Motivation Theories in Global Organizations: A Report

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Management and Organisations in a Global Environment
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Executive Summary
Motivation is a kind of approach or a reason by which an individual creates its willingness
towards predefined goal. People need inspiration or motivation by external factors like
rewards, or their experience. There are various theories developed by the scientist who
proves that motivation always maximises the performance of an individual. This report will
discuss different methods which need to be addressed for understanding the concept of
theory. Goal setting and equity in the organisation is also essential for getting efficient result
or outcome in the organisation.
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Contents
Introduction...............................................................................................................................................4
McClelland’s work and theories of work motivation.......................................................................8
Goal Setting and its role in work motivation: the ‘Review &Agree ‘Process..............................9
Equity Theory.....................................................................................................................................10
Expectancy Theory............................................................................................................................11
Conclusion..............................................................................................................................................13
References.............................................................................................................................................14
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Introduction
In this research report research analysis the importance and components of Motivation which
helps to make an effective workplace were employees goal are to get the goal in any cost.
Motivation is a term which refers to the process or practice to encourage people in a manner
to get a goal or objective, the aim of motivation to get a better performance which changes
the negativity into positivity. In everyone’s life stress and pressure always an issue of poor
performance which can be better if a good motivator can motivate a person. Motivation is one
of the important factors to appreciate and support a person it is usually used by the
organization workplace where employees are under pressure, anxiety issues they need some
boost up to regenerate the energy or believing them self to work effectively.
Here the researcher discussed the theories and content which have different techniques and
process of motivating employees who will be effective and useful for the organization. There
are different theories which researcher mentions are McClelland's theories, Equity theories,
Expectancy theories which can use by a different organization different theories. Every
organization pressure level is a different and different strategy for getting the goal so the
researcher suggests various theories for the type of organization.
Motivation can be taken as an essential tool to make the employees engaged with the
working culture of the organization. Employees of an organization are the crucial need of
company as they provide accuracy and efficiency to the working culture of the organization.
The motivation can help to achieve some other benefits also for an example this is necessary
for the employer to interact with the employee to make them feel motivated. This interaction
can help to achieve a strong communication level. Strong communication leads the
organization towards growth and success
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.
Topic: Motivation: Process Theories General Framework
Map of the various theories of work motivation and explain the map distinguishing the
differences between content and process theories of work motivation
Motivation is a process of stimulating human behaviour, it helps to determine the
psychological perception and capabilities of individuals. Another advantage of this process is
that it encourages them to face the problems and also gives them significance to understand
their ability which helps them to perform better. Motivating others is not just a process it
includes the sentiments and emotions of others so to motivate some this is most necessary to
understand the actual scenario. For example in an organization Mr A is working from last
2years and he got a promotion the promotion made him feel motivated and he became more
encouraged towards his work.
Motivation Theories are the techniques given by different theorist who researches and
suggest which is very important for every organization (Breaugh, 2018). There are two types
of motivational theories which include content and process theories:
Figure1-Motivation Theories
Sources: (Breaugh, 2018)
Difference between both content and process theory
Content Theory
The first theory is Content which is also called need theory, who concentrate on the needs
and wants of any employees or individual. It identifies the expectation or what they need
which can motivate their performance. It includes theories like Maslow’s Theories, Alderfer’s
Theory, Herzberg’s Theory, McClelland’s Theory. There are theories with one objective to
motivate the employees (George, 2019).
1. Maslow’s Theories
It is a theory of Abraham Maslow theory which is basically focused on the deficiency need and
growing need of the employees. Deficiency need is a kind of need where includes
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psychological needs, safety needs and social needs of the employees. Growth needs are also
important for the employees which include esteem needs, self-actualization need. Maslow's
theory is mostly used by a different organization which focuses on the needs of the
employees which satisfy the employees and motivate them for getting the organization goal
effectively.
Figure2: Maslow’s Hierarchy of Needs
Sources: (George, 2019)
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2. Alderfer’s Theory
It is a theory also analysis and conceptualizes the need of human; it is also called EGR which
stands for Existence, Relatedness, and Growth. Existence defines the basic need for any
employee which is like deficiency needs of any employee. The employees have a basic need
which should be needed which makes them work and hope to fulfil that needs.
Relatedness is the needs of an employee which include esteem and social need was
employee expect self-respect and belongingness in the workplace. The employees have to
feel free to share his or her views. Growth is an important need which bothers an employee,
which include the need for self-actualization, achievements, get success (Lloyd, 2018).
Process Theory: It refers to the behaviour and psychological needs which can motivate a
person or individual. There is some process of theories are an expectation, goal setting,
reinforcement. It includes some important theories like Equity Theory, Vroom’s expectation
theory, Porter-Lawler Theory.
1. Equity Theory
Every Employee needs a fair environment were their expectation is to be equal rules for
everyone in an organization workplace. This theory says that equality motivates an employee
to work effectively. An unfair workplace de-motivates the employees and can be a bad effect
on the organization (Olivier, 2018).
2. Porter-Lawler Theory
It is a theory which beliefs in appreciation or rewards can be a good motivating tool, after
completing any work is driven by an award or certification can help an employee for better
performance and motivate to get the organization objective (De Simone, 2015).
Figure3: Porter-Lawler Model of work
Sources: (De Simone, 2015)
So from the entire explanation it is concluded that how both theories are different from each
other Content focuses on the need and shaping the need of an individual, it tries to solve the
unsatisfied need of an individual. Process theory is a psychological process which motivates
an individual, it appreciates the different or innovative ideas of employee and rewards the
employees for motivating.
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McClelland’s work and theories of work motivation
McClelland’s Theory is a theory which focused on motivation and its needs. Motivation plays a
vital role in an organization to inspire or encourage the employees to understand and
determine the positive aspects of the scenarios. The main concern of the model was to attain
some significance, which helps achieve positive willingness and organizational growth. The
McClelland’s theory s was attentive on the need of achievements, needs of affiliation and
need of the power of the employees. According to McClelland motivation helps to link the
people with a good culture and also provides a significant benefit to the organization that
takes it towards growth (Saracho, 2019).
Figure4: McClelland’s
Needs Theory
Sources: (Saracho,
2019)
There are four different types of motivational need according to this theory which includes:
1. The need of achievements- For any random person career, family, job is the
achievements but after start working with any organization the expectation of that person is
going high and tries to achieve more. The goal of any employee is to take responsibility and
contribute to the society which can motivate them. Success is the key to everything, an
employed person needs growth and development in every stage of his or her life.
2. The need for Power- If management is providing power or responsibility to an employee it
gives a good reputation, status in society. A position represents the skill, talent and ability of
any person, good position helps an employee to motivate and work effectively of any
organization. The need for power is for everybody in an organization power shows
development.
3. Need for affiliation- Affiliation defines grouping when people are starting to obey the
behaviour of the affiliation. They start loving the belongingness with the people around them
they stop feeling the pain of rejection. The need of affiliation cannot go well with the power
need.
4. Need for avoidance- when people have anxiety issue they are fear to face the problems of
feedbacks of their work, rejection, fear of success which can affect an employee and make
him or her de-motivate. They start avoiding problems.
McClelland believes that this needs of an individual or employee are acquired over a period of
time and help the lifetime.
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Goal Setting and its role in work motivation: the ‘Review &Agree ‘Process
Goal setting is a kind of theory were the main focus in on the objective and for management
of better performance. It is a type of theory which makes employee clear about the goal and
importance of the goal which they have to achieve. It is a kind of motivating states which
challenge the goals along with feedback and helps to make a better performance. It shows
the directions and controls the employee about what they want to get success and giving their
efforts to give to achieve the goal. Edwin Locke built five principals of setting goal theory:
1. Clarity: When employees clear about time which helps the organization to achieve
success easily. It helps to reduce the chances of unnecessary efforts which are estimated by
the employee. Clarity is an important factor of any organization which reduce conflict, stress,
fearless.
2. Challenge: It is the essential characteristics of goal; motivation comes with achievement. It
increases the possibility of success and motivates or inspires an individual from inside. It will
boost enthusiasm in people and inspire to work hard (Jordan, 2019).
3. Commitment: Every goal is approved or agreed if it will be efficient. Employees are not
part of creating a goal. They are the one who is into the goal. If their participation is more in
the management, then their ideas are also involved in setting plans and making the decision.
4. Feedback: The effectiveness in goal which also includes feedback. It helps to offer various
opportunities which clarify the things, purpose reorganization and balance the difficulties.
Feedback identifies the mistake and provides direction to correct the respective error.
5. The complexity of task: This factor shows the requirement of success, i.e. self –
efficiency and goal commitment. The two factors have become the complexity of the task.
a) Self – efficiency: If an individual has self-efficiency factor it has full self-confidence and
trust that individual has self-potential to complete the specific job. If the performance rate is
higher than self-efficient, then there is a possibility of achieving success. Individual may face
numerous challenges during the completion of the job, but if performance is lower than
expected, it might be a possibility that the individual may quit the job (Werner, 2019).
b) Goal Commitment: According to the goal-setting theory, every goal must be open, and it
should be broadcast. It will be more appreciated if goals are set by it rather than designated.
Individual must set the target according to the organisational purpose and its vision.
To determine the goal or objective most necessary thing is to understand the needs of
organizational structure. The report helps to determine and address the objectives which can
help to understand and define the goals in briefer.
The setting of goals must be required to agree on from that individual who is participating in
the task directly or indirectly. It is the responsibility of the individual that the participators and
contributors fulfil all the requirement of goal setting.
Advantage of Goal setting theory
1) It helps to increases the possibility of the incentive of the employee. Incentive raises the
motivation factor in because it is part of the reward system.
2) It improves the feedback quality from the higher authority of the organisation. If employees
sets goal according to the organisational requirement it will enhance the growth of the
organisation and assist in getting proper vision (Kiruja, 2018).
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Equity Theory
The equity theory refers to the management of equal availabilities and opportunities for the
employees of an organization. Equity theory motivates the individual to gain some positive
aspects to grow their career and develop future goals. Equality provides employees with
some positive aspects which help to grow with the organization. Equity theory is a process
which implements by the organizations to achieve organizational growth. The equity theory
contains some concepts and strategies which helps to increase the involvement of employees
towards their work. In the current time, the most needed thing for employees is to get an
environment which helps them to achieve and implement their own goal and objectives. The
process of equity helps to determine some concepts to attain a good organizational structure.
In the current world of competition, a good working culture is most necessary for the
organizations to set a benchmark (Wang, 2018).
The main concern which discussed in equity theory focuses on the capabilities and skills of
the employees. This is necessary for the organization to hire the talent as per the needs and
requirements but the other aspect includes the efforts of employees given to the organization.
To achieve balanced equity the most necessary thing is to make a perfect balance between
the efforts of employees and their wages.
For equity theory there is some referent group by which people compares themselves with
others:
 Self inside: It is about the personal experience within the current organisation of the
individual. Comparison with their own selves and observe their input and output.
 Self outside: This observation is when an individual experience with other
organisation. Like its past organisation observation. Due to this comparison will get
more accessible from the last and current organisation.
 Other –inside: This comparison in between the existing organization among
employees to employees. In the same organization, there are different kinds of
personality and behaviour and attitude is varying from person to person. Some follow
equity theory and some not.
 Other –outside: This comparison made between the individual or other organisation. A
person compares themselves with other people of some other organization (Klaic,
2019).
Example: If a software engineer compares its salary with other software engineers within the
organisation then it belongs to the others-inside of referent group. If they are comparing with
other software engineers or other organisation, then it belongs to the outside-outside referent
group. If they are corresponding with its last organisation, it is Self-outside referent group.
Example of equity theory: Most commonly these phrases used in the organisation like
“Somebody is earned more as its effort is less according to pay”. “Did you notice new joiners
get more salary according to experience employees”?
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Expectancy Theory
This theory was developed or stated by Victor H.Vroom in 1964 the theory focuses on the
expectations or prospects of the employees. As the theory focuses that the employees can
achieve the output as per their input if they achieve and define the expectancy of the
organization. Another aspect is for the organization to achieve a balanced working culture
organization also needs to understand the employee's expectations.
Example: Team leaders work to provide the work and feedback to the employees. But they
can achieve some effective working culture as if the will give some motivations to the
employees these motivations will help them to achieve good and effective results. The
communication between employee and employer provides a positive impact on the
development. (Kohli, 2018).
This theory depends on three variables are mentioned below:
1) Expectancy (effort-performance)
This concept focuses on the relationship between the efforts and performance of the
employees. If the employees give good and efficient efforts then they will be able to achieve a
good and strong performance level. The strong level of performance helps employees to
accomplish organizational expectancy.
Example: if the employees focus on the targets or task of the manager crucially then they can
achieve the acceptance of the organization.
Instrumentality (Performance – Outcome)
This variable represents that if an individual achieves the set target, it will surely nominate for
the reward.
There are some factors which measure the performance of variables like input and output are
exactly according to the expectations. The selected individual is trustworthy or not. There is
transparency in the decision-making process.
Example: If Mr X achieves the entire set target, it will be sure that he got a promotion.
2) Valence (Outcome – reward)
This variable is different from above to it is for the long-time goal, if it is achieved surely,
individual will reward. It is de-motivation too because if the individual does not want a
promotion, then it will not try to make the target.
The formula of expectancy theory is:
Force of Motivation=Expectancy * Instrumentality * Valence
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Figure 5: Expectancy theory
Source: (Author, 2019)
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Effort
Achive target, if
work hard.
Expectancy
Performance
Achive target,
will rewarded.
Instrumentality
Reward
desirable?
Valence