Motivation Theories: Analyzing Employee Motivation and Retention

This essay explores various motivation theories, including Maslow's Hierarchy of Needs, Alderfer's ERG theory, and McClelland's Need Theory, and their application in a management context. It critically evaluates the advantages and disadvantages of each theory and examines their relevance to a case study involving Mr. Simon, a line manager in a retail organization who is disillusioned due to repeated rejections for promotion. The essay analyzes how these theories can be used to understand Mr. Simon's demotivation and suggests positive measures that could be implemented to re-motivate him, considering factors such as experience, qualifications, and personal aspirations. The discussion highlights the importance of tailoring motivational strategies to individual needs and circumstances within the workplace.

Running Head: MOTIVATION IN MANAGEMENT
MOTIVATION IN MANAGEMENT
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Motivations considered to be one of the major aspect for developing better organisational
outcome. In this regard, Ward (2016) pointed out that the productivity is one of the major
concern for the organisation to retain business sustainably. As a result of that incorporating the
employees as well as the managers is referred as the best move for the organisation to get
strategic advantage in the intensely competitive market. Managers are the primary driving force
for the organisation who directly interacts with the employees in a continuous basis. In fact, the
leadership quality and the positive mind-set of the managers influences the employees deeply.
Therefore, it is always identified as a major concern for the management to appease and fulfil the
interests of the managers as far as it can. In this context, IbrahimandBrobbey (2015) argued that
motivation does not always comes from monetary benefits. Recognition is also considered as one
of the effective means to motivate the managers because they also aspire to get promotions.
Based on this understanding, this essay is trying to highlight different theories of motivation and
its relation with the management context. Moreover, the existed advantages and disadvantages of
the theories are also discussed through the essay in order to measure the possibility of actual
implementation of those theories.
In this context, the first theory can be identified as Maslow’s Hierarchy of Needs. The
theory tried to point out a general foundation of needs for motivation and classical depiction of
the factors behind human motivation. There are certain phases of motivation that Maslow tried to
point out such as physiological needs, safety needs, social needs, esteem needs and the self-
actualisation need. In the research of OzgunerandOzguner (2014) it can be seen that Maslow
tried to point out the individual motivation as an outcome of the unsatisfied needs. In this regard,
an individual would prioritise his needs be segregating into the high-order needs and the lower-
order needs. This phase is also associated with the workplace related issues that the managers

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and the employees face on a daily basis. Esteem needs identifies the needs or motivation of an
individual to get recognition and promotion because of good performance at work. According to
Leeand Hanna (2015) it is associated with respect, recognition, attention and admiration.
However, the Hierarchy of Needstheory of Maslow was more of a general consideration of
individual motivation. King-Hill (2015) mentioned that the theory was highly reflected the social
motivational factors rather than specifically identified the motivational needs in workplace.
In this context, it can be stated that the Alderfer’sERG theory of motivation is identified
more effective to deal with the workplace motivations. The ERG theory tried to make a simpler
proposition of Hierarchy of Needs of Maslow. There are three steps that the ERG theory
discussed in terms of the existence needs, relatedness needs and the growth needs. The existence
needs argued about the basic necessities based on the individual psychological and physical
safety needs. In the words of Osabiya (2015) the existence needs are the primary need factors
that coincided with the basic features of need. On the other hand, the relatedness needs are
arguably deal with the interpersonal relationship. In other words, Kian, Yusoffand Rajah (2014)
opined that the role of the relatedness theory is to build up an effective relation with others
irrespective of family, public frame or superiors in workplace. However, the interpersonal needs
does not advocated about the personal aspiration and requirement to make a shape personal
development. The final phase of growth needs directly points out the need for self-development
and personal growth. In this regard, MadukaandOkafor (2014) claimed that the ERG theory of
motivation directly contemplate with the process of making better aspect through the recognition
of the personal growth and advancement.
In the article of Mangi, KanasroandBurdi (2015) it can be seen that there are huge
differences between the theories of Maslow and Alderfer in terms of the focusing on the number

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of motivational factors or flexibility of the individual to pursue for development. It can be
articulated that the purpose of Maslow’s hierarchy of needs is to deliver an evaluation of the
needs that an individual person would possess in his daily life. However, ERG theory is more
focused on the employment matters and the role of needs to motivate the employees.
In this context, the need theory of McClelland was highly relevant as the theory is
focused on a relationship between learning and the need. As per the research of Abbah (2014) it
can be argued that the theory of McClellanddefined need on the basis of learning. The more the
person learns the more his needs will be heightened. In this regard, McClellandtried to divide the
needs for motivation into some three components such as the need for achievement, need for
power and need for affiliation. Need for achievement deals with strive to succeed. Facer,
Galloway, InoueandZigarmi., (2014) opined that there are behavioural factors as well which
influence the person to achieve his goals and objectives. However, the need or the urge is highly
important to step forward and doing something effective to ride the path of achievement.
Personal responsibility, calculated steps and the strong desire of the person can pave the way for
further development in the process of need for achievement. Moreover, as far as the need for
powers is concerned, NayeriandJafarpour (2014) opined that the traits of influence, exercising
control and the good relation between the leaders and the followers is highly important. In
addition to this, another important aspect of the theory of McClellandcan be defined as the need
for affiliation. It is associated with the understanding and the strong desire of the individual for
acceptance and approval from others. Companionship and friendship are the primarily valuable
to them and they have feelings for others.
In this regard, it can be argued that implementation of those theories and its relevance has
to be highlighted in the context of the case study. Mr Simon who was a line manager in a retail

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organisation aspired to get promotion after serving a prolonged 15 years in the same
organisation. He gathered enough experience in his present organisational rank and expected that
it would please the organisation to give him a promotional. However, the organisation prioritised
the qualification over experience and as a result of that Mr Simon failed to get promoted in a
successive period. As a result of that he became reluctant and lost his interests to work with this
organisation. From the perspective of that retail organisation, it can be stated that Mr Simon was
their one of the major employee on whom the organisation could relied. Therefore, the loss of Mr
Simon could be a fatal result for the organisation.
Based on this case scenario, it is pertinent to evaluate the efficacy of the Maslow’s
Hierarchy of Needsin this context. As far as the Maslow’s Hierarchy of Needsis concerned, it is
more of a general understanding that connotes the motivation of an individual from within
himself. There is no role of the external factors that can enhance the need for motivation. There
are some advantages and disadvantages of Maslow’s Hierarchy of Needsthat are highly
important to understand the efficacy of the theory. Henceforth, evaluating every levels of the
Maslow’s Hierarchy of Needsis essential to get proper identification of the motives and the
objectives of the needs of motivation. As far as the advantages of the Maslow’s Hierarchy of
Needsis concerned, it was stated by Jonas (2016) that the theory is easy to understand and
implement effectively. The layers in a pyramid style will formulate clear perception of the
priorities and preference of the needs on every individual. Moreover, Salado andNilchiani (2014)
advocated that the role of the Maslow’s Hierarchy of Needsis to focus on the human nature and
its fundamentals that push the person to strive for motivation. Moreover, Ganta (2014) identified
that the theory is highly relevant in all field of life because of its generalisation. In fact, an
individual can prioritize his needs on the basis of needs. However there are some disadvantages

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as well that can create problem to implement Maslow’s Hierarchy of Needsin a workplace.
According to Jonas (2016) the generalisation of the needs can create enormous problem for the
employees because not all the people feel the urge similarly. As a matter of fact, there are
cultural differences in a workplace that leads to the cultural differences that influences the
specification of needs and motivation as well. In addition to this, the relevance of Maslow’s
Hierarchy of Needsin workplace is a bit problematic due to the presence of overall discussion
over needs.
In this context, the case scenario has some sort of affinity with the Maslow’s Hierarchy
of Needs. It can be argued that the role of the esteem has some sort of resemblance with the
context where Mr Simon expected to get a promotion due to his loyalty and prolonged service in
the organisation. However, the notion of esteem seems not fitted entirely with the context
because it is more of a generalised assumption to evaluate the case through the theory of
Maslow.
On the contrary, the ERG theory of motivation is more focused on the individual
aspiration rather than dealing with the mass. Every person has different needs and divergent
problems as well. Moreover, the education, qualification and the cultural environment are also
contributing intensely in the process of making better understanding related to the personal
decision making. For an instance, Kachalla (2014) argued that a person with higher qualification
and money does not bothered about the existence needs. In fact, he or she has little concern about
the social needs because the person has already achieved those needs. However, the growth
needs are somewhat most important aspect that an individual is always expected to get achieved
in every sphere of life. From that point of view, it can be argued that the ERG theory of
motivationis highly recommended and relevant as compared to the Maslow’s theory of needs.

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Moreover, there is also flexibility within the ERG theory of motivationthat develops with the
change in situation. The theory puts more emphasis on the relationship between an individual
and his or her personal needs of motivation. Therefore, the outcome will always be depended on
the individual and not to be predicted at first.
However, there are some limitations or drawbacks that considered being a serious
obstacle for developing the needs and successfully achieving it. For an instance, Ali (2016)
advocated that the ERG theory of motivationhas no clear guidelines that formulate proper
understanding of the mechanism. The theory propounded that an individual can strive for one of
the three needs. However, there is no process mentioned through which that individual can
identify the suitable need. The model implies behaviour of an individual is a key factor to engage
in the motivational framework. Still, determining the importance of the needs and prioritize it is
not existed in the ERG theory of motivation. It is more of a prediction of an individual to
synchronize the needs as per his or her requirements. In most of the cases, it was seen that people
have few knowledge regarding prioritisation of needs. As a result of that it becomes a pertinent
measure for the individual to deal with the motivational needs effectively. On the other hand,
MadukaandOkafor (2014) claimed that the ERG theory of motivationis a new concept in
compare to the Maslow’s hierarchy of needs. It can be argued that the theory is more of an
advanced and concise version of Maslow’s theory. Therefore, it is obvious that the efficacy and
validity of the theory is a matter of further research.
As far as the case study is concerned, it can be argued that the third phase of needs in
terms of growth needs is strictly delivered a clear perception of self-esteem and actualisation that
drives an individual to make progress. Moreover, the theory does not carry out any general

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perception. As a result of that it can be an effective measure to reconsider the problem with Mr
Simon and tries to resolve the issue effectively.
As far as the theory of McClellandis concerned, it can be stated that this theory is also
comprised with some advantages and limitations. In this context, at first this section is going to
discuss about the advantages and then counter those with the help of the limitations. For an
instance, the McClelland’s theory of needs tries to make a hospitable environment for the
employees in the form of assigned tasks as per their skills. As a result of that the employees can
generate a skilled performance in reference to their previous knowledge about the task. It is also
associated with the practice of making better framework for the increase in productivity and
ushers opportunity to maximise the profit (Haivas, Hofmans & Pepermans, 2014). On the other
hand, employee satisfaction is also considered to be a major aspect for the McClelland’s theory
of needs. Making the workers satisfied by providing them tasks as per their skills also helps them
to build up confidence and more focused on their tasks without any hesitation. It is also
beneficial for both the employees and the organisation to enhance abilities and profitability for
the company that is identified as the most crucial part of the organisational aims and objectives.
Despite of all those measures, it can be stated that the McClelland’s theory of needs is
not free from limitations as well. According to Shultz (2014) the theory does not take into
account the basic needs of an individual. However, other theories confirmed that the basic needs
are the inceptive measure that initiates the needs for motivation. In this regard, it can be stated
that there are huge difference between the McClelland’s theory of needs and other motivational
theories. Moreover, it can be stated that there are some barriers in thee McClelland’s theory of
needs that confirms the problem in finding suitable position for the needs. As per the research of
Opara (2014) it can be stated that there are higher relation between the aspiration of the

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individual and the job position that the organisation is offering and in that case it will be difficult
for the management to go with the interests of the employees. In other words, it can be stated that
there are when the demand of needs is greater than the scope of fulfilling it then then
McClelland’s theory of needs cannot find out the best opportunities for the organisation.
The real problem with the McClelland’s theory of needs is that it is not suitable for this
context. The lack of generalisation and the ability to take decision in case of dire situation is
missing in this theory. Therefore, it will be a bit problematic for Mr Simon to accompany with
this theory.
In this context, the ERG theory of motivation is identified as the most relevant model to
resolve the problem of Mr Simon. There are two factors to justify the theory with the case study.
Firstly, the ERG theory is not a generalised model of motivation. It is based on the individual
need and aspiration. Secondly, the theory creates a healthy relation between the superior and
subordinate in the context of an organisation. Therefore, Mr. Simon should also follow the
theory in two phases. The first phase will help him to revive his own confidence through the
process of motivation. Setting goals and prioritising the objectives will play a pivotal part in this
regard. On the other hand, the second part will deal with the effective communication between
Mr Simon and his colleagues and superiors. As a result of that he can be more relaxed and
effective ventilate his expectation to get promotion.
From that above discussion, it is derived that the ERG theory of motivation is considered
to be the best suitable theory for the problem of Mr Simon. In this regard, the theory supports
the Growth needs of an individual. It is associated with the internal esteem, recognition and self-
actualisation to foster growth in life. Therefore, in case of Mr Simonit becomes an important

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aspect to nurture. As the promotion of Mr Simonis concerned, it can be stated that the ERG
theory can divert the growth needs to the relatedness process where Mr Simoncan discuss his
problems with colleagues and management. Therefore, it can be concluded that the essay tries to
understand the role of the ERG theory as a motivation for Mr Simonto resolve his problems.

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