Analysis of Motivational Theories and Employee Engagement Report

This report delves into the critical aspects of employee motivation and engagement, exploring various motivational theories and their practical applications within an organizational context. It begins by examining Douglas McGregor's 'The Human Side of Enterprise,' contrasting traditional management approaches with the importance of understanding employee needs. The report then analyzes Maslow's Hierarchy of Needs, emphasizing that money alone is insufficient for employee engagement, particularly at higher management levels, and highlights the significance of recognition, responsibility, and opportunities for growth. Furthermore, the report discusses Herzberg's Two-Factor Theory, differentiating between hygiene factors and motivators, and the Human Relations Theory, which underscores the importance of human interactions and relationships in fostering employee satisfaction and productivity. The report concludes by synthesizing these theories to provide a comprehensive understanding of how organizations can effectively motivate and engage their employees to achieve their goals.

Academic Research and Writing
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Table of Contents
INTRODUCTION ...............................................................................................................................3
TASK 1.................................................................................................................................................3
TASK 2 ................................................................................................................................................4
Money is the key to employee engagement.....................................................................................4
TASK 3 ................................................................................................................................................6
Introduction .....................................................................................................................................6
Body paragraphs..............................................................................................................................6
Conclusion ......................................................................................................................................9
CONCLUSION ...................................................................................................................................9
References..........................................................................................................................................10
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INTRODUCTION
Employees are the most valuable element for a company and it helps an organisation to
grow. Human resource department of a company focusses on the management of employees in the
organisation. They formulate policies to help them grow and improve their skills. They have to be
motivated so that they can perform to the best of their abilities. A company should adopt
motivational theories to find out the needs of their workforce. Each employee has its own needs and
it has to be identified by he company (Chand, 2016). The report consists of comparison between
different motivational theories tat can be applied in an organisation
TASK 1
The Human Side of Enterprise has written by Douglas McGregor that defined that its has
past conceptions that nature of man are inadequate and in many ways incorrect. Under conventional
conception of management task's section, the support of human resource to meet the organizational
requirements can de divided into three propositions. In this context, management has responsible
for developing an productive enterprise to run the business more successful (Armstrong and Taylor,
2014). Without active intervention of management, the employees becomes passive as well as
resistant to accept the new things which has unable the company to meet the business needs. The
conventional theory has delivered several benefits to both the firm and its workers. mic enterprise
today is fashioned from propositions and beliefs such as these. Conventional organization
structures, managerial policies, practices, and programs reflects various assumption of enterprise. In
this regards, it has created a confusion for the management of company which strategy or approach
has required to adopt (Bratton and Gold, 2012). In order to this, first is The Hard to the Soft
approach that defines that management can either be strong of hard. Here, the behaviour of the
employees have closely supervised with tight control. Another extreme is management can be soft
or weak where the management has tried to meet the demands of the employees. Both the
approaches have followed from last past century and from this, organization has learned various
things from it. Hard management approach has included some limitations such as force breeds
counterforce, restriction of output,militant unionism, antagonism and subtle but effective sabotage
of management objectives (Bruce and Nyland, 2011). On the other hand, Soft management
approach has also consisted various boundaries like ineffective management of the people, taking
personal advantages of giving authorities and facilities etc. The next section of The Human Side of
Enterprise reflects that is the conventional view correct? The findings have emerged from the social
science challenge which include set of beliefs about human and man nature and their relation with
the task management. It cannot be deny that human behaviour in industry has changed with the time
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and which have also changed the meaning of management (Gannon and Boguszak, 2013). Beside
this, the next section is relating to why the conventional approach of management is inadequate is to
consider the subject of motivation?. From the research and statements of Douglas McGregor, it has
found that physiological and safety needs has most important for motivating the staff of the
organization. According to his, man is a wanting animal who's desires and wants never end. After
completion of one, the next one become raise and this cycle continuously run. For motivating the
employees in the right direction, it has important to meet their physiological needs first such as rest,
exercise, shelter, protection etc (Guha, 2010). But Douglas McGregor has also stated satisfying
needs some times not be a good motivator to bring the changes in behaviour. This is a significant
fact which has continuously ignored in conventional approach to the management people. Some
times, completing one need after the next has considered by the people as a security. So, when the
management of organization has meet all the needs of the employees than they will able to take risk
in their life to perform their roles and responsibilities in right manner (Hendry, 2012).
TASK 2
Money is the key to employee engagement.
Maslow’s Hierarchy of Needs:
Maslow has identified the factors that motivates the employees in the organisation.
According to him, there are five stages which decides the needs of an individual. Once a particular
needs of an individual is satisfied he moves up in the Maslow's need pyramid. The five stages of
motivation are:
Basic Needs: These are basic needs which are required by an individual. It includes good
working condition. basic salary, health and safety etc (Herzberg, Mausner and Snyderman, 2011).
Safety: After fulfilment of his basic need a person desires security and safety in the
workplace. In includes growth opportunities, health, good working environment etc.
Belongingness: In consists of person relation and social needs of an individual.
Esteem: It includes respect, achievements, self esteem etc (Kremer and Hammond, 2013).
Self actualization: It is the highest level in the pyramid and it consists of creativity and
accomplishment of personal goals.
All these stages in the need hierarchy theory can be used by the management to design the
reward system in the organisation. It can be seen from the theory that money alone cannot motivate
an individual or engage him in the decision making of the company. An employees needs
recognition and responsibility in his work. Most of the top level managers are not motivated by
money (Maslow, 2013). They want to contribute in the success of the organisation. A person who
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has reached the level of self esteem and self actualization cannot be engaged by the monetary
benefits alone. Those people who are at the basic and safety level can be motivated with the help of
money. They will feel more engaged and involved in the company if they get monetary benefits. It
is for the same reason that Maslow has made five different levels of motivation (Noltemeyer, Bush
and et.al., 2012). The HR policies of an organisation is also deciding keeping in mind the needs of
an employee. The lower level employee are more in number and all of them cannot be involved in
the decision making. They are the people who can be motivated by giving bonus, incentives and
other monetary benefits. But as the level of management increases the needs of the employees also
change. They need more challenges in their work. They are not driven by money alone. They need
involvement and authority in the company. So, it is important to analyse the needs of a person
before deciding his reward system (Sandhya and Kumar, 2011). It can be concluded from the
Maslow’s Hierarchy of Needs theory tat money alone cannot help in the employee engagement.
There are many other factors that have be considered apart from that. The senior level managers
may require challenges, responsibility and contribution in the decision making which are all non
monetary aspects of the reward system.
Human relations management theory
Human relations theory of management has proved that human relations are the most
important factor that affect the productivity and performance of an employee. This theory was
developed by Elton Mayo through an experiment. It has three major points:
 It focusses on the organisational structure which given more freedom to the employees.
 It ensures that there is effective communication system between all the levels of
management (Wininger and Norman, 2010).
 It helps in the development of an effective leadership style which allows the growth of all
the employees in the company.
It has helped many companies to change their management and reward structure. This theory
shows tat money is not the key factor for employee engagement. There are many other factors like
human relations, friendship, respect which motivates an employee. Many companies have lot of
monetary benefits but still their employees are not satisfied (Adzei and Atinga, 2012). They need
participation in different processes of the company. Human relations are also considered very
important. An organisation which has adopted this management style focus more on employee
participation. They give their employee more freedom to try their own ideas and give opinions in
various processes of the business. The flexible and more lenient approach of the management
makes them feel better (Dörnyei, 2001). This satisfaction level cannot be obtained with the help of
money. Money is an important factor to motivate the employee but it is not a key factor for
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employee engagement. It is a mode of reward and appreciation for the performance of a person. It
has been found that most of the people need recognition in the company. They want to become an
integral part of the organisation. Money would not help all those person to accomplish this
objective. Human relations theory aims to build good relations between organisation and their
employees (Keller, 2009).
TASK 3
Introduction
Human resource consider as a valuable assets for the organization because without them it is
not easy to run the business in right manner and achieve aim and objectives. There are various
benefits that can be gain by a company by a good and skilled employees. In this context, it has
important to increase employee engagement which can only possible by various motivational
theories (Moody and Pesut, 2006). The present task is relating to motivation theories and employee
engagement. In this context, several types of motivational hypotheses will be discuss that ensure
staff engagement.
Body paragraphs
In the present time, to achieve sustainable competitive advantages, organizations have
needed to develop a right workforce. In this regards, the management has to be ensure that the hire
employees have skilled, experienced, intellectual and creative (Pujari,2016). In this context, first
motivational theory is ‘Frederick Herzberg's two factor theory’. It has ensure the management of the
companies to proper engagement of staff. According to the following hypotheses, there are some
factors which has increase dissatisfaction level in the employees in the case of their absence but
their presence many not be motivated them. These are called hygiene factors like healthy working
conditions and environment, salary, company policies, etc (Williams, 2008). On the other hand,
opportunities of promotion, growth, responsibilities, recognition of the work, incentives, fair wages
etc. are those elements which are actually needed to motivate the workforce. The absence of these
factors have really demotivated the employees at the workplace.
The application of Frederick Herzberg's two factor theory can be understand by an example
in the context of engagement of employees (Riley, 2016). Apple has provided various facilities to its
staff like very good salary packages, positive and creative working environment, freedom, etc with
the aim of motivating them in the right direction. But along with this, company has also delivered
several motivational factors like growth opportunities, rewards on best performance, incentives,
appreciations etc in terms engagement of employees so that they can raise their efforts level to meet
the Apple's aims and objectives (Motivation, 2016).
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On the other hand, it is not needed that Frederick Herzberg's two factor theory can increase
engagement of all the workers and motivated them in order to accomplish the company aim and
objectives. So, in this context, another theory is relation to employee engagement is Abraham
Maslow's theory of motivation. With the help of this, the management of an organization can
determine individuals physiological, security, social, self-esteem and self-actualization needs in
appropriate manner. By doing this, it can be easy to motivated the staff members in the right manner
by meeting their needs. When the lower needs of employee has completed than worker will
automatically motivated towards the higher level needs.
The practical application of Maslow's theory of motivation can be seen easily at workplace
of Apple. This organization is a successful leader in technology sector where management has
encouraged its employees to developed new products which are unique in nature and good in
quality. At the time of implementation of Maslow's theory of motivation, company has firstly
considered the lower needs of employees. Under this, management has meet physiological needs of
workers by giving on an average wages about to $ 108,483 (Motivation, 2016). In addition to this,
Apple has emphasized on safety needs of employees by developed and imposed various health and
safety standards, installing different hazards control equipment etc. After this, the management has
move one towards accomplishment of higher order needs of staffs by self-esteem needs. In this
context, several kinds of recognition of work and rewards have given to the workforce in the form
of bonus of salary from 5%. Along with this, Apple has also offered a free Iphone to those
employees who are working good in their areas (Armstrong and Taylor, 2014). Therefore, company
has effectively utilized Maslow's theory of motivation as a perfect strategy to increased engagement
of employees in the work.
But there are some limitations of Maslow's theory of motivation because it has always
focused on higher order needs without completely meeting lower level requirements and desires.
Along with this, with the help of this hypotheses, the management has unable to determine
individuals needs level (Bratton and Gold, 2012). Along with this, it has not empirically supported
employee engagement in proper manner. In this context, Apple company can apply McGregor
Theory X and Theory Y in their organisation. It has two main factors X and Y. The X factor
suggests that employees are lazy and they dislike work. They are not ready to take responsibilities
in the company (Stewart, 2010.). The management needs to control these employees as they won't
work efficiently on their own. On the other hand, Y factor says that the employee are ready to face
challenges and take responsibilities in the company. They only require guidance from the
management and they are highly motivated. Apple company has given more freedom to theory Y
employees so that they can contribute in the success of the organisation. On the other hand, theory
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X employees are given targets which they have to achieve in the given time frame. Theory X
employees needs more motivation than the Y factors (Gannon and Boguszak, 2013).
It can be seen from the above that McGregor Theory X and Theory Y is difficult to
implement in the real business environment. It creates a difference between productive and non
productive employees. Furthermore, Apple company has to spend more money in retaining the less
productive employees (Guha, 2010). They should have been spending this money in compensating
the performance of efficient employees. McGregor Theory X and Theory Y has many limitations
and it creates problem in the company.
The motivational theory of Elton Mayo aims to fulfil the social needs of the employees as
well. He believed that money alone cannot fulfil all the needs of the employees. The theory aims to
involve the employees in the decision making process in the company (McConnell, 1996). It is
important for the company to maintain good communication between the different levels of the
management. Furthermore, the leadership style should also support the employees and give them
more freedom to take their own decisions. It will improve the productivity and efficiency of the
staff. They can develop themselves and take challenging positions in the company (Hendry, 2012).
Apple company can use the motivational theory of Elton Mayo. It will improve their
coordination and team work. It will allow them to establish better communication between their
various departments. This theory will ensure that the employees are involved in the decision making
and their opinions are used by the company. It will remove the barriers of communication and will
allow the workforce to develop their skills and knowledge. This strategy is very beneficial for the
future of the company as well. It will also reduce the employee turnover.
It would be better for a company to use more than one particular motivational theory. Apple
company can use Maslow’s Hierarchy of Needs theory and Herzberg framework. It will help them
to identify the needs of the employees and their satisfaction level. Furthermore, it will reduce the
dissatisfaction among the employees and the entire company will be benefited from it. So, it would
be better for Apple company to adopt more than one theory in their organisation. It will reduce the
limitations of a particular theory (Herzberg, Mausner and Snyderman, 2011).
Due to certain limitations of Mayo Elton's motivation theory, most appropriate motivational
theory is ERG which has designed by Clayton Alderfer. Under this, needs of employees have
divided into three sections existence needs, relatedness needs and growth needs. In existence needs
include basic needs of a person which has completely similar with the physiological and safety
needs (Kremer and Hammond, 2013). On the other hand, in relatedness needs, it has motivate the
employees to develop and maintained significant interpersonal relationship with same and various
level of management. It has directly supported self esteem needs of the workers at the workplace.
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Beside this, growth needs have included those needs which has related to self development and
personal growth of individual employee. In order to implement ERG theory, the management has
required to understand the needs of the employees that must be satisfied at the same time (Maslow,
2013).
Application of ERG theory can be understand with the help of Apple company workplace.
Before moving towards higher level needs, management has satisfied employees basic needs. By
doing this, it has easy for the organization to motivated the staff and increase their engagement in
the work (Noltemeyer, Bush and et.al., 2012). If higher level of needs still remain unfulfilled than
Apple has adopted various new techniques and methods to complete them and ensure that they self
motivate.
Conclusion
From the above discussion, it has found that there have various motivational theories which
has helped Apple in increase employees engagement and motivating them in the right directions. All
hypotheses have certain limitations and benefits that helps organization in developed an effective
workforce to take competitive advantages.
CONCLUSION
It can be concluded from the report that motivational theories play a major role in the
development of the workforce. Human resource is the most valuable element for a company and
their contribution cannot be overlooked. Money alone cannot help in motivating and involving the
employee in the decision making. There are many factors which depends upon the needs of an
individual. Some other factors which motivates employees are recognition, growth opportunities,
involvement in the decision making and human relations in the work place. But it is important for a
company to adopt more than one motivational theory in the company. It will allow them to grow in
an effective manner.
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