Analysis of Motivation Theories in a Global Organization Report

This report delves into the critical role of motivation within organizations, emphasizing its impact on employee productivity and performance in a global environment. It explores various motivation theories, including Maslow's hierarchy of needs, which categorizes individual needs into five stages. The report then analyzes Hertzberg's two-factor theory, focusing on factors that lead to job satisfaction and dissatisfaction, and McGregor's Theory X and Theory Y, which classifies employees based on their work attitudes and behaviors. Furthermore, the report integrates Hofstede's cultural dimensions to understand how cultural factors influence motivational approaches. The chosen organization for this report is JB Hi-Fi, a retail company, which is used as a case study to apply and discuss these theories. The report also critically evaluates the criticisms leveled against each theory, providing a comprehensive overview of the complexities of motivation in the workplace.

Management and
Organization in Global
environment

EXECUTIVE SUMMARY
This report is based on the motivation which is an essential aspect in the organization as
it helps in encouraging the workforce to enhance their productivity and performance. There are
various theories of motivation such as Maslow’s need hierarchy theory which consist of five
types of needs which motivate an individual to achieve it. The Hertzberg theory consists of two
factors that can help in motivating the employees. The other motivation theory is of McGregor
which categorizes the individual into two types wherein the Y type is motivated by positive
environment and rewards while the X type of employees are reluctant. The culture is the min
aspect of studying the behavior of the individual while the theory of motivation emphasizes on
factors that can motivate only and not on behavior of individual.

Contents
EXECUTIVE SUMMARY.........................................................................................................................2
INTRODUCTION.......................................................................................................................................4
MAIN BODY..............................................................................................................................................4
Discuss Maslow’s theory and detail the criticisms that have been levelled against it..............................4
Discuss Hertzberg’s theory and detail the criticism that have been levelled against it.............................6
Theory of motivation by McGregor.........................................................................................................8
Summarization of Hofstede Culture dimension with theory of motivation..............................................9
CONCLUSION.........................................................................................................................................12
REFERENCES..........................................................................................................................................13

INTRODUCTION
Motivation is mainly a method which helps out to encourage the employees in
order to perform in a skill level and also to implicate all the external and internal matters. It
mainly helps out to increase and enhance the performance in all the policies, organizational areas
and various levels which helps out to enhance the activities. There are mainly two important
kinds of categories of motivation that are in external and internal factors which cover out the
theories and processes. Employees can thereby be motivated with the help of giving those
rewards and various job satisfactions for their programs (Pinto, Cabral-Cardoso and Werther
2020). The theory for motivation or Maslow, Hertzberg and McGregor All this helps how to deal
with the motivating areas and factors in order to increase the employees performance and also to
cover out the goals, expectancy and all the important factors. Organization chosen for this report
is JB hi-fi which is headquartered in Melbourne Australia deserve retail company which deals
with major appliances. This report will cover the theories and criticism of Maslow’s, McGregor
and Hertzberg and further it will also covered behavioral approach of motivational areas.
MAIN BODY
Discuss Maslow’s theory and detail the criticisms that have been levelled against it
Maslow Theory of Motivation
This mainly covers out important stages which are as follows:
 Physiological: This stage meant to require and cover the needs of the humans and also
provide out the personal games that are being needed for the satisfaction of human
beings. It is mainly the psychological needs which help out with the base of triangle in
order to analyse and indicate the needs that are being required by the individuals. It
mainly covers of the elements in which one which cover out the food, air, shelter in water
that are the basic requirements which are being needed for the individuals in order to live
in the world. Employees in all the organisations thereby needs to have the important
Requirement for all the organisational procedures as JB HIFI can thereby provide their
employees proper living conditions (Makaryeva, and et. al., 2017).

 Safety: The second stage is mainly the being made by the psychological and safety needs
for all the individuals which helps out to secure the individuals in the workplace and also
to protect them from all the harms. It mainly helps out for employees to provide them a
productive and secure environment in jobs.
 Belonging: the stage mainly provides protection to all the employees regarding their
security and also to their family needs in members in living.
 Esteem: It mainly involves the employees to gain the self-respect and also to provide
them in identified areas for approvals like for being recognised by all their achievements.
 Self actualization: It is the top stage mainly covers out social needs of any individual
regarding their participating issues and all the important societal events through which
they can outcast all the feelings. And the topmost level is mainly the self actualisation in
which the employees used to get self-respect in their positions and also frame out to get
motivation to the rewards and award system for their achievements in all the motivating
areas (Lussier, 2019).
Thus, Maslow theory will help out to make the employees feel motivated by following all the
stages and also it will help out to increase the production in the organisations by covering all the
needs that are the required by the individuals on their personal records. JB hi-fi can thereby
implement all such factors Order to motivate their employees who are being working under them
by providing them rewards and all the safety measures by following the esteems.
Criticism
As a theory is mainly being criticised by the scholars on following basis they are as follows:
 As it covers out that individuals who are being leading the psychological events will not
get their demands being fulfilled in all the first instance and organisations.
 It used to lack in all the lower levels in order to satisfy the needs of the employees and
with that the major criticism that used to field is that there is no empirical data that is
being given for such theories.
 The business environmental practice and all the important events that are being needed
for the companies are not being focused.other than that Maslow has more focus on the
satisfaction level than on the motivational areas for the employs for all the organisational
control events.

 The theories that were given by my slow that’s not focus on the improvement and is
mainly on the assumptions which mainly possess the unrealistic environment for the
employees.
Discuss Hertzberg’s theory and detail the criticism that have been levelled against it.
Hertzberg Theory
This theory cover out the motivator hygiene as the two important factor is it helps out to
focus on the employees in order to remove the dissatisfaction from their workplace and also to
provide them a proper areas regarding their hygienic matter and also for the positive outcomes
through which the employees can gain the advancement in the extrinsic nature and also maintain
the workplace level of organisational skills. The factors for hygiene which are important in this
theory are as follows:
 Administrative policies: the organisations can thereby try to maintain the productivity for
all the employees by making a fair and clear working environment and also by enhancing
the profit margin for the employs for example vacation, flexible hours of working and
many more (Shareef, and Atan, 2019).
 Pay: the salary and the payment for the employees should be given in a timely manner
and also in an appropriate way. There should be given an equal salary to all the
employees and there should always the productivity in improved level. It is important to
provide all the employs a timely salary and equal space for the work that is being given
by them.
 Physical working conditions: the company should hear by try to maintain a safety and
hygiene for all the organisations and employees in order to protect them from any
hazardous activities and also to provide them maximum protection and security.
Company should tend to maintain all the first it in a training sessions and programs in
order to promote the physical conditions to be healthy for all the employees and there
should be keep regular check regarding their working areas in segments.
 Fringe benefits: the management of the company should try to implicate the healthcare
securities to all the employees by providing them the benefits and also to the family
members regarding to maintain the relationship better with all those organisations. For all
the employees it is important that they tend to focus on their family and feel motivated is

the family is being safe so if the organisation tends to provide a safety measure to their
families it will help them out to work better (Slimane, 2017).
 Interpersonal relations: the company should tend to maintain a proper conversation with
their employees and subordinates in order to maintain a good quality of work and also
friendly environment. Companies should try to maintain a proper relation with their
employees in a friendly manner.
 Status: employee should get all the workplace environment and also better description of
the status regarding their jobs policies and the hiring process.
As it is important for all the employees to get a proper status in their working segments
with implications of the areas and the platforms.
 Job security: All the employs should gain a proper job security environment in order to
maintain a proper production and a security in the workplace areas. A proper paperwork
should be driven in order to maintain the security for the jobs by the organisations.
Thus, JB hi-fi can thereby use all these motivational areas in order to maintain the working of
employees in a safe manner.
Criticism
The major reason for which Hertzberg theory tends out to be criticised are as follows:
 This mainly covers out the dissatisfaction for all the employees working of person and
not feeling the security regarding there working segments and the methods of approach
that are being required o be essential for the workforce. The organisation regarding a job.
 It mainly covers of the generalise pattern through which the workplace and their
experience has been regarded to be in place work (Wahab, and et. al. 2019).
 There is no proper application of motivation regarding the employs work is being
managed and the factor of hygiene doesn’t cover out the proper money and a hard-
working areas of the employees.
 It lacks the motivational areas regarding the payment structure and all the organisational
segments and work. As this should be the major concern of the theory as it is the
important factor in all the segments and the reason.

Theory of motivation by McGregor
McGregor have proposed the theory of motivation namely theory X and the theory Y. As
per this, there are 2 sets of people, namely Y type and X type. These are discussed below-
X theory
The employees in this category tend to prevent or avoid or are reluctant for their work. They
have lack of ambition and often seek leadership so that they can work with the support of others.
They mainly desire protection so this theory proposes that these kinds of employees are the poor
performers and it is the duty of management in JB Hi-Fi to deal with them by using various
methods such as control, coercion and reprimand (Lamb, and Ogle, 2019). There are 2 kinds of
approaches which may be used by the management of JB Hi-Fi in order to deal with these type
of workers which includes the following-
 Hard approach- The managers uses this approach by way of intimidation, supervision
and punishment for the low performing workers. The aim of this is mainly to make the
employees work harder by way of making them feel threatened and insecure. This
method may be applicable for the reluctant employees and it leads to the hostile
environment that may result in high staff turnover in the company. Hence, when this
approach is used at high level, the organization may lose the employees that may result in
enhanced turnover cost.
 Soft approach- The managers of the organization use this approach in order to deal with
less motivated and reluctant workers. They show their support and leniency towards the
employees and motivate them to learn. But this method cannot be used for all the workers
rather it is used for the employees that are reluctant in order to get away with their low
productivity. Moreover, the employees that are new in the organization may feel
motivated by this approach and the less productive employees can be best dealt with hard
approach (Jia, 2020 ).
Y theory
This theory is in contrast with the perception that the workforce is very insufficient and it
perceives that the workers are insufficient. According to it, the employees can be motivated with
job satisfaction and rewards and the employers in JB Hi-Fi who wants to deal with these types of

employees must use the method of delegation. The workforce which works under this approach
often enjoy more of the liberty in their working and the managers and leaders in JB Hi-Fi use the
participative style of leadership so that the employees are encouraged to participate in
discussions and decision making. There is sharing of workload in the organization and the
managers and subordinates help each other in order to carry on the duties (Fu, and Satrianawati,
2020). This may result in high productivity at the workplace that can transform the
organizational performance to the greater extent. The workforce which works under these kind of
conditions are tend to be more participating and productive that results in greater degree of the
job satisfaction.
Summarization of Hofstede Culture dimension with theory of motivation.
Behavioral science is defined as a systematic evaluation and investigation of the
individual behavior by way of studying their past and observing the present and also conducting
experiments in order to understand the behavior. Behavioral research includes a study of several
variables which influences largely the formation of an individual’s habit. As there has been
increased globalization, there is international influence being developed by the companies as
they have begun to operate at an international level. This has encouraged movement of
employees from one country to the other for the search of job opportunities. The global
organization such as JB Hi-Fi consist of those employees that belongs to varied background,
nations, religions and cultures that result in working environment which is complex. This makes
the working of multinational companies more complex as they have to deal with situations that
are multifaceted due to the workforce that belongs to different cultures and nations. The people
that belong to distinct cultures, background and nations have different thought, process, beliefs
and ideas that may result in difficult or complex working environment (Fatehi, and Choi, 2019).
The Hofstede cultural dimension mainly addresses the cross cultural communication issue
where it identifies various impact of culture on the thought, value and belief of the members of
company. This theory helps in making an understanding of cross cultural communication,
psychology and the international management. This theory has categorized the national culture
into 6 dimensions that are discussed there under-
 Uncertainty avoidance index- This indicates the extent to which the society can tolerate
ambiguity. According to it, the high degree of uncertainty avoidance leads to strict code

of behaviour, guidelines and laws however that low degree of it leads to more acceptance
and flexibility of varied belief, thoughts and ideas of the society. So it is appropriate for
multinational companies such as JB Hi-Fi to have low avoidance index so that the people
who belongs to different culture and nationality can have flexibility in laws and
regulations. This will help in easy adjustment in the working environment for the
employees and they can become more efficient and productive.
 Power distance index- This indicates the extent to which less powerful people in the
organization except and accept that the power is unequally distributed. When there is
high degree of this, it provides that the workforces are satisfied due to proper
organizational hierarchy and vice-versa (Fallatah, and Syed,2017).
 Individualism versus collectivism- The formal culture mainly emphasizes on ‘I’ rather
than ‘WE’ that impacts negatively the relationship among the workforce while the
collectivism culture mainly emphasize is on ‘WE’ rather than ‘I’ which indicates the
strong relationship among the employees. It is necessary to have collectivism so that
there is growth and development in the organization and the multinational companies
such as JB Hi-Fi must have collectivism so that the employees of the organization can
work together for the achievement of organizational goals. It ensures the support and
loyalty among the workforce.
 Masculinity versus femininity- This dimension indicates the preference for heroism,
achievement, material rewards and assertiveness in the society for the success. Women
portrays that they have different values in feminist societies while in the masculine
societies they are considered as more competitive. These type of culture often impacts the
companies as they comprises of women and men both and this also determines
effectiveness of the women and men employees.
 Indulgence versus restraint- This indicates the measurement of happiness in the
organization where the former refers to the organization which permits fulfilling of
human desires with fun and enjoyment while in restraint, the organization do not allow
the enjoyment of basic needs or it strictly prevents it by imposition of social norms. It is
essential for JB Hi-Fi to encourage the environment of indulgence so that the workforce
can become motivated in order to become efficient.

 Long term versus short term orientation- It mainly involves connection of past with
future and present challenges. The former indicates that the companies emphasize on
more of adopting nature and approach of problem solving while in the short term
orientation, the companies aimed for conserving the tradition and values of it. It is
essential for JB Hi-Fi to have long term orientation so that it can adopt rapid changes due
to changes in business environment so that the company can grow and succeed (Amzat
and et. al., 2017).
Therefore by examining the McGregor theory and the cultural dimension of Hofstede, it can
be said that the cultural dimension theory is more superior to the theory of motivation given by
McGregor because the former emphasizes on the behavioral science over the managerial style. It
can be said that the efficiency and performance of the workforce in the company is dependent
more upon the behavior then the type of managerial style. Moreover the management style can
be decided by considering the distinction in the employee’s behavior because of their distinct
cultural backgrounds and the nationalities. On other side, the motivation theory did not
emphasize on employees behavior that is mainly the result of their cultural background
differences rather it emphasize is on managerial style only and the motivation that is derived by
workforce therein. However, the motivation theory have neglected the concept of the behavioral
science that mainly determines the way in which employee can be motivated so it can be said
that behavioral science research is mainly required to be critically examined and scrutinized in
such a manner that the companies can apply motivational technique in an appropriate manner so
that the overall efficiency and productivity of the organization can be enhanced.

CONCLUSION
It is concluded from this report that there are different theories of motivation that can be
used by organizations so that they can encourage and motivate the employees to enhance their
performance and productivity. The Maslow's theory consists of needs in a hierarchical manner
and the achievement of each need motivates to achieve the other. The theory of Herzberg mainly
sheds the light on the fact that the workforce can be motivated by the factors such as job
conditions and salary. Hence both these theories are aimed to the fact that the workforce can be
influenced by the external and internal motivation factors. Further it is added that the McGregor
theory of motivation categorizes the individuals into 2 categories where the Y category
employees are tend to be more motivated then X employees. Hence all theories are applied in
today's time and the companies can use them in order to motivate their workforce to perform
better.

REFERENCES
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