Theories Of Motivation In Organizations

Theories of Motivation used in Organisations

There are several theories of motivation used by organisations. The following three theories can be applied in the work place; these are Maslow’s hierarchy of human needs theory, Herzberg’s two-factor theory and Skinner’s reinforcement theory.

1.1 Maslow’s hierarchy of human needs theory

This theory is a motivation theory developed by Abraham Maslow. Maslow stated that there are basic needs that need to be fulfilled in order for employees to function efficiently, be happy and that managers need to understand the importance of these basic needs (Bagraim, et al., 2012, p. 86). The basic needs identified are physiological, safety, social, esteem and self-actualisation (Erasmus, et al., 2013, pp. 12-13).

95-96). He decided on a two step approach to understanding employee motivation and satisfaction. He conducted a survey with two hundred engineers/accountants to see what made them have good or bad feelings regarding their jobs (Bagraim, et al., 2012, p. 95). Factors identified were employees feeling good about their jobs, these were related to internal factors and the bad feelings about their jobs were mostly related to external factors (Business Case Studies, 2015). The factors that led employees to feel bad about their jobs are known as hygiene factors, these relate to external influences, for example, working conditions, company policies and salaries, quality of supervision, feelings of job security. The business will need to avoid unhappiness in the workplace by taking these factors into account. (Business Case Studies, 2015). The motivator factors are internal and make the employees feel good about their jobs and focus on an employees need for personal growth. These include: status, flexitime, and maternity/paternity leave, recognition, challenging work and responsibility and providing facilities at work for employees (e.g. a gym) (Business Case Studies, 2015). In order for the employees to have job satisfaction, hygiene factors need to be maintained such as ensuring that salaries are market related (Business Case Studies, 2015). Hygiene factors that are not met mean that there is no

Skinner and it is not a theory of motivation (Bagraim, et al., 2012, p. 98). It states that people mostly behave in ways that lead to positive results and do not participate in behaviours that do not lead to positive results (Bagraim, et al., 2012, pp. 98-100). This theory focuses on a person’s actions rather than their inner self. There are four different ways that managers in the workplace can control behaviour of employees (Bagraim, et al., 2012, p. 99):

1.3.1 Positive reinforcement

When a good dead has been done, the employee will be commended for his behaviour. (Reinforcement Business, 2015) For example, if an employee comes to work early and is thanked, this could lead to further good behaviour in the future.

1.3.2 Negative reinforcement

This is rewarding an employee by removing negativity (Reinforcement Business, 2015). For example, if they constantly come to work late and they are not criticised they will most likely start to arrive at the correct time.

1.3.3