Thesis Motivation Workplace

Based on the basic physical, biological, social and psychological needs of human beings, Maslow came up with a five-stage theory that places the needs of the individual in different categories and prioritizes their attainment.

These categories, in order of decreasing priority, are: • physiological needs (food, shelter, clothing); • safety and security needs (physical protection); • social needs (association with others); • esteem needs (receiving acknowledgement from others); and • self-actualisation needs (the desire for accomplishment or to leave behind a legacy).

According to David and Anderzej (2010), motivation can be understood as cognitive decision making in which the intension is to make the behavior that is aimed at achieving a certain goal through initiation and monitoring.

At work places, reviews are done using appraisals and appraisals at work have predetermined standards, and their outcome may provoke an emotional reaction in the employee, and this reaction will determine how satisfied or dissatisfied an employee is.

In extrinsic motivation, the factors (hygiene’s) that satisfy lower-level needs are different from those (motivators) that satisfy or partially satisfy higher–level needs.

Thesis Motivation Workplace

If hygiene factors (factors outside the job itself, such as working conditions, salary and incentive pay) are inadequate, employees become dissatisfied.How motivation comes about and how it leads to satisfaction is explained by process theories; theories that fall into this category include Porter-Lawler’s model and expectancy theory by Vroom.Contemporary theories of motivation incorporate equity, control and agency theory, as well as goal setting, reinforcement, and job design theory.Depending on the rewards and incentives employees receive and management’s motives for giving them, employees will respond to their work environment by being productive.Organisations must be seen to support employees in their daily work in order to bring about loyalty and improve retention by removing elements that may create dissatisfaction, while bearing in mind that in a heterogeneous environment, with male and female employees from different age groups, generations, and (to a certain extent) backgrounds, and with varying qualifications or experience, no single element will produce either universal approbation or collective disapproval.Abstract: The aim of this paper is to compare and contrast the theories of motivation and how they are used to inspire employees to develop the drive to achieve.The importance of motivation in organizations and job satisfaction is vital for the achievement of organizational goals and objectives.Maslow’s hierarchy of needs forms the basis of theories that try to explain job satisfaction.Teachers, like all people, have needs that have to be satisfied.Keywords: Motivation, Job Satisfaction, Intrinsic, Extrinsic Theories of Motivation and Their Application in Organizations: A Risk Analysis In all enterprises whether private or state owned, motivation plays a key role in driving employees towards achieving their goals, organizational goals and to a certain extent the dreams of their nations.There are many theories of motivation, and they mostly give a relation or influence the outcomes of employee job satisfaction.

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