Leadership Management: Analyzing Motivational Theories and Practices

This report delves into the critical importance of motivational theories in the workplace, examining how organizations utilize these theories to enhance employee motivation and achieve organizational goals. It focuses on two prominent theories: Maslow's Hierarchy of Needs, which outlines a hie...Read More

Managing people and
systems

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Motivational theories.......................................................................................................................3
Maslow Hierarchy of Needs........................................................................................................3
McClelland need theory...............................................................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6
Books & Journals:........................................................................................................................6

INTRODUCTION
Every organisation knows that they have to manage staffing people in the workplace
environment properly so it has to manage activities of the company (Leroy and et. al., 2018).
This is the reason that every organisation is focusing on motivating their employees but they find
that it can be more effective if they are using motivational theories for them. Motivational
theories give motivation to the employees in order to enhance and encourage towards
organisational goals and objectives. This report is critically analysing the importance of
motivational theories with the help of some examples. It shows that how organisation use
motivational theories.
MAIN BODY
Motivational theories
Maslow Hierarchy of Needs
Maslow need hierarchy theory is one of the most widely used to motivate in the
workplace environment as it is easy to apply and effectively in order to motivate employees
towards organisational goals and objectives (Mahto and McDowell, 2018). There many
multinational companies which use Maslow’s Hierarchy of need motivational theory such as
Tesco, Cadbury, Sainsbury, Unilever, etc. It consists of 5 important stages of this theory which
are very well explained through below mentioned points:
Physiological needs it is the first stage of Maslow’s Hierarchy of Needs in which
organisation need to focus on fulfilling the basic necessities of employees. The first motive of
every employee is to fulfil their basic necessity such as food, shelter, clothes, etc. There are
many organisations which fulfil their physiological needs by providing wages and salaries to the
employees which is fixed. For example, Unilever provide minimum wages to their employees so
that they can meet their basic necessities. It is really helpful to the employees in order to
motivate towards organisational goals.

Safety needs Safety needs is occur then employees meet their basic needs. It is very
obvious that every employee need safety and security in terms of their job and health. For that
purpose, Tesco and other multinational companies are providing insurance security to the
employees so that they can feel safety in the company.
Love/belonging needs It is identified that many organisation conducted informal
meetings which include parties and other business meetings that has a main purpose to improve
belongingness between employees so that they can reduce their stress by sharing their thoughts
(Heyns and Kerr, 2018). It really helpful in written in the workplace environment when
employees have some friends.
Esteem needs Large organisations such as Unilever, Tesco, etc. are always focusing on
fulfilling their esteem needs which include respect for employees. It can be done with the help of
performance appraisal and 360 degree feedback from the employees which motivate employees
in order to accomplish goals and objectives of organisation.
Self actualization needs In practically self-actualization needs are not achievable but
organisation tried to fulfil this need so that their employees are always become loyal towards
company (Chen and Tutwiler, 2017). Tesco offers plants of personal development in which
employees can develop skills and talents that helps in career development. It can be done with
the help of providing career development programs and reward and recognition in which
employees feel different from other.
After analysing of Maslow’s Hierarchy of Needs, it is analysed that this theory is easy to
apply in the organisation and that’s why organisation mostly uses this theory. But it is criticized
because it is based on narrow segment of human population.
McClelland need theory
The motivation would be described better with the theory of McClelland need. This theory is
based on the coordination among what an employer wants while working into an organisation.
This story believe in the environment and surrounding influence on the need of people. what
people see and experience becomes their want somehow. It is also known as learning theory
which make individuals learn through their experience and events occurred in their surroundings
and culture. The McClelland believes and observed that people react and behave in to different

manner when they have something superior than others. The main needs of the story are need of
achievement, need for power and need for affiliation (Prasad, 2020). In which, people get
motivated to work hard in order to achieve their goals and make them superior from others. It
demonstrates a behaviour of competition in which one individual does not want the other to get
the position before them.
The theory also believes in different behaviours of employees to get motivated. The
employees who are I need achievers are most small sophisticated and responsible towards their
work who required appreciation and feedback of their performance to analyse their achievement.
For example, organisations like Facebook and Amazon, the CEO of these organisations are high
achievers who do not hesitate in taking risk and their targets. Need for power is another
motivated factor in which an individual wants to have power on others by influence them
through their powers (Idowu, 2017). The individual who require high power are believe in
controlling and managing the work by all themselves and prefer to the leaders of group. In an
organisation, power holders are mainly the leaders and managers who could instruct employees
to make the work as per their orders. Need for affiliation, a person when achieve everything from
the organisation in terms of good salary power and position then they require some social needs
to maintain friendship and informal relations (Menard, Bott and Crossler, 2017). This people
want attention and acceleration from their peers in terms of friendship and care. For the people,
the friendship and relations are most vital factor which keeps them motivated to take applications
and greeting from the most that are valued.
CONCLUSION
This report has concluded that there are mainly two theories of motivation that describe the
human behaviour and the differentiation in terms of culture background. the report identify the
Maslow's theory of motivation and McClelland need theory .After analysing these theories, an
individual work into an organisation for achieving basic needs , job security human relations and
power and affiliation. These factors keep the individual motivated to work hard.

REFERENCES
Books & Journals:
Chen, J. A. and Tutwiler, M. S., 2017. Implicit theories of ability and self-efficacy. Zeitschrift für
Psychologie.
Heyns, M. M. and Kerr, M. D., 2018. Generational differences in workplace motivation. SA
Journal of Human Resource Management, 16(1), pp.1-10.
Idowu, A., 2017. Effectiveness of performance appraisal system and its effect on employee
motivation. Nile Journal of Business and Economics, 3(5), pp.15-39.
Leroy, H., and et. al., 2018. Managing people in organizations: Integrating the study of HRM and
leadership.
Mahto, R. V. and McDowell, W. C., 2018. Entrepreneurial motivation: a non-entrepreneur’s
journey to become an entrepreneur. International Entrepreneurship and Management
Journal, 14(3), pp.513-526.
Menard, P., Bott, G. J. and Crossler, R. E., 2017. User motivations in protecting information
security: Protection motivation theory versus self-determination theory. Journal of
Management Information Systems, 34(4), pp.1203-1230.
Prasad, L. M., 2020. Principles and practice of management. Sultan Chand & Sons.