What Are the Main Motivation Theories and How Could Science of Delight Replace Them?

In: Business and Management

Submitted By ktswar1
Words 558
Pages 3
There are many different motivation theories that are used day to day in the running of many businesses. The two main ones are Taylor Maslow (‘hierarchy of needs’) and Hertzberg (two factor theory)
Maslow’s theory is about how everyone has a ‘hierarchy of needs’ which is that everyone has similar types of needs, which can be sorted into a hierarchy. There are five main categories physiological needs (food, clothes, accommodation), safety (security from danger, safe working conditions), social (need to make friends and feel like you belong somewhere), esteem (having respect for others and self respect) and self-actualisation (achieving ones potential through actions and achievements). Maslow believed that if these were achieved then the maximum potential of the employee can be seen. Science of delight could easily replace this theory as one of the main issues on the hierarchy of needs is self-actualisation. Science of delight is all about how if employees know what the customer wants and needs it can empower them to do be more efficient in the work place. As Maslow states ‘A healthy man is primarily motivated by his needs to develop and actualize his fullest potentialities and capacities’; this directly links to science of delight, so can science of delight thus replace this theory, if in a way it is already included in it. To prove science of delight has the ability to replace Maslow’s theory, stronger evidence that the concept works would emphasise to the employees the importance of customer relations. This would then motivate employees to do better, thus replacing self-actualisation. In turn will replace the theory as without one part of the hierarchy, the rest can not be fulfilled, thus the motivational theory will not work.
Herzberg’s theory suggests that some factors have the potential to provide job satisfaction while others provide job…...

Similar Documents

What Is It About Theories in the Human Sciences and Natural Sciences That Makes Them Convincing?

...Over the past thousands of years natural science has been the focal point of scientific research, drawing in the world’s greatest minds as they attempt to solve the most puzzling and intriguing of questions. One such mind is Newton, who’s simple observations of an apple falling from a tree led to the recognition of one of the most remarkable scientific breakthroughs of our millennium, gravity. However, another field of science has emerged in recent times, the field of the humanistic sciences. While natural sciences concentrate on chemistry, physics, and biology, human sciences surround history, economics, anthropology, and psychology. However, as these fields attempt to answer age-old questions concerning human behaviour, and the laws of the world, it is easy to wonder to what extent we can accept their discoveries as fact. Furthermore, what causes these scientific fields to be so intuitively appealing? Finally, as the majority of research performed in both fields relies on observation, to what extent can we trust observations utilizing sense perception? And what are the limitations of this trust in our human sense perception? Despite these several questions, the natural sciences serves a significantly more convincing field than human sciences, as more scientific research can be validated and accepted as truth. Furthermore, the human sciences relies almost solely off perception of past events, or behaviour, which can be contorted by bias, as well as several other limiting......

Words: 721 - Pages: 3

Motivation Theories

...Chapter 1: Introduction to Employee Motivation 1.1. Introduction An issue which usually generates a great deal of attention from most managers, administrators and those involved in Human Resources Management is the issue of how to successfully motivate employee. While it is true that aspects like staff recruitment, controlling, managing, leading, and many more are of great importance to the success of an organization, Employee Motivation is generally considered a core element in running a successful business. 1.2. Statement of the Problem This paper attempts to discover the most important theories and approaches behind employee motivation, present different types of motivation, discuss their importance and provide recommendations and solutions to solving problems of de-motivated or unmotivated employees. 1.3. The Nature and Importance of Motivation Managers and scholars alike have long been inspired in attempting to find out why some employees tend to work harder than others. The study of motivation helps managers understand this variance in performance. Furthermore, knowledge of what motivates people allows managers to take ‘constructive steps’ to improve their employees’ work performance[1]. Before understanding the different types of motivation, we need to examine closely the nature of motivation. The term motivation derives from the Latin word movere, meaning, ‘to move’. This means that no one can understand a person’s motivation until that person ‘behaves or......

Words: 6844 - Pages: 28

Theories of Motivation

... Theories of Motivation Abstract Motivation is the enthusiasm that one possesses in order to complete a certain task, action or desired outcome. If one lacks motivation the likelihood of a prolific product or outcome is unlikely. In education, two forms of motivation are focused on in being pertinent to student learning: intrinsic motivation and extrinsic motivation. Examining the five theories of motivation: self-determination theory, attribution theory, expectancy-value theory, social-cognitive theory, and the goal-orientation theory gives educators an insight into various factors that influence the motivation or seemingly “lack of” motivation in everyday students. Educators are made aware of techniques they can use and those to avoid helping to influence each student’s academic motivation constructively. Realizing that motivation does not solely come from the student, but that other variables, controllable and uncontrollable, influence the academic motivation of the typical learner will allow educators, parents and the community to ignite an inexhaustible motivation in “all” students. Theories of Motivation Education for all students, regardless of their abilities, is a constant, increasing concern in our nation. Standards have been put in place for “all” students to achieve, despite learning disabilities, special needs, personal interests, backgrounds, or confidence/motivation levels. Many students are labeled as being unmotivated about learning...

Words: 2153 - Pages: 9

Motivation and Theories

...and Differences Edith Woodard Walden University Dr. Chappell PSYC-5240-1 Human Motivation March 13, 2012 Motivational Similarities and Differences 1. Motivational Similarities and Differences Human behavior is something that has become the focus of research all over the world. Everyone who is anyone wants to know what causes us as human beings “to do what we do, and to act the way we act.” Some say that “motivation is also a desire operating on the will and causing it to act.” (Merriam-Webster Dictionary, 2010, p.810). It is also considered to be “the primary driver of our behavior.” In times past “motivated behavior has also been studied as a rational attempt to achieve a specific articulated (or accessible) end or purpose, rather than as an attempt to fulfill an underlying emotionally-charged desire.” (Thrash & Elliot, 2001). “Most researchers believe that motivational theories explain the three interrelated aspects of human behavior which is the choice of a particular action, persistence with it and the effort expended on it, leaving it up to motivational psychologists to attest to these findings.” And to us motivation explains the why of our actions, and addresses the innermost parts of us which are our desires, or those buttons that are sometimes pushed that gives us that driving force to tackle things head on or maybe even act out of character. Our motivations say to us that we can make it especially when others tell us that we won’t, which......

Words: 1992 - Pages: 8

Explain Analytically, How Motivation Theories Could Help Managers Elicit ‘Discretionary Effort’ from Employees. Illustrate Your Answer with Suitable Examples of Hr Practices.

...Explain analytically, how motivation theories could help managers elicit ‘discretionary effort’ from employees. Illustrate your answer with suitable examples of HR practices. One of the most interesting fields of study in human resource management is that of motivation. Researchers have always tried to determine what motivates people's actions and, as a result, different motivation theories have emerged. But before these theories are examined, it should be made clear what motivation means. Lots of academics, including Beardwell and Clayton(2007), define motivation as willingness to exert effort for the realization of specific goals. When a person is motivated, his behaviour is based upon his or her individual needs. Many different factors affect human behaviour, so motivation could be described as a psychological process between the individual and the environment. According to Steers(1996), motivation is extremely important for understanding organizational behaviour. Herzberg also notes that specific attention should be turned to motivation, as it plays an essential part in work organizations. However, human behaviour varies from person to person, which means that people are often motivated by completely different factors. This variation in motivational variables means that it is difficult for managers to predict exact human behaviour or to manipulate employee's psychological willingness. That is the reason why there is no one best motivation theory or framework that......

Words: 2521 - Pages: 11

Motivation Theory

...MOTIVATION AND MOTIVATION THEORY  The term motivation is derived from the Latin word movere, meaning "to move." Motivation can be broadly defined as the forces acting on or within a person that cause the arousal, direction, and persistence of goal-directed, voluntary effort. Motivation theory is thus concerned with the processes that explain why and how human behavior is activated. The broad rubric of motivation and motivation theory is one of the most frequently studied and written-about topics in the organizational sciences, and is considered one of the most important areas of study in the field of organizational behavior. Despite the magnitude of the effort that has been devoted to the study of motivation, there is no single theory of motivation that is universally accepted. The lack of a unified theory of motivation reflects both the complexity of the construct and the diverse backgrounds and aims of those who study it. To delineate these crucial points, it is illuminating to consider the development of motivation and motivation theory as the objects of scientific inquiry. HISTORICAL DEVELOPMENT Early explanations of motivation focused on instincts. Psychologists writing in the late 19th and early twentieth centuries suggested that human beings were basically programmed to behave in certain ways, depending upon the behavioral cues to which they were exposed. Sigmund Freud, for example, argued that the most powerful determinants of individual behavior were......

Words: 2377 - Pages: 10

What Are the Causes of Crime and How Could Crime Be Reduced?

...laws is called crime. Nowadays, the reported cases of crime all over the world are alarmingly increasing. It is believed that the main reason behind this is the rise in population which will lead to unemployment. The crime can be reduced with the involvement of the government to the society. Firstly, I would like to state that the population of a country will be the first and foremost reason behind this increase in crime. Take Indonesia for instance, it is a developing country and in the prevailing scenario its population is sharply increasing, which creates a significant number of problems. With respects to that, unemployment is the major one, because of that, educated and sophisticated people survive without jobs and result in indulge in the crime to bear their expenses. To combat this grave problem, governments can arrange educational classes and programs to increase public awareness about the adverse effects of the increase in population. If the increase rate of population decrease, there will be less unemployment which will of course decrease the number of crimes. Eventually, after analyzing all the views, I would like to conclude that crime in any way is a major problem for any country. It needs a combined effort by governments and masses of any country to join hands together to fight against crime. Otherwise it is expected that it could be worsen in near future....

Words: 293 - Pages: 2

Motivation Theory

...PERFORMER “Why is employee’s motivation important?” it is because in today’s economy recession, it is more important than ever to have better motivated employees. A motivated employee is a productive employee. A productive employee is a more profitable employee. When people are not motivated, they become less productive, less creative and which could make the company loss their assets. When an employee works hard and believes there will be some kind of reward and does not receive one, the employee can easily stop the motivation of wanting to perform their duty. In order to enhance the connection between performance and outcomes, managers should use systems that tie rewards very closely to performance. Employees who are working hard every day want to feel needed and appreciated. Leaders or managers need to make sure the employees get what they deserve so that they would not feel useless and might make them less motivated to work. Motivating employees requires creativity and an understanding of the areas where employee performance exceeds organization's expectations. Motivation also may come for bringing improvement before become major problems. In order to improve the connection between effort and performance, managers should get a training to improve employee capabilities and help employees believe that added effort will in fact lead to better performance. 2.1THE EXPECTANCY THEORY Figure 2.0 Victor H. Vroom proposed the Expectancy Theory in 1964. Victor H. Vroom......

Words: 6073 - Pages: 25

How Managers Can Use Motivation Theories

...Motivational theories attempt to explain what motivates people to behave the way they do. Motivational theories can be applied to workplace settings to shed light into why some employees work harder or are more committed than others, which can lead managers to understand how to motivate each employee to perform at peak levels. Understanding how to apply motivational theories in the workplace can take your leadership skills to the next level. Ads by Google Business Plan Example Download Business Plan Template Fill the Blanks & Get the Job Done!biztree.com Step 1 Use traditional and innovative compensation strategies to leverage the expectancy theory. The expectancy theory puts forth the premise that for each specific task, employees will put forth an amount of effort commensurate with their perceived value of the compensation they will receive. Employees who resist taking on new job duties, claiming “I'm not being paid for this,” serve as an ideal example of the expectancy theory at work. Step 2 Tie compensation incentives directly into specific performance objectives to push your employees to excel. Give out generous bonuses to top performers, and use intangible rewards in additional to monetary compensation to reach employees on a deeper level, soliciting a deeper level of commitment to company goals. Related Reading: How to Make a Motivational Workplace Step 3 Institute employee development programs, employee recognition programs......

Words: 445 - Pages: 2

Motivation Theories

...Routledge ^___^ S % _ _ ^ _ Taylor & Francis G K Compensation, esteem valence and job performance: an empirical assessment of Alderfer's ERG theory CA. Arnolds and Christo Boshoff Abstract Improving the job perfomiance of employees has been the focus of many motivation theories, especially the need theories. These theories have however been questioned because of a lack of research on the causal relationship between need satisfaction and job perfonnance. Research on the link between the need satisfaction-job performance relationship and individual personality differences among people has also been neglected. This study addresses these research gaps as far as the intervening influence of personality variables on the need satisfaction-job performance relationship is concemed. The present study investigates the influence of need satisfaction (as suggested by the Alderfer theory) on self-esteem (the personality trait) and the influence of self-esteem on perfonnance intention (the surrogate measure for job performance) of top managers and frontline employees. The empirical results show that esteem as a personality variable exerts a significant influence on the job performance of both top managers and frontline employees. These and other findings provide important guidelines for managers on how to address the motivational needs of top managers and frontline employees in order to improve their job performance. Keywords Job performance; esteem......

Words: 5445 - Pages: 22

Theories of Motivation

...Theories of Motivation In the workforce today, there are many different viewpoints behind what motivates workers in their respective job functions. The work of Frederick Taylor, Abraham Maslow, David McClelland, and Frederick Herzberg have some of the most popular theories behind the motivation of workers and have been developed over the course of the past 100 years or so. However, it should be noted that all four of these respective theoretical approaches do not reach the same conclusions. The purpose of this paper is to summarize the views and theories of the four individuals mentioned above and to compare and contrast some of the similarities and differences as it pertains to the theories of motivation. The first theory of motivation that will be examined is the work of Frederick Taylor. Taylor put forward the idea that workers are motivated mainly by pay and financial income. His Theory of Scientific Management argued that workers need to be closely supervised because they do not naturally enjoy work. He argued that managers should break down production into a series of small tasks and that workers should then be given appropriate training and tools so they can work as efficiently as possible on one task at a time. Workers should be paid based off the number of items they produce in a set period of time. As a result workers are encouraged to work hard and maximize their productivity which equals a higher pay (Rue & Byars, 2014). Taylor's methods were widely......

Words: 1368 - Pages: 6

Motivation Theory

...Motivation How important is pay for motivating workers? Motivation Studies Findings: * Pay and benefits are important in encouraging staff to work well * most important: work enjoyment, work challenges and recognition Points to think about * why do you think that pay and bonuses are not the most important factor for all workers? * explain why “loyalty” and “working harder” are important to a business * why do you think “recognition” is important to many workers? is it important to you? Motivation The intrinsic and extrinsic factors that stimulate people to take action that lead to achieving a goal. Intrinsic motivation Comes from within satisfaction derived from working on and completing a task. Extrinsic motivation Comes from outside external rewards associated with working on a task (pay and recognition). Indicators of poor staff motivation Unmotivated or demotivated staff will not perform effectively, offering only the minimum of what is expected. This will impact productivity levels and the competitiveness of the business. Signs will include: * absenteeism * lateness * poor performance * accidents * labour turnover * grievances * poor response rate Motivation theories Content theories Individuals are motivated by the desire to fulfil their inner needs. They focus on the human needs that energise and direct behaviour and how managers can create conditions that allow workers to satisfy......

Words: 1016 - Pages: 5

Principal Practice Management - What Opportunities and Threats Did Mcdonald’s Face How Did It Handle Them What Alternatives Could It Have Chosen

...- 09901366442 – 09902787224 Principal Practice Management 1. What was the cause of fear in RBM? 2. What were the symptoms of fear displayed by RBM? 3. How did the RMO come to know of the war phobia of RBM? 4. What actions should be taken to avoid building up of fear among the troops? Which of these steps were taken by the officer? 1. Discuss merits/demerits of the role of strike, agitation and legal approach in union management relations. 2. What role does mutual trust play in building union-management relations? 1. What were the strengths and weaknesses of VSNL? 2. Do you think that VSNL should have changed its thrust from basic telephony to cellular services? 3. If you were the Deputy General Manager, what strategies would you have undertaken to deal with the competition? 1. What environmental factors influenced management style at Disney? 2. What kind(s) of organizational structure seem to be consistent with “Dream as a Team” ? 3. How and where might the informal organization be a real asset at Disney ? 1. How were principles of delegation and decentralization incorporated into Cine – Made operations? 2. What are the sources and uses of power at Cin – Made? 3. What were some of the barriers to delegation and empowerment at Cin –Made? 4. What lessons about management in a rapidly changing marketplace can be ......

Words: 1019 - Pages: 5

Theories of Motivation

...their science-based research and development (R&D) – these are factors that contribute to the revenue growth that helps build value for their shareholders. Their Group vision is to achieve leadership of the global tobacco industry, not just in volume and value, but also in the quality of their business. To be industry leaders they must continue to demonstrate that they are a responsible tobacco Group with outstanding people, brands and superior products. Their strategy to deliver this vision begins with growth and their aim to increase their global market share, with a focus on Global Drive Brands and other international brands. They try their best in looking for ways to lower cost, so that these savings will provide resources to invest in their brands, helping them to grow market share and achieve higher returns for shareholders. BAT also emphasises that they have to keep winning. By being a winning organisation, they can ensure that they attract, develop and retain the best people they need to deliver their strategy for growth. The BAT Group also states that its subsidiary companies and people are required to act responsibly at all times and they seek to reduce the harm caused by their products and their environmental footprints. This report will show how a General Manager of a subsidiary company of BAT, particularly Solomon Islands Tobacco (SITCO), uses theories of motivation to motivate his staff to achieve these goals and objectives of the BAT Group. 2.0 How......

Words: 3393 - Pages: 14

Theories of Motivation

...Chapter 5Theories of Motivation LEARNING OBJECTIVES After reading this chapter, you should be able to do the following: 1. Understand the role of motivation in determining employee performance. 2. Classify the basic needs of employees. 3. Describe how fairness perceptions are determined and consequences of these perceptions. 4. Understand the importance of rewards and punishments. 5. Apply motivation theories to analyze performance problems. What inspires employees to provide excellent service, market a company’s products effectively, or achieve the goals set for them? Answering this question is of utmost importance if we are to understand and manage the work behavior of our peers, subordinates, and even supervisors. Put a different way, if someone is not performing well, what could be the reason? Job performance is viewed as a function of three factors and is expressed with the equation below. [1] According to this equation, motivation, ability, and environment are the major influences over employee performance. Performance is a function of the interaction between an individual’s motivation, ability, and environment. Motivation is one of the forces that lead to performance. Motivation is defined as the desire to achieve a goal or a certain performance level, leading to goal-directed behavior. When we refer to someone as being motivated, we mean that the person is trying hard to accomplish a certain task. Motivation is clearly important if someone is to perform......

Words: 14120 - Pages: 57

Marvel Disk Wars: The Avengers | Eps8 Tarzan and Jane - Season 1 (2017) | хентай