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Business Research - Theories Of Motivation

   

Added on  2020-02-24

17 Pages3961 Words172 Views
Running head: BUSINESS RESEARCHBusiness ResearchName of the StudentName of the UniversityAuthor Note

1BUSINESS RESEARCHIMPACT OF MOTIVATION ON EMPLOYEE PERFORMANCETheories of motivationTheory of “X” and Theory of “Y”:According to Douglas McGregor a psychologist and a Management professor said abouttwo different approaches, which he named as “Theory X” and “Theory Y”. In both the theory hetalks about involvement of the employees so that they feel as a integral part of the organization.Theory X tells that – “Hell or high water, we are going to get it done”. He motivates theemployee that whatever the situation may have arose, we will achieve success. Theory Y tellsthat – “I need your help... how are we going to do this”?We can see in both the situation he is saying we and involving the employees. In theoryY he asks help giving them a higher position which itself is motivating in nature (Ankli &Palliam, 2012).To be an effective leader it is very important to identify the leadership theory thatwill be applicable for a given situation in an organization.Theory of expectancyAccording to Victor Vroom he mentioned in this theory that an employee wants tomaximize pleasure and minimize pain. An employee will only be motivated if that personbelieves that a particular work can be achieved (Canrinus et al., 2012). If someone believes that aparticular task is possible to achieve in that case the employee will try to achieve in doing thework and this will motivate them. If an employee does not believe that a particular task is not

2BUSINESS RESEARCHachievable, in that case the person will not be motivated to perform that particular job and willtry to ignore the work. This may be the reason for de-motivation of the employees.There are some other factors that decide the motivation criteria. These factors are as follows;It depends what kind of support the employee is getting from the employer. If theemployee is getting good support from the employer, in that case it can be a motivatingfactor for the employees, and otherwise they may get de-motivated (Chen et al., 2014).If the employee does not have the skill required for doing a particular task, in that casethe employee can get de-motivated (Daley, 2012).If the equipment those are being used in performing a particular work is outdated or maybe not up to the mark in that case the employee may lack motivation. Upon giving fulleffort for the side of the employee they are not getting the desired results.The motivation also plays a role in the job, a particular job. If the person like time job that theyare doing in that case it becomes a motivation for them. If they don’t feel good about the job thathe or she is doing in that case it can be de-motivation (Dinibutun, 2012).McClelland’s Theory of Needs:As mentioned by McClelland that an Individual is driven by three theories, those areachievement, Affiliation and Influence.1.AchievementThe motivation of the people is derived by the achievement. The more A person achieves thedrive becomes more. The person tries to achieve more. The motivation increases with the

3BUSINESS RESEARCHachievements. The feedback of his doings brings a positive reaction in the mind of that personand positive reaction helps to bring motivation within that person (Guillén, Ferrero & Hoffman,2015).2.AffiliationThe team work helps to increasing motivation in a person. As a person works in co-ordination itbrings a form of competition and achieving want within that person. This increases motivationwithin the person. 3.PowerEvery individual need power so that they can feel to be in control and can influence others. Thepower is a very important factor. Every individual wants to enjoy power as much as they can.Power or control is something that drives the individual. This is a great motivating power for theindividual (Hovivyan, 2014).4.Goal setting theoryIt is proposed by Edwin Locke that setting some precise goal for the individual will improvetheir performance. If the individual is given some goal in that case the individual feels that it is achallenge for them and as it is a fact that all challenges drive people. So in this case theindividual will take the goal as a challenge and will try to achieve that challenge. In this situationthe performance will increase. The individual will feel that urge to achieve the goal that is beingset in front of them. The goals should not be easy but they should be achievable. Easy goalswhich can be achieved easily will not improve the performance of the individual (Jiang et al.,2012).

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