Assess the motivational theories and their impact on employee effectiveness and organizational performance
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Motivation refers to a technique used by a manager of an organization to eventually influence employee actions in a desired way. Therefore, motivation is all about achieving an organization’s main goals by sustaining their employee’s needs. This study assesses the motivational theories, their application in different working environments, and how they impact employee effectiveness and organizational performance. Motivation theories refer to how a manager can learn and understand what his employees want in order to achieve his objectives.
What is the impact of employee motivation and its effect on employee performance? Motivation brings about high employee retention, and overall improved health and well-being of the workers, it develops competencies among others. Also, employee motivation impacts organizational performance through increased productivity, high-quality output, boosted performance, etc.
How can motivation theories help with improving organizational performance? These theories can help an organization’s management determine the best way to achieve a business goal or work toward a desired outcome. There exists a number of these theories of motivation namely; Herzberg’s Two-Factor theory of motivation, Maslow’s Hierarchy of Needs, McClelland’s Three Needs Theory, and Taylor’s motivation theory among others which are exhausted in the following sections of this study as well as their impact on organizational performance.
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Assess the motivational theories and their impact on employee effectiveness and organizational performance a Case Study
Key Learning Outcomes
By the end of the case, students should be able to:
- Understand the concept of motivation theory and how it can help a company to achieve its goal or work toward a desired outcome
- Understand the various motivational theories and how they impact employee effectiveness and organizational performance
- Apply the theories to real company cases
1.0 INTRODUCTION
According to the Word Web, motivation is defined as the psychological trait which incites a person to work more in order to attain the desired goal. Simply put, motivation gives reason for the action, purpose, or direction of a certain behavior.
In the former times, a good manager was presumed to be that one who stands over the employees as they execute their work and the one who issues out the orders to be followed. However, a manager who makes his employees the basic decisions and improvises for ways how to execute their work is at times not what an organization really needs. This is so because it would strongly affect the productivity of the organization. Managers controlling their employees might have been effective during the old days but currently, a better way must be established. This study assesses the motivational theories, their application in different working environments, and how they impact employee effectiveness and organizational performance.
What is the impact of employee motivation and its effect on employee performance? Motivation brings about high employee retention, and overall improved health and well-being of the workers, it develops competencies among others. Also, employee motivation impacts organizational performance through increased productivity, high-quality output, and also boost performance to mention but a few.
How can motivation theories help with improving organizational performance? These theories can help an organization’s management determine the best way to achieve a business goal or work toward a desired outcome. There exists a number of these theories of motivation namely; Herzberg’s two-Factor theory of motivation, Maslow’s Hierarchy of Needs, McClelland’s Three Needs Theory, and Taylor’s motivation theory among others which are to be discussed in detail in the following sections of this paper.
Herzberg’s two-Factor theory of motivation is to the effect that the two factors that affect an employee's working attitude and level of performance are Motivation & Hygiene Factors. Motivation Factors are regarded as Intrinsic Factors that will increase the employees’ job satisfaction; whereas Hygiene Factors are Extrinsic Factors that will prevent employee dissatisfaction. (Robbins, 2009). The theory of Maslow’s Hierarchy of Needs states the five categories of human needs that dictate an individual's behavior and argues that employees will try to attain their higher needs when their lower needs are satisfied. These needs are physiological, safety, love and belonging, esteem, and self-actualization. McClelland’s Three Needs Theory of motivation states that every person has one of three main driving motivators: the need for achievement, affiliation, or power.
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