Paper:"Equity theory is one of the most basic and yet most profound theories regarding employee motivation. First put forward by John Stacey Adams, equity theory put simply states that all employees seek to receive compensation equal to what they put into the company/project--in other words, that employees strive for equity (Adams & Berkowitz 1976). Adams also notes other factors that prevent even the conscious carrying out of a system based entirely on equity with concepts such as the "equality norm." This is the tendency for allocators of reward to distribute rewards equally regardless of the individual inputs of each constituent member of a team, generally in order to promote harmony and efficieny within the team (Adams & Berkowitz 1976). In general, though, equity theory predicts that workers will put less in when they feel they aren't being adequately compensated."
Sample of Sources Used:
- Adams, J. & Berkowitz, L. (1976). Equity theory: toward a general theory of social interaction. New York: Academic Press.
- Cullen, D. & Gottel, L. (2002). "From orgasms to organizations: Maslow, women's sexuality, and the gendered foundations of the needs hierarchy." Gender, work, and organization 9(5), pp. 537-55.
- Furnham, A. (2005). The psychology of behaviour at work: the individual in the organization. New York: Psychology Press.
- Green, T. (1999). Performance and motivation strategies for today's workforce. Westport, Ct: Greenwood Publishing.
- Johnson, R. (2009). "Using expectancy theory to explain officer security check activity." International Journal of Police Science and Management 11(3), p. 274-84.
Cite this Analytical Essay:
Employee Motivation Theories (2012, May 22) Retrieved October 05, 2022, from https://www.academon.com/analytical-essay/employee-motivation-theories-151116/
"Employee Motivation Theories" 22 May 2012. Web. 05 October. 2022. <https://www.academon.com/analytical-essay/employee-motivation-theories-151116/>