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Analysis of The Theories of Employee Motivation

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Introduction

Motivation is the motor that makes us accomplish our objectives. Intrinsic or outward incentive is named. The concept is used by individuals in general, but can also be used in principle to describe the causes of animal behaviour. This essay concerns the inspiration of individuals. Different hypotheses suggest that motivation could be embedded in simply needs to mitigate physical discomfort and allow maximal gratification or could include such needs like food and rest or a desirable item, purpose, quality of life, or the ideal. Employees modify their attitudes by working faster or prioritizing their decisions once they feel they can earn any benefit. Incentives are therefore an ideal means to recompense initiatives and comportments often welcomed by the organizations. Employee rewards are granted in exchange for the actions and behaviour of employees which contribute to the organizational objectives, improve organizational effectiveness and efficiency and thereby produce positive results for the company and its employees. In this essay we will consider content theory and one process theory different pros and cons will be explained in connection with different motivation theories.

Evaluation and analysis

Content theory

The ideas of this theory reflect on the value of people’s needs. One universal trend is that individuals have a wide spectrum of needs. A desire is a ‘energetic’ human state when people feel bad in any regard. For starters, our need for food has been enhanced when we are hungry. To understand motivation, two features of needs are important. Next, we are inspired to meet a desire after it has been energized. We are trying to reduce the need. Hedonism, one of the first hypotheses of motivation, suggests individuals are mostly motivated to fulfil their own desires (seek gratification, escape pain). Hedonism has long since been displaced by more advanced ideas which clarifies the notion that needs to be inspired. Secondly, it begins inspiring us after we have fulfilled a need. We are no longer driven to eat after we have consumed satiation. We take up some demands and strive to fulfil them. An apparent need is something that motivates one at a certain moment. Obviously, our other desires dominate. Our innate and essential needs are instincts, which are crucial to our life. We have instinctive food and water needs. Many specifications have been learned. Our need for achievement is not high (or low) — we learn to have achievement (or failure). We are not born. Often the difference between innate and skilled needs is blurred; is we, for example, innate or qualified to socialize with others. 

Process theory

Method theories are also compared with variety theories, i.e. structures of concepts that describe the difference in a variable based on one or more individual variables, which describes how an individual shifts and evolves. Although philosophy of processes focuses on how something happens, it focuses on why something happens. Evolution through natural selection, continental drift and nitrogen cycle are examples of mechanism hypotheses. Process motivation theories are the psychological and behavioural mechanisms which motivate an individual to behave in a particular way. These theories basically analyze how the desires of a individual influence their actions to fulfil an objective relevant to those desires.

Content theory pros and cons

Content theory has pros as people aspire to fulfil basic inner requirements, according to the theories of motivation. Therefore, humans are not as alien as they seem. By introducing themselves to content-based behavioural ideas, leaders will consider the neural foundations that underpin the behaviour. Motivation material models are structured to recognize the unique interests of workers or organizations rather than pigeonholing entities in the form of personality. While every person has a wide number of needs in common with his peers, each person addresses these needs differently. Some people are very happy with their work, while others still harbour resentment towards their employers or their colleagues.

Content theory can take a lot of time. It is subject to increased error, particularly when relation analysis is used to achieve a higher degree of understanding. It is also without theory or too liberal efforts to draw concrete conclusions about the interactions and impacts that a thesis entail. It is reductive, particularly when it comes to complex texts. It tends to consist of word counts too much Frequently disregards the meaning of the document and the status of items that have occurred since the document. It can be hard to automate or compute.

Process theory pros and cons

Process theory has many pros as it is a motivation source. When employees are conscious that all employees receive fair treatment, then this motivates them because they know that when they work as a team, all employees receive good raises as well as a positive working climate which results in a greater productivity and performance in their job. In the case of businesses, the key cause for altercation between employees is the unequal and unequal manner in which employees of the same class get the same care from the company.

The disadvantage is Perception gap. The key issue in the motivational mechanism principle is that the expectations of the boss vary and a worker may believe like he or she operates the same as other workers but earns less pay. Nevertheless, another employee may be productive and effective in conjunction with his or her business, and that is why the employee improves. They are difficult to compare. Staff prefer to equate themselves to other staff and then claim the same position or wage as other workers, but we all know that each employee is different.

Maslow’s needs hierarchy theory

Under this philosophy, personal development is important to the progress of an organisation. Supervisors must learn to understand the needs of individual workers and to promote employee retention. If they do, the staff will make themselves more up-to-date and strengthen the organisation. This provides a partial list of different incentives, procedures and services that managers and their businesses can use to fulfil employee needs.

Different rewards are:

  • Reach a ‘comfortable’ wage
  • Comply with environmental laws and guidelines
  • Reduce redundancies and reductions
  • Give good wage to employees.
  • Provide specified explanations of employment

Adams’ equity theory

The principle of equality of John Stacey Adams helps explain that wages and benefits alone are not the explanation for this. This explains also why promotion or reward of an individual may have an effect on others that is demotivating. If people are treated equally or efficiently, they are more apt to be inspired and are more likely to be disaffected and demotivated when they be poorly treated. Employees are seeking to maintain a level playing ground between the feedback they give and the results they obtain, relative to the feedback and results of some. The idea that equity philosophy is an equal treatment that helps individuals to uphold justice within their co-workers’ and the organization’s relationships. 

Different rewards are:

  • Giving good quality wage.
  • Giving perception of equity.
  • Making the maximize outcomes.
  • Participating in inequitable relations to get the best.
  • Employees get a fair return.

Conclusion

In conclusion as in today’s workplace no single principle of motivation can be enough. Each theory of motivation has its advantages and drawbacks. An employee ‘s idea will achieve the best efficiency, but not by another employee. In the last decade, the operating climate of the company has changed significantly. Companies both decrease and grow (usually concurrently in multiple departments or hierarchy levels). Study in numerous regions and countries is being invested. Employees are distinguished by greater variety, with very diverse qualifications and demands. The way and place of work has shifted constantly in information technology. There are also popular new ways of management, such as e-commerce. 

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Analysis Of The Theories Of Employee Motivation. (2022, February 10). GradesFixer. Retrieved May 17, 2022, from https://gradesfixer.com/free-essay-examples/analysis-of-the-theories-of-employee-motivation/
“Analysis Of The Theories Of Employee Motivation.” GradesFixer, 10 Feb. 2022, gradesfixer.com/free-essay-examples/analysis-of-the-theories-of-employee-motivation/
Analysis Of The Theories Of Employee Motivation. [online]. Available at: <https://gradesfixer.com/free-essay-examples/analysis-of-the-theories-of-employee-motivation/> [Accessed 17 May 2022].
Analysis Of The Theories Of Employee Motivation [Internet]. GradesFixer. 2022 Feb 10 [cited 2022 May 17]. Available from: https://gradesfixer.com/free-essay-examples/analysis-of-the-theories-of-employee-motivation/
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