Psychology and Motivation

This essay examines the topic on psychology and motivating, where m match slighty has long been conceptualiseed the most effective motivator of staff. Therefore, three circumstantial care theories would be practiced in this paper to evaluate the use of fiscal incentives in employee pauperism. Motivation is purely a simple active agent process of leadership behavior. It progress tos conditions which drives an one-on-one to do things right. Motivation is a constitutive(a) response in an exclusive and it appears within an individual instead of establishing from the after-school(prenominal) (Baldoni, 2005). Motivation is the key to performance improvement.Unfortunately, in todays civiliseings society, the traditional glide slope of monetary incentives tempts individuals completely to a certain extent. though monetary incentives atomic number 18 subject to fulfill the basic unavoidably (hunger, aridness and daily necessities) of an individual, it rousenot buy happine ss like fail satisfaction or help people attain power. Money makes people savor self- fit. human race beings ar thus more potential to put forth causal agency to attain personal goals (Buchanan, 2009). Instead of employ the traditional approach, employers disregard consider adopting another method of motivating their staff Maslows theory of pauperization power structure of needs.Maslows motive theory shows that individuals are being do by unfulfilled needs (Clifford & Thorpe, 2007). According to Maslow, there are 5 types of needs. These needs are illustrated in the figure below. Maslow scheme of Motivation Hierarchy of Needs (tutor2u) Maslow identified these five needs which are considered the deficiency needs. When one is move to satisfy these needs, one lead work hard to happen upon it. Therefore, these needs must be satisfied in order for work productivity to be improved. When these needs are satisfied, natur every last(predicate)y, employees would want to r emain in the alliance.Thus, employers sack motivate individuals by satisfying these five types of needs mentioned by Maslow differently. For physiological motivation, employers sewer provide sufficient meal breaks for employees. This is done in the hope that employees can not only cook sufficient duration to eat a proper meal, notwithstanding in addition time for them to symmetricalness and to be re-energized. This time can too be employ for the employees to broaden their errands, since most shops are often closed for the day when these employees knock off. To accommodate the employees safety needs, employers can provide a safe working purlieu that is generally free of threats to the employees.In this way, employees would feel at ease during work as their safety is being well taken care off. If the employees have job security, it also enhances their satisfaction. For social needs, employers have to ensure that employees do feel a sense of belonging with the company. In order to do so, employers can maintain traditions and working characteristics to create a sense of belonging and of divided up values and objectives. By using all means of communications, employers can create a relaxed and collaborative mood between all workers, and also to hike up a team game and a sense of responsibility in the employees.However, this would also mean transferring some of the control condition from the employers to the employees. For esteem motivators, employers can sleep together employees achievements by appreciating their work in forms of incentive pay systems. Other than monetary forms, employers can also recognize their efforts in the companys annual dinners by showing their appreciation with medals or trophies that enhance the rewarded employees status, allowing them to feel valued and appreciated for their hard work.Lastly, for self-actualization, employers can offer more ambitious and meaningful work assignments which would require employees to be crea tive and innovate, so that they can progress with accordance to their long-term goals. However, not every individual is motivated by the exact same needs. Employers have to recognize such needs that each employee is pursuing and try to fulfill these needs with reason equal solutions that would get both parties.Thus, with employers trying their best to satisfy these five needs as mentioned by Maslow constantly, employees would be more motivated to continue working with the company as they feel valued and appreciated by employers. Thus, this shows that not only monetary incentives are able to motivate employees, the basic needs of an individual are equally essential for employees to fulfill as well. According to Frederick Herzbergs twain promotery motivation theory, individuals are affected by two factors motivation factors which include personal satisfaction and psychological growth and hygiene factors like dissatisfaction.Some typical hygiene factors that Herzberg discovered du ring his investigation in the U. S. A. would be working conditions, feelings of security, job, interpersonal relation and status (Management. net, 2009). Therefore, if these hygiene factors are not sufficient to the employees, they can be turned into the sources of dissatisfaction with work. For employees personal growth, motivation factors like recognition for achievement, responsibility of tasks and advancement to higher take aim tasks are needed as they are able to create job satisfaction.These factors can help to motivate an individual to perform and achieve above-average performance and effort. However, all hygiene factors must be met first in order for motivation factors to be fulfilling. The different combination of hygiene factors and motivation factors results in quartet scenarios. A high hygiene precisely low motivation factor results in an purlieu where employees have few complaints but are not highly motivated because they merely work for a living.If employees are mo tivated and to that degree still have complaints, this shows that the job is full of excitement and challenging, but the wages and working conditions does not meet the minimal individual requirements. The beat out situation is the combination of low hygiene and low motivation where wanton employees have lots of complaints. Of course, the perfect situation is the combination of high hygiene and high motivation where employees are highly motivated and have few complaints (Tutor2u. net, 2010).Herzberg suggested that employers should focus on the people-oriented approach which emphasizes on job satisfaction finished job rotation, an arrangement where employees are able to engage in a variety of jobs in the same organization to increase interest and motivation, and also to discover which is the most suitable job for them. In addition, job enrichment is yet another method where employers can enhance individual jobs, allocating more responsibilities to individuals with the purport of rewarding and inspiring the staff.A combination of the previous two methods is likely to result in the best result (Fisher, Schoenfeldt, & Shaw, 2003). In todays work and other contexts, motivation does not necessary mean using the traditional approach of monetary incentives. Other incentives, for instance, free travel packages, characterization tickets or other impromptu recognition rewards are also able to motivate employees to high performance work levels, often without the usage of abundant monetary incentives (Tan CH, D Torrington, 2004).In The Human Side of Enterprise, Douglas McGregor examined theories of individual behaviors at work, thus formulating two theories which can be categorized as Theory X and Theory Y (Accel-Team, 2010). According to McGregor, Theory X assumes workers work mainly for money and security, and dislike work and would avoid it if possible. Thus, in order for Theory X workers to achieve organizational objectives, various kinds of rewards offered by e mployees would be the most popular and appropriate motivator to such employees.However, on the other hand, Theory Y assumes there are workers who enjoy challenges in their work and would want more from their jobs than just mere monetary incentives. Therefore, for Theory Y workers, employers have to create a creative working environment or culture in order for employees to show and develop their creative thinking (Tutor2u. net, 2010). Under Theory X, employers must be careful to maintain a delicate balance between the two extremes hard and soft approach towards employees.The hard approach refers to management using coercion, micromanagement, and reining a tight control over the employees, while a soft approach relies on fetching a permissive and harmonious approach towards them, in the hope that they will cooperate when required. However, McGregor asserts that using such approaches are not the most good because it might result in hostility from employees if the former approach is used, or cause repeated requests for various benefits when a soft approach is used to entice the employees.On the other hand, under the Theory Y, employees personal goals can be aligned with organizational goals by using the employees witness quest for fulfillment as the motivator (NetMBA. com, 2007). McGregor stressed that the soft management approach does not apply to Theory Y management and it is also recognized that some individuals may not be able to reached the level of maturity assumed by Theory Y and therefore, tighter controls can be gradually reduced as employees develops their independence. The discussion thus far leads to the windup that people with more money tend to be happier than those with less but only up to a certain extent.Moneys carry on on happiness suffers from diminishing returns once an individual have sufficient food and shelter, more cash does not bring much spear carrier joy (Buchanan, 2009). Researchers believe that extra capital leave people less wo rried about their financial health, and are thus less stressed. However, observational experiences such as trips to the theatre or travel trips sponsored by employers brings more happiness and joy to employees rather than just monetary incentives. Though monetary incentive seems more appealing, a good experience is still able to wield its power to bring pleasure to employees.