HRM: Motivation Process Theories and Employee Retention Factors

This essay delves into the core concepts of Human Resource Management (HRM), exploring the critical role of motivation in the workplace and strategies for employee retention. It outlines three prominent motivation process theories: Maslow's Need Hierarchy Theory, Vroom's Expectancy Theory, and McGregor's Participation Theory, discussing their application and impact on employee behavior and productivity. Furthermore, the essay identifies and analyzes six key job-related and organizational factors that contribute to employee turnover, such as rude behavior, feeling undervalued, and organizational instability, providing a comprehensive understanding of the challenges in retaining talented employees. The content includes an introduction, main body, and references, providing a well-structured analysis of HRM principles.

Introduction to
Human Resource
Management

Table of Contents
MAIN BODY..................................................................................................................................2
Outline three motivation Process theories and discuss their role in the workplace.....................2
Preventing talent leaving and trying to get the optimum turnover level for an organization can
be difficult to achieve. Identify and discuss six job related and/or organizational factors why
employees leave their employment.............................................................................................5
REFERENCES................................................................................................................................9
Books and Journal........................................................................................................................9

INTRODUCTION
Human resource management is an essential part of any organization as it helps them to manage
most important resource of an organization (Alcivar, Quimi, and Barberan, 2020). Human
resource management helps to motivate employees in such a manner that they can give their best
efforts for the highest productivity in the organization. This requires a proper motivation to the
employees and an organization to take care that they are able to retain talent with them. This
essay contains two questions one is related to the several motivation process theories in an
organization with their role in the workplace where as another question helps to identify the
factors behind the talent leaving their employment in any organization.
MAIN BODY
Outline three motivation Process theories and discuss their role in the workplace.
Motivation refers to the process which helps an organization to initiate guide and maintain the
goal oriented behavior among the employees so that they can increase and enhance their
productivity. It involves several forces in order to activate behavior of employees towards a
positive aspects of the organization. Motivation is an important concept and that is the reason
that there are several authors who created process theories of motivation to make organization
understand the value and factors of motivation in the organization. The several theories of
motivation provided by several authors are given below:
Maslow's Need Hierarchy Theory:
Maslow hierarchy of needs is a need based motivation theory design or created by Abraham
Maslow (Anderman, 2020). Provided that in order to motivate employees in an organization it is
essential for an entrepreneur to take care of five most important needs of the employees so that
they can feel motivated in the organization. These five categories are classified by two most
important needs of employees that are basic needs as well as psychological. Basic needs of
employees include physiological needs and safety needs which deals with basic necessities of an
employee. Maslow provides needs of an individual in a proper hierarchy according to which
when one need of an individual satisfied then they are required to fulfill their next need.
According to this the basic need for which an individual search for the Job is the physiological
needs. Physiological needs of an individual includes food clothing and shelter which are essential

for their survival. In order to motivate employees it is essential for management of an
organization to provide motivation with the help of economic rewards to their employees. After
the physiological needs are fulfilled every individual wants to feel safe and secure in the
workplace environment. Safety and security of an individual is their basic needs which arises
after they earn enough money to meet their future uncertainties. The organizations these days
provide insurance benefits and other health benefits to their employees so that they can be secure
in the working hours of an organization. In case of any uncertainty in the organization the
insurance money will help the employees to make them secure and safe. After feeling safe and
secure in an organization next need of the employees in the organization is the social needs.
Social needs refers to the needs of feeling love and belong to the organization by having a good
working environment in the organization. By fulfilling the social needs of the employees
manager wants to make the employees feel connected with the organization so that they can
work with full motivation and enhance their productivity. This is the most important need of
employees after their social and safety needs when organization fulfilled the social needs of the
employees the next need their needs to be considered by the managers is their esteem needs.
Self-esteem needs are the needs of employees to get rewarded and a praised for the efforts they
provide for the benefit of the organization. Providing respect status and better standards of living
in the society to the employees helps an entrepreneur to fulfill their esteem needs which is very
essential for any organization as it is the fourth factor of motivational needs of an individual. The
last need in the pyramid is the self-actualization leaf which is required to be fulfilled after the
esteem needs are fulfilled by the entrepreneur in the organization (Schjoedt, and Shaver, 2020).
Self-actualization needs is achieved by an organization when they are continuously realizing that
their skills are growing in the organization continuously. Maslow believes that after fulfilling all
these needs the individual will feel motivated in the organisation to work in effective manner.
Vroom's Expectancy Theory
Vroom expectancy theory is a theory which has been designed and created by victor vroom who
is a Canadian professor of psychology in order to design this motivational theory victor vroom
has a study motivation of people and concluded that in order to motivate an individual it
completely depends on three factors that our expectancy instrumentality and valence. In case of
expectancy victor vroom provided that an employee expects in an organization depends on their

own efforts and their good performance and the outcome. An individual expect from the
organization up to the level of difficulty their experience to achieve the goal. In order to motivate
employees in the organization they are required to find out the factor which motivate the
employees in the organization so that they can provide their best possible performance. These
factors of motivation can be anything Nike training support or any other facility which helps an
employee to develop their confidence and provide more efforts towards better performance. In
order to take best performance it is essential for the organization to offer the employees a juicy
carrot so that they can complete the task quickly and in appropriate manner. Another resumption
of victor vroom is is that motivation requires instrumentality in which every employee is
essential for an organization who has their effective tribulation to the outcomes of any business
(Faghih, Bonyadi, and Sarreshtehdari, 2020). In order to take good performance from the
employees the organization can take help from additional rewards like bonuses and promotions
in the organization. It is essential for the organization to make the employees believe that if they
perform well in the organization then they will get some appreciation from organization. Apart
from this a proper transparency in the reward process is also essential condition for
instrumentality as absence of transparency can sometimes create what's problem in the
organization. In case of valence different results of employees can be valued differently by every
individual as everyone has their own perspective. The value of of the work is completely depend
upon the basic needs of that individual at the time. Hence in order to motivate employees in the
organization it is essential for them to find out the values for different individuals according to
their personal names which will help them to motivate employees in effective manner.
McGregor's Participation Theory:
McGregor’s participation theory is a motivational theory provided by McGregor in order to
define two styles of Management. The author name these two styles of Management as theory x
and theory y which is also known as authoritarian and participative styles of Management. The
author believes that in order to motivate employees in an organization a manager can achieve
either theory x and theory Y completely depend on the situation of the organization. In case of
theory x managers are required to have pessimistic behavior all point of view for their employees
and work on the basis that their employees are naturally unmotivated as well as dislike their
works. As result of this they are required to make their employees prompted punished rewarded

to make sure that their task assigned to them are completed. In this theory managers think that
worked in the organization can be managed with motivated staff and the staff will get motivated
with a carrot and stick approach. It shows that remuneration and performance appraisals can be
used by managers to motivate employees and control them to provide effective outputs. As
access is also known as authoritarian style of Management and in this style managers believes
that authority cannot be delegated and control should be remain centralized in the organization.
With the increase competition it has been observed that this theory x management is fallen out of
fashion and generally organizations are adopting theory why for this purpose (Lemler, and
Swain, 2021). Theory y provides that management should have optimistic as well as positive
point of view for their people so that they can make a participative management style in the
organization. Adaptation of theory Y style of management in the organization will encourage
collaborative as well as trust-based relation between the managers and the group members of the
organization. For the purpose of this theory managers as you means that workers are more
involved in decision making seek and accept responsibility self-motivated to complete the task
solve problems in creative as well as imagination manner and happy to work with their own
initiatives.
Preventing talent leaving and trying to get the optimum turnover level for an organization can be
difficult to achieve. Identify and discuss six job related and/or organizational factors why
employees leave their employment
It is essential for every organization to prevent themselves from leaving talented
employees s it affects the productivity and cost of production in the organization. It is a difficult
task to prevent talent in the organization as there are several factors which motivates the
employees to quit their jobs and the organization are required to identify all those factors who
have a great impact on the employees. The factors which motivate employees to leave their
employment and search for another one are given below:
Rude behavior: Rude behavior of Management, leaders, managers and employees in an
organization can put an adverse effect on the productivity of the organization (Choy, and
Kamoche, 2021). It can also result in waiting of jobs by the employees as it ruin the working
environment of any organization. Behavior in organizations such as rootless playing games
playing favorites backbiting and retaliation are the common reasons which press dates and

employee from their jobs and try to quit it as soon as possible. In order to manage talent in an
organization it is essential to provide them and effective working environment so that they can
enhance their growth and productivity over there. But this type of behavior in an organization
make the employees feel recent full and mistreated which is adverse of effective working
environment and effect their employees’ turnover in the organization. This can provide a great
loss to the organization as losing a great talent can result in failure of the business of an
organization.
Feeling undervalued: Every individual wants to be recognized and rewarded for their efforts
they did in an organization (Aho, 2020). It is essential for an organization to provide proper
appraisal and rewards with recognition to the employees for their efforts given by them for the
benefit of the organization. In case if an organization fails to provide for proper recognition to
their employees for their job well done by them then they feel undervalued in the organization. It
is a part of nature of every individual that they want to be recognized it is not essential that the
recognition should be monetary every organization can also provide appreciation which is is
most effective recognition tool for managers in an organization. Not providing appreciation to
the employees by the top management make them feel undervalued in the organization and this
can result ine living of talent from the organization. This tractor will force the employees to
leave their employment and try at some other place where they feel valued.
Organizational instability: Stable organization provides job security to the employees which
helps them to be motivated for the production of the organization. If management of any
organization is consistently involved in the reorganization shuffling people and changing
direction then it will create and instability for the employees which makes them confused
regarding the work and purpose of the organization. Constant reorganization in the organization
will employees in a dilemma that from where they belong in the organization and will make
them confused about what is going on in the organization. Changing of directions again and
again in the organization will make the employees in a great problem about the priority is they
should take in order to effectively complete the assigned task to them. Shuffling of people for
changing their groups again and again will result in that the employees will not feel comfortable
in the organization which causes frustration confusion and inefficiencies among employees. this
instability in organization not only affect the efficiency and effectiveness of the production of

employees but also makes them prostate of their work and take the decision to quit the job and
search for the another one. This behavior of management in any organization can lead to failure
of their business and losing talent with having high employment turnover rate in the organization
(Aleem, and Bowra, 2020).
Growth opportunities not available: If the employees are continuously working at same
position and did not find any kind of growth in the organization they feel trapped in dead-end
position. This feeling of trapped at dead-end position can result in losing good talent from the
organization. It has been often observed that great talented employees of organization quit their
jobs from one company to take employment in another country so that they can grow their status
and compensation. If an organization wants to successful in the marketplace by having talented
employees with them they are required to develop several new skills in them so that they feel
they are growing continuously in the organization. It is the responsibility of the management in
their current position to provide them a position for future advancement within the enterprise so
that they cannot find another and other companies for their growth. If the employees will feel
comfortable and find growth in their potential organization then they will not even think to
switch their jobs from one place to another place. This will help them to stay within the
organization and help the organization to retain their talented individuals with them. It is not
essential that growth is provided in monetary terms only but the organization can also provide
growth in terms of skills to the employees so that they can get a priest in the organization and
will find good status to be motivated to work in the same organization for long years.
Work-life imbalance: Work life imbalance creates when there is an increase in economic
pressures on the employees and they are demanded from the organization to do work of more
than one person in the organization. Work pressure on one employee will create a great
frustration in them towards the organization work and will also affect their productivity as they
will not be able to provide effective work to the organization (Malik, and Garg, 2020). This is the
case generally found in the down sizes and reach structures of an organization which results in
longer hours of working even the employees are required to work on the weekend which affect
their personal space. This can result in a tough choice for the employees as they are required to
choose between their personal life as well as work life. Being forced to do extra work the
younger workforce will not be able to continue their jobs as they also have a responsibility of

spouses and important other important works of their life. It is essential for the organization to
create a work life balance for their employees and does not put over pressure of work on them so
that they can maintain this balance and will not get frustrated from the work of the organization.
Coaching and feedback are lacking: Every organization should have an effective managers
who have required skills regarding the management of employees in the organization.
Organizational work is new for the employees and they are required a consistent coaching so that
they can improve their performance in the organization. A manager should be effective enough
to provide a consistent coaching to their employees so that they can work effectively for the
success of the organization. Not only factor coaching but a proper feedback is also required to be
provided to the employees so that they can improve their work where ever they lacking behind.
There are several cases in many organizations who are ineffective in terms to provide feedback
to their employees which reserves in lack of getting honest feedback from the managers. This
well make the organization ineffective to build successful teams in the organization which
became hurdle for the success of the organization. Lack of coaching and feedback to the
employees will make them confused regarding the processor of work and ineffective in their
production will result in letting quit the job. This will also affect the productivity of the
employees (Ni, 2021).
CONCLUSION
This essay helps to conclude that motivation is an effective factor to retain employees in the
organization. There are several motivation process theories which helps to provide factors which
can be used in a workplace in order to motivate employees. There are several factors which was
employees to leave their employment which are also provided in the essay as it is essential to
prevent talent leaving the organization.