Motivational Theories and Positive Work Environment in HR Management

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
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Author Note

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HUMAN RESOURCE MANAGEMENT
Table of Contents
Introduction................................................................................................................................1
Motivational theories influencing employees............................................................................2
Characteristics of the positive work environment and method of designing jobs.....................4
Job Characteristics Model of Hackman and Oldham.................................................................6
Relationship between Maslow’s general components and job characteristics...........................8
Conclusion................................................................................................................................10

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HUMAN RESOURCE MANAGEMENT
Introduction
This paper is based on engaging and motivating employees is at the centre of Strategic
Human Resource Management (SHRM) practices and the critical analysis of the impact of
strategic human resource management on organizational performance and effectiveness
(D'Souza and Gurin 2016). It is therefore important to recognize the organizational practices
that can be used to promote the cognitive, touching and behavioral traits that will completely
and positively influence on employees and improve their motivation. In fast varying
competitive surroundings, human resources are one of the most important sources of
competitive advantage. Strategic human resource management tends to deal with the
formation of a connection between the entire planned aims of the business and the human
resource policy and execution (Harmon 2015). The underlying connection between HR and
managerial presentation will facilitate the HR manager to plan programs that will generate
forth improved ready results to reach superior managerial performance. In this report, after
highlighting that the human resources are significant foundation of competitive advantage,
strategic human resource management has been defined. There are different theories and
concepts of motivation used by organizations to motivate their employees. Motivation in an
organization leads to positive environment and positive influence on the employees and
focuses on commitment, job satisfaction and well being of the customers as a result which
leads to reduction of absenteeism and reduced turnover. The human resource department
must make sure to the welfare and well being of the employees and must be prepared for
crisis for the retention of its best employees and build the trust and relationship within the
employees for the sustained growth of the organization. This paper discusses on various
motivational theories which affect the behavioral theories and various initiatives taken by the
HR to keep motivating its employees with high quality performance and positive results.

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HUMAN RESOURCE MANAGEMENT
Motivational theories influencing employees
There are various kinds of motivational theories that have an influence on the
performance of the employees of an organization. The standard Causal Model of human
resource management talks about the fact that the process of the causal chain strats with
business strategy and it ends with that of the business process. It paves the path for the
increased financial performance of a firm. The affective along with the behavioural process
of the employees are influenced by the motivational theories of Maslow’s Need Hierarchy
Theory, Herzberg’s Motivation Hygiene Theory, McClelland’s Need Theory along with the
McGregors Participation Theory. The need hierarchy theory of Maslow can be said to be on
the basis of the human needs. This theory states that the physiological needs proves to be
basic to the human life that includes food, shelter, clothing along with the necessities of life.
The physiological needs of an individual relates to survival along with the maintenance of the
human life. The safety needs of an individual are expressed with the help of various kinds of
desires like the economic security along with protection from the physical dangers (Cook and
Artino Jr 2016). The social needs of an individual makes an individual interested in the aspect
of social interaction along with companionship in an organization. The esteem needs of a
person relates to the self-confidence along with the competence that can provide motivation
to individuals in the organization. The self-actualization needs helps a person in achieving
excellence in whatever he is good at. Herzberg’s Motivation Hygiene theory talks about the
fact that removal of the aspect of dissatisfaction cannot make a job satisfying. He talked
about existence of the dual continuum (Albrecht et al. 2015). This theory talks about the fact
that the hygiene of one person can serve to motivate another person. McClelland’s Need
Theory can be said to be associated with that of the learning theory as it talks about the fact
that the needs of an individual are learned with the help of events (Othonaiou 2018).
McClelland has talked about the fact that the high need achievers have great desire of