UNIT 3 Written Assignment Motivation Theories PDF

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UNIT 3 Written Assignment Motivation Theories...

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Unit 2: Written Assignment—Motivational Theories

NAME WITHHELD School of Business, University of the People BUS 5113: Organizational Theory and Behavior Dr. Peter Ruhiri February 13, 2021

2 Three Motivation Theories Maslow’s Hierarchy of Needs The hierarchy of needs is as follows: physiological needs (lowest level), safety needs (second level), love and belongingness needs (third level), esteem needs (fourth level), and selfactualization needs (top level). The needs are diagramed using a triangle or pyramid with physiological needs on the bottom, the other needs built upon the physiological needs, and selfactualization at the top point (Laegaard & Bindslev, 2006). Maslow’s hierarchy helps leaders understand that needs on the lower level (food, clothing, and safety) must be satisfied before individuals can attend to levels higher up—leading toward self-actualization. The first four levels are described as deficiency needs or D-needs. The top level relates to growth or being needs, also called B-needs (McLeod, 2020). Maslow's hierarchy is influential in the modern workplace. The theory is ubiquitous. Human resources experts use the hierarchy to evaluate employees' wellness and productivity and the effectiveness of the company's employment strategy. A primary goal should be to help all employees become self-actualized—thereby becoming more productive. For employees to become self-actualized in the workplace, the company must first provide an environment wherein people feel their needs are being met in a "positive, engaging culture" (Indeed, 2020). Herzberg’s Motivator-Hygiene Theory Herzberg studied eleven American companies in the 1960s and discovered that employees do not evaluate their job satisfaction on just one scale. Instead, employees assess their job satisfaction on two scales: one ranging from satisfied to dissatisfied and the other from dissatisfied to satisfied (Laegaard & Bindslev, 2006). Understanding both scales is required for creating a productive work environment and motivated employees.

3 The two scales produce a metric of satisfaction (motivational factors) and a metric of dissatisfaction (maintenance factors). The satisfaction or motivational factors Herzberg identified were performance, meaningful work, responsibility, influence, growth, advancement, and recognition. The maintenance factors (hygiene factors) are pay, job security, working conditions, and interpersonal relations. According to Herzberg’s research, the maintenance factors may remove dissatisfaction, but they will not motivate the employee to be more productive (Laegaard & Bindslev, 2006). Both elements work together in a complementary fashion; however, they cannot replace each other. Herberg’s research reminds employers that attracting, retaining, and motivating employees requires a multidimensional approach. People are not merely looking for a paycheck. Most employees want to find significance in their jobs. Companies today must not only eliminate factors that cause dissatisfaction. They must "focus on the factors of satisfaction like recognition, responsibility, and achievements" (Miller, n.d.). Skinner’s Reinforcement Theory B.F. Skinner taught that human behavior is controlled by conditions in a person's surroundings—known as operant conditioning. Rewarding behavior is a way to ensure that a person repeats the action; punishing behavior leads to the behavior being avoided. Togther, these factors are known as positive and negative reinforcement (Laegaard & Bindslev, 2006). Rewards must be clearly defined to the employees and consistent in the organization. Likewise, rewards must be fair, related to performance, and able to motivate top-performing employees. Because employees do not perform identically, the rewards should vary from employee to employee (Laegaard & Bindsley, 2006).

4 Today, many companies have several means to use positive and negative reinforcement to motivate employees. Sarokin listed several tools for positive reinforcement: bonuses, time off, excellent performance ratings, accolades, prime parking, participation in high-level discussions, more authority, promotions, and congratulations from the big boss (2019). Fewer types of punishments (one form of negative reinforcement) are available: financial penalties, demotion, probation, low-performance reports, and scolding (Sarokin, 2019). Skinner’s behaviorism has lost some popularity in recent years but is still a helpful tool for motivating workers. Personal Choice: Maslow’s Hierarchy of Needs Maslow's hierarchy best applies as a motivator in my career. In my field, I have achieved an upper range of compensation in my context and location. However, as a leader in the religious, non-profit industry, my income is considerably less than those in other fields wherein I would be performing similar tasks: managing employees, overseeing operations and achieving financial and corporate objectives. I serve in my particular field due to a sense of personal fulfillment, which is best expressed on Maslow's diagram at the top of the pyramid: selfactualization (McLeod, 2020). I have served in my career field for approximately twenty-five years with no regrets. My "being needs" (B-needs) are being met along with my physiological needs. Due to my positive experiences in the workplace, I hope to meet the fifteen characteristics of self-actualization in the future (McLeod, 2020).

5 References Indeed. (2020). Applying Maslow’s hierarchy of needs in the workplace. Indeed Career Guide. Retrieved on February 11, 2021, from https://www.indeed.com/career-advice/careerdevelopment/maslows-hierarchy-of-needs.

Laegaard, J. & Bindslev, M. (2006). Organizational theory (1st ed). Ventus Publishing & Bookboon.com.

McLeod, S. (2020). Maslow's hierarchy of needs. Simply Psychology. Retrieved on February 11, 2021, from https://www.simplypsychology.org/maslow.html.

Miller, K. (n.d.). Herzberg theory of motivation in the workplace. Future of Working. Retrieved on February 12, 2021, from https://futureofworking.com/herzberg-theory-of-motivationin-the-workplace/.

Sarokin, D. (2019). How can managers use reinforcement theory to motivate employees? ChronSmall Business. Retrieved on February 12, 2021, from https://smallbusiness.chron.com/can-managers-use-reinforcement-theory-motivateemployees-18559.html....