Types Of Motivator
Figure 1.0: Types Of Motivator
(Source: Kumar & Herger, 2019)
Intrinsic motivation
Intrinsic motivation occurs when people believe their work is meaningful, fascinating, and difficult, and that it offers them with a reasonable amount of autonomy (the ability to act), opportunities to accomplish and advance, and opportunities to use and develop skills and abilities.
Deci and Ryan (1985) suggested that intrinsic motivation is based on the need to be competent and self-determining (that is, to have a choice). Michael Sandel (2012: 122) remarked that: ‘When people are engaged in an activity they consider intrinsically worthwhile, offering money may weaken their motivation by “crowding out” their intrinsic interest or commitment’
Intrinsic motivation can be enhanced by job design. Katz (1964) suggested that jobs should in themselves provide sufficient variety, complexity, challenge and skill to engage the abilities of the worker. Hackman and Oldham (1974) in their job characteristics model identified the five core characteristics of jobs that result in intrinsic motivation, namely: skill variety, task identity, task significance, autonomy and feedback. Pink (2009) stated that there are three steps that managers can take to improve motivation.
Extrinsic motivation
When things are done to or for people in order to motivate them, this is known as extrinsic motivation. These include incentives, higher compensation, praise, or promotion, as well as disciplinary action, pay withholding, or criticism as punishments. Extrinsic motivators can have a dramatic and immediate effect, but they do not always sustain. Intrinsic motivators, which are concerned with 'quality of working life' (a phrase and movement that arose from this concept), are more likely to have a longer-term impact since they are inherent in people and their job – rather than imposed from the outside in the form of incentive pay.
Motivation Theories
Maslow’s hierarchy of needs
The way Maslow's theory is explained, according to Smith & Cronje (1992), is based on the notion that people aspire to achieve more in life, and their demands are prioritized according to their importance (illustrated in figure 1.0). Content theories of job satisfaction are based on Maslow's hierarchy of wants and revolve around employees' requirements and the variables that provide them with a reasonable level of fulfillment (Saif et al., 2012). Maslow developed a five-stage theory based on human beings' basic physical, biological, social, and psychological requirements. The theory divides individual needs into categories and prioritizes their fulfillment. (Jerome 2013).
Figure 2.0: Maslow’s hierarchy of needs
(Source: Simply Psychology)
How can you apply this motivation theory to management?
Physiological Needs –Regular pay, a secure working atmosphere, lunch breaks, and coffee/tea machines are all advantages.
Safety Needs – Retirement plans, sick days, health and wellness initiatives, insurance policies, and job security are all important considerations.
Social Needs – Encourage employee communication through teamwork, group initiatives, and social gatherings.
Hi Prasanna. I agree with your post regarding Maslow's hierarchy of needs related to motivation of employees. However in an organization we will have to manage a multi generational work forceof. I would wish to add some insight that managers must be prepared to lead effectively and motivate individuals across all generations to increase and sustain high-level workplace performance (Steward,2009).
ReplyDeleteYes, agree with your comment udana, and further it can be say "
Deletewhether supervising an expansion of a firm's activities, or cutting back on policies in response to sagging demand, a manager continually strives to draw a better return on his capital investment. When this effort is directed toward the human portion of the firm's capital, the manager focuses on a recurrent problem in business activity –“employee motivation”. (Gallagher and Einhorn ,1976).
Hi Nishad, agree with your post. Abraham Maslow who introduced the need hierarchy theory was a clinical psychologist. According to him people grow in an environment where their needs are not met may not function as healthy or well-adjusted individuals (Avneet Kaur, 2013).
ReplyDeleteAccording to Maslow, it is necessary to identify where a person is on the hierarchical pyramid in order to motivate him and to focus on his needs (Robbins, 2001)
Hi Nilushi, in addition to that "Physiological needs are food, drink, air, sleep, clothing, warmth, shelter, sex, and rest. These are necessary for the body to survive. The lack of internal (exercise/health) or environmental (temperatures) conditions, chemicals, nutrients could lead to psychological stress or physical death (Taormina & Gao, p. 157).
DeleteHi Nishad, I agree with your post. One topic of organizational theory is job satisfaction, motivation, and reward systems. Motivation has the most impact in this area because it affects both of the other two components. Maslow's Hierarchy of Needs, Herzberg's Motivation/Hygiene (two factors) Theory, McGregor's X Y Theories, and McClelland's Need for Assessment Theory are the four key theory areas found in an analysis of the classic literature on motivation. People are motivated by unmet needs, according to Maslow, which are organized in a hierarchical structure that precludes people from being motivated by a need area until all lower-level needs have been met. (Pardee, R.L., 1990)
ReplyDeleteAgrre with you pavani, adding to this Maslow stated that undoubtedly the most prominent of all human needs are physiological needs (Louise, 2003, pp. 24).
DeleteHi Nishad,This is a very good explanation about motivation theories which can be used in many industries in the world. When we are talking about Maslow’s theory, two additional needs are also added to the hierarchy which are aesthetic needs and cognitive needs(Aruma & Hanachor, 2017). Self actualization comes after fulfilling those things and therefore we have consider about these two factors too when we are working in an organization.
ReplyDeleteYes Lakshan, adding to this "
DeleteIn the workplace, they are motivated to work for another achievement as agents. They can be rewarded with incentives for Employee of the Month including job promotion. For whatever it’s worth, rewards bring employees growth in the workplace. Such achievement can translate an employee to being more responsible individual in their homes, in the community and workplace and as an employee and to his co-workers. When this level is fully satisfied, advancement to another level of tasks be the next part of the motivation that leads to recognition in the workplace (Katzell & Thompson, 1990).
Hi Nishad , Good one about motivational Theories , Five major approaches that have led to our understanding of motivation are Maslow's need-hierarchy theory, Herzberg's two- factor theory, Vroom's expectancy theory, Adams' equity theory, and Skinner's reinforcement theory (Lindner, 1998).
ReplyDeleteHi Maheshi, i like to add more about Maslow's need-hierachy "self-actualization, it is important to comprehend Maslow's 'hierarchy of needs,' which illustrates the five basic needs of every individuals during various stages of lives. According to Maslow, human urge and instinct is based on the individual's ability to pursue fulfillment and change through personal growth. He is of the view that individual strive for higher needs only when their lower-level or basic needs are fulfilled or satisfied" (Maslow, 1997).
DeleteHi Nishad I agreed with your blog explanation about the motivation theory. The way Maslow's theory is explained, according to Lake ( 2000) is based on the fact that people want to achieve more in life, and their needs are prioritized according to their importance.
ReplyDeleteAgree with you and adding to some points "many interesting things Maslow noticed while he worked with monkeys early in his career, was that some needs take precedence over others. For example, if you are hungry and thirsty, you will tend to try to take care of the thirst first. After all, you can do without food for weeks, but you can only do without water for a couple of days! Thirst is a "stronger" need than hunger. Likewise, if you are very very thirsty, but someone has put a choke hold on you and you can’t breath, which is more important? The need to breathe, of course. On the other hand, sex is less powerful than any of these. Let’s face it, you won’t die if you don’t get it! (Boeree, 2006).
DeleteHi Nishad, very useful content. In terms of Maslow’s hierarchy of needs theory, the satisfaction that comes from achieving the lowest levels of the Hierarchy of Needs is crucial because they serve as the basis for the remainder of the pyramid. However, keep in mind that it cannot end there. These fundamental requirements will rapidly become the norm, and employees will be constantly seeking to move up the hierarchy.
ReplyDeleteIn addition to Nimara ,Maslow attempted to derive “a psychology from healthy people rather than sick ones” (Maslow, 1982, p. 235).
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