Assignment Help on Motivation

Part 1 – Motivation:

Definition: One of the simplest definition of motivation can be stated as the “the reasons underlying behavior” (Guay et al., 2010, p. 712). However, suggesting Broussrd and Garrison’s (2004, p 106) definition, motivation is referred as “the attribute that moves us to do or not to do something”. As explained briefly by Ryan and Deci (2000), to be motivated means to be inclined and moved to do something. An individual that feels motivated is described as someone who is energized or activated towards an end. Conversely, an unmotivated person is the one that feels no impetus or inspiration. Most theorists reflect motivation as a unitary construct that ranges from very little motivation to a great deal. However, brief thought suggests that motivation is hardly a unitary phenomenon. Individuals not only have different levels of motivation (i.e. how much motivation), but also the orientation of motivation i.e. goals that give rise to actions (Ryan and Deci, 2000).

Intrinsic and Extrinsic Motivation: Ryan and Deci (2000; p 55) explained the difference between two broad categories of motivation as “… intrinsic motivation, which refers to doing something because it is inherently interesting or enjoyable, and extrinsic motivation, which refers to doing something because it leads to a separable outcome”. Covingtion (2000) has created the distinction and suggests that individuals are extrinsically motivated to act when they expect some kind of tangible payoff such as recognition, appreciation etc. The rewards are referred to as extrinsic as they are unrelated to the action i.e. the action becomes means to an end. By contrast, individuals are intrinsically motivated when they are engaged in activities for their own sake i.e. rewards and reinforcement lies in the actions itself.

Theories of Motivation

Maslow’s Hierarchy Theory: Maslow (1954) theorized that motivation quotes is a complex phenomenon and that individuals are motivated by a set of needs. Maslow (1954) further asserted that the triggering needs are resided in a hierarchy – hence the title Maslow’s hierarchy of needs. The general idea of the theory is that people are motivated by unsatisfied needs, and that lower needs are to be satisfied before moving on to higher level needs. Starting from lowest level, brief explanation of need levels as stated by Maslow (1954) are:

Physiological Need: Individuals need to sustain their life and are motivated by the most basic needs i.e. food, water air. Fulfillment of these needs is a pre-requisite before moving on to next level.

Safety Needs: Includes security of life, job etc. Maslow suggested that a threatened person cannot move up the pyramid.

Love and Affection: Once basic needs are fulfilled, individual moves toward belongingness to a group, friends, seeking partners etc.

Esteem Needs: Individual aspires to fulfill higher level needs i.e. self-esteem including personal sense of achievement and social esteem i.e. recognition, respect and appreciation from others.

Self-Actualization: The highest level needs referring to individuals’ desire and best defined as what we appear and want to achieve in life. These needs can only be reached once some level of lower level needs is addressed.

McClelland’s Theory of Needs:

Presented by McClelland (1961, 1975) the needs theory suggests that individuals are motivated to act by three basic drivers: achievement, affiliation and power. Winter (1992) argued that the drivers not only motivate individuals, but subsequently, address many of most important human goals and concerns. As explained by McClelland (1961, 1975):

Achievement Needs: Need for achievement contends a person’s drive and aspiration to excel with respect to some established benchmarks and standard. Individuals that desire high achievement needs dislike succeeding by chance; rather, they seek for success through personally identifiable sources.

Power Needs: Need for power refers to an individuals’ desire to be influential on its surroundings. This means individuals attempts to make others behave, as one would like or in a manner they would not have otherwise. As further explained by Veroff (1992), those high in need of power prefer being status driver and in competitive positions. Additionally, they are concerned influencing others’ behavior within their control.

Affiliation Needs: The desire to have close friends and build inter personal relationships with others are categorized under need for affiliation. Individuals high in need for affiliation tend to spend more time with others. Further, strong affiliation results in pursuing team activities in which cooperation, interaction and interdependence on others is paramount (Yamaguchi, 2003).

 

 

Herzberg Two Factor Theory:

With a detailed study conducted in 1950’s Herzberg presented his theory of motivation in relation to job satisfaction and dissatisfaction. Herzberg (1968) suggested that employees’ motivation at work place is driven by motivators and hygiene factors. Motivators or motivation factors encourage employees to work hard and enjoy their jobs. Presence of these factors creates intrinsic motivation for employees, and subsequently enhanced productivity (Herzberg, 1976). Conversely, hygiene factors do not necessarily create motivation or satisfaction. However, as briefed by Herzberg, the role of hygiene factors is to prevent discontent and dissatisfaction (Herzberg, 1976, 1984). Specific examples of motivators include personal growth, achievement, recognition, advancement, respect and responsibility itself. Subsequently, hygiene factor as identified include organizational policies, relationships with superiors and peers, working conditions, salary, supervision, job security etc (Daft, 2003).

Reflection: Comparison and Contrasting of Three Motivation Theories:

All the theories mentioned above are content theories of motivation. The basic similarity between the three theories is the premise that all three can be used to identify and understand what motivates individuals and employees in particular. Further, all three theories illustrate what employees generally need and want in order to be more productive and satisfied. Further, all three theories agree on the idea that workers have some ego that can be interpreted as recognition and respect for what they do. If we discuss theory of needs and Herzberg’s theory specifically, the need for power can be equated to job empowerment while need for achievement can be considered somewhat similar to job enrichment. On the other hand, Maslow’s physiological and safety needs are equivalent to Herzberg’s hygiene factors while Maslow’s higher level needs of esteem, social and self-actualization equates to Herzberg’s motivational factors. Maslow’s theory of hierarchy is relatively more specific than the other two theories. It clearly explains with specific examples of what is in each level of need. Because of this specificity, it is being criticized for not being able to apply to all situations. Subsequently, if we talk about McClelland’s need theory, there is no specific level of needs i.e. there is no order of needs as which need would come first or last. Moving on to the Herzberg theory, he has used the connotation of factors instead of needs like the other two. Furthermore, among the three theories, Herzberg’s theory is the only one that talks about criterion of the tasks managers should assign. Also, this is the only theory among three that suggests some needs are already expected of in the firm (Ounkomol, 2011).