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HRM261 - Essay on Process Theories of Motivation

   

Added on  2020-02-24

6 Pages1381 Words138 Views
Organizational behavior:Critically evaluate the contribution andlimitation of content and process theories of motivation in contemporary organization

Table of ContentsINTRODUCTION.....................................................................................................................................3Body...........................................................................................................................................................3CONCLUSION..........................................................................................................................................5REFERENCES...........................................................................................................................................6

INTRODUCTIONMotivation is a drive which creates enthusiasm and changes the behavior of an individual. Theybecome more responsible and take decisions to achieve their desired goals. There are two mainapproaches to motivation: Content theory and Process theory. These theories are used by themanagement to increase the commitment and productivity level of their employees. All the needs andexpectations of the workers are taken into consideration during the process (Armstrong and Taylor,2014). It creates a positive working environment which facilitates growth, development andintegration. The aim of this essay is to gain understanding about the contribution and limitations ofcontent and process theories for an organization. BodyContent theory (need theory) helps in understanding the psychological behavior, strengths andspecific needs of a person. Kuratko, 2016, states that it can very useful for an organization to changethe attitude and behavior of the employees. It not only reduces the employee turnover but it also directsthe human behavior. The main theories which are included in are Maslow’s need hierarchy theory andHerberg’s theory. Maslow’s theory consists of five different levels of motivation which arephysiological needs, safety needs, social needs, esteem and self actualization. It has contributed in thedevelopment of HR strategies and policies which helps in fulfilling the needs of the workers as pertheir levels of motivation. It increases the satisfaction and morale of the employees which provideslong term benefits to the organization. On the contrary, Olafsen, Halvari and Deci, 2015, argues thatthere is no support which satisfies the hierarchy pyramid of the theory. Furthermore, it becomesdifficult for a manager to predict the behavior of the individuals. There can be also situations where theneeds of an individual conflicts with each other. In this case, the systematic approach provided byMaslow cannot be followed. Along with this, in many cultures social needs are considered moreimportant than others. As a result, this theory has been criticized on the basis of universal applicability.HR managers may find it difficult to change the levels due to rigidity of the hierarchy model. Herberg’s theory of motivation also explains the contents or factors which can affect thesatisfaction level of the employees. The motivating factors are growth opportunities, recognition,achievements, roles and responsibilities. On the other hand, the hygiene factors which causedissatisfaction among the employees are salary, policy of the company, supervisors, relationship withthe seniors, relationship with the colleagues and work environment (Hernes, 2014). This theory hascontributed in the identification of factors which can lead to satisfaction and dissatisfaction in theorganization. For instance, open communication and reassurance can be given to the employees of they

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