Managing People: An Analysis of Motivation Theories and Applications

This essay provides a comprehensive overview of various motivation theories, including Equity Theory, Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, McGregor's Theory X and Theory Y, McClelland's Human Motivation Theory, and Vroom's Expectancy Theory, and their implications for effective people management within organizations like Morrison. It emphasizes the importance of motivation in enhancing employee performance and organizational productivity. The essay discusses how different motivational strategies, such as financial incentives, recognition, and empowerment, can be applied to cater to diverse employee needs and improve overall morale and success within the company. It concludes that understanding and implementing appropriate motivational techniques are crucial for organizations to achieve their goals and foster a positive work environment.

MANAGING PEOPLE AND
SYSTEM

Table of Contents
ASSESSMENT-2 ESSAY...............................................................................................................3
Theories of motivation and its implication..................................................................................3
REFERENCES................................................................................................................................1

ASSESSMENT-2 ESSAY
Theories of motivation and its implication
Motivation can be defined as process which initiate, guide and maintain the goal oriented
behaviour. With the mode of motivation, the organization can raise the level of performance and
thus productivity of the firm (Alsawaier, 2018). This essay will discuss the various theories of
motivation and its implication towards the organization and its working.
Motivation is derived from Latin word movere which means to move and initiate action.
Motivation can be defined as inner process that will lead to initiate action and make the
performance of the work (Schunk and DiBenedetto, 2020). Motivation is highly important in
respect to an organization and workplace because with respect to motivated employees the
organization can raise the performance of employees and thus raise the organizational
productivity. With respect to motivation the organization initiate the action and thus along with
individual goal it can also accomplish the goal of the organization.
Importance of motivation:
Motivation is highly important in respect to an organization as well as from the perspective
of the employees too. This is because with the mode of motivation an individual objective would
be achieved along with the attainment of the goal of the firm. Motivation also lead to raise the
satisfaction of employees towards the job and thus lead to assist the employees towards the
taking of effective and productive moves (Fero and Dokoupilová, 2019). As motivation is a
psychological process which would lead to raise the will of employees to do the work as well as
lead to persuade other employees to take the same moves. In case of Morrison too motivation
plays an important role in terms of meeting the organizational goal along with the individual goal
too. This means Morrison with the aspect of motivating the employees raise the morale of the
employees so that they can take the most productive move and raise their performance along
with raising the productivity of the organization too.
There are various theories of motivation which are adopted by the organization and need to
be implemented by the firm. In case of Morrison it adopts various motivation theories and make
it implement in the organization. Following are the important motivation theories:
Equity theory of motivation:
This is an important motivation theory which state that there must be equality in terms of
treatment and payment. This means there must be equality in terms of input and output i.e. as per

the devoted input the organization need to give output to the employees (Perera and Sutha,
2021). In other words, as per this theory the people make comparison of themselves with the
other in the same work situation on the basis of input and output. Morrison with the persistence
of the equity theory follow the concept of equity in the organization under which it gives equal
benefit to the employees as per their input in terms of efforts and moves towards the
organization.
Maslow need Hierarchy theory:
This is also a major theory of motivation that deals with the need of an individual. As per
this theory there are majorly 5 needs which the company need to meet in order to motivate the
employees. The physiological is the first need under which the basic need of the individual is
meet. This include the need which is related with the food, clothing as well as shelter which is
meet by the Morrison with the mode of financial incentives and moves (Navy, 2020). The next
need is related with the safety need under which the employees demand safety in relation with
the job and family which need to be meet by the company in terms of providing financial benefit.
After the meeting of concern need the social need become active under which an individual
demand social status and reputation. The next need is the esteem need under which an individual
need in relation with the status in the society is demand by the employees which is usually meet
by the Morrison with the mode of enabling non-financial incentive. The last need is related with
the self-actualization need under which an individual would attain everything which it wants and
expect in its life. This need is generally unsatisfied because of the raising need of the employees.
Hertzberg two factor theory:
As per this theory there are majorly two factors which may include the motivators and
Hygiene factors. Motivators are those factors which may lead to raise the motivation of the
employees (Bevins, 2018). In case of Morrison it uses the motivators as recognition, personal
growth, job status and various other. However, the hygiene factors include the salary, policies
and rules, working condition, relationship with supervisors and colleagues. Here it is noted that
with the motivators lead to raise the motivation of the employees while the hygiene factors lead
to demotivate the employees and thus need to be avoided and minimised by company. Morrison
in order to raise the motivation of its employees focus towards the motivators in terms of
assigning responsibility, enabling growth opportunities and take various other moves so that it
can raise the level of motivation among employees and thus achieve success and growth.

McGregor Theory of motivation:
As per this theory there are majorly two categories of employees which can be
categorised into two types i.e. Theory X and Theory Y. Theory X include those employees which
need to be motivated by the means of supervision and guidance (Bartz and Kritsonis, 2019). This
means it includes those employees who have less interest in work and need continuous
supervision. Thus, in order to motivate those employees, the manager need to be cautious
towards the moves in terms of adequately monitor and supervise the employees. However, in
case of theory Y it includes those employees who are ready to work and have interest in the
work. In order to motivate the employees, company not need to adopt adequate or appropriate
move because here the motivation can be raised with the mode of non-financial moves. Thus, in
case of Morrison the company make differentiation of employees and thus with the use of most
appropriate method of motivation in terms of categorizing the employees it motivates the
employees.
McClelland's Human Motivation Theory:
As per this theory of motivation there are majorly three main motivators which may lead
to raise the motivation among the employees. These motivators include the need for
achievement, power and affiliation. It is to be noted that the concerned motivators are not
inherent and it needs to be created with the mode of organizational culture and life experience
(Johnson and et.al., 2018). With the mode of creation of such opportunity and organizational
culture the company can raise the success along with motivating the employees of the
organization. In case of Morrison the company with the mode of enabling power in terms of
sharing of power to employees raise their morale and motivation. In the same way the Morrison
also with the appraising the performance in terms of reward for achievement would work
towards the raising of employee’s motivation. The availing of affiliation to employees as per
their work would also lead to raise the employees' motivation. Thus, with the enabling of
concerned motivator and enabling of concerned opportunity to employees it raises the morale of
employees and thus enhance the motivation among the employees.
Vroom expectancy theory:
This theory aims to develop best employee’s performance based on individual factors
such as personality, skills and knowledge for experience enhancement diversely and abilities
practical enhancement among company workforce. The Morrison company, being one of the best

retail companies aims to adhere towards extended motivation standards by using the Vroom
expectancy theory, which further forms competitive vision. The following factors are crucial to
be evolved on business grounds, where expectancy efforts are correlated towards performance
domains, instrumentality is based on development for extensive scope growth. Vroom further
competitively aims to evolve on wider domains based on new motivation grounds, for optimizing
wellness based on technical goals and optimized criteria determined aspects within extended
scope.
The company leaders aim to adhere towards productive expansion on personality
training of all employees, strengthening skills by technical improvement and generating wider
employee’s performance based enrichment. Research has been also evolving to bring best
determined goals, for connecting towards motivation aspects and strengthening rapid innovation
paradigms towards technical productive scenarios. The vroom expectancy theory diversely
optimizes scope, and generate new profound enrichment for strengthening profound morale
within longer time period. Vroom expectancy theory also advances scope to productively
improvise new scale operatives, for technical oriented expertise for larger vision growth based on
new technical domains. Brand aims to adhere towards new scale profound working synergies, for
strengthening rapid empowerment and synergise new aspects for primitive engagement based on
profound determined scenarios. Vroom expectancy theory, diversely expands corporate role for
motivating company employees and forms integral importance on working grounds.
From the above essay it can be concluded that motivation is highly important in respect
to an organization that will lead to raise the performance of the employees along with raising the
productivity of the company. The essay also summarizes the various theories of motivation and
its impact towards the organization in terms of raising the employee’s morale and productivity.
The essay also summarizes the importance of motivation that it will lead to assist the employees
in taking up of initiatives and moves that will further lead to raise the success of the organization.

REFERENCES
Books and journals
Alsawaier, R.S., 2018. The effect of gamification on motivation and engagement. The
International Journal of Information and Learning Technology.
Bartz, D.E. and Kritsonis, W.A., 2019. The quest of managers to find the magic formula for
motivating staff members. Quest. 22(1).
Bevins, D.T., 2018. Herzberg's two factor theory of motivation: A generational study.
Fero, M. and Dokoupilová, L., 2019. Factors of work motivation and coexistence of generations
at the workplace. Vedecké Práce Materiálovotechnologickej Fakulty Slovenskej
Technickej Univerzity v Bratislave so Sídlom v Trnave. 27(s1). pp.15-24.
Johnson, and et.al., 2018. Part 1: Foundational theories of human motivation.
Navy, S.L., 2020. Theory of human motivation—Abraham Maslow. In Science Education in
Theory and Practice (pp. 17-28). Springer, Cham.
Perera, J.T. and Sutha, J., 2021. Application of Equity Theory on Adult Learning. In Research
Anthology on Adult Education and the Development of Lifelong Learners (pp. 591-610).
IGI Global.
Schunk, D.H. and DiBenedetto, M.K., 2020. Motivation and social cognitive
theory. Contemporary Educational Psychology. 60. p.101832.
Van Beurden J and et.al, 2021. The employee perspective on HR practices: A systematic
literature review, integration and outlook. The International Journal of Human
Resource Management, 32(2), pp.359-393.
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