Motivational Theories, Maslows Theory - Essay Example

? Motivational Theories Motivational Theories Motivation is the manner in which an organization improves the desire andthe ability of its employees to work. Motivated employees work hard to improve their organizational output thereby increasing the organizational output as well as revenues. As such, an organization highly benefits from highly motivated employees. Different people have made research on different theories that organizations can use to motivate their employees. Organizations that use the most effective motivational theories and models improve their organizational performance. Although different motivational theories focus on improving employee performance, their approaches differ substantially. As a result, all the models have their unique similarities and differences. This essay focuses on the similarities and differences between Maslow's theory, Herzberg's theory and the Equity theory as theories that organizations use to motivate their employees. All motivational theories focus on improving employee performance in the job (Hoffmann, 2007). As the developers of these theories pointed out, every human resource department should aim at improving the employee satisfaction in order to improve their level of output. Although they propose on different approaches of achieving employee satisfaction, the reality is that their main goal is improving organizational performance through specific ways. They emphasise on different factors that lead to employee satisfaction. As these theories point out, employee satisfaction is the most essential factor in improving employee satisfaction in their work places. Increase in employee satisfaction increases their level output to a certain level. Actually, most of the theories insist on the need for the organization treating an employee as an asset. The models provide the criteria for increasing employees’ job satisfaction. One criterion is by increasing the employees’ salaries and pay packages. As the employee salary packages increase, so are they motivated to work harder. Others include fringe benefits among others. Maslow’s theory focuses mainly on a hierarchy of needs that helps organizations fully satisfy the needs of their employees. The theory points out that as the employees’ needs are satisfied, their level of motivation increases to the highest level in the hierarchy. Herzberg’s theory focuses on motivation hygiene. According to the theory, there are factors that in the workplace that cause employee satisfaction. Whenever an organization puts into consideration these factors and ensures that their full satisfaction, the result is increased employee satisfaction, which generally translates into highly motivated employees. Equity theory points out that the manner in which an organization distributes its resources largely determines the level of satisfaction of the employees. Fair distribution of resources on the organization leads to increased levels of job satisfaction while unfair resource distribution leads to low motivational levels. Therefore, a major similarity between the three models us their ultimate goals that focus on the employee satisfaction and subsequently increasing their levels of satisfaction. Despite their similarities however, the organizations these theories have a number of differences. One of these differences is the approaches proposed by every theory in motivating employees. While some of the theories insist on the organization as the main source of motivation, others insist on the employee as the main reason for employee satisfaction. Although some of the motivational theories focus on the growth of the employee as an individual, others focus on general employees in the organization (Hoffmann, 2007). What such theories do not differentiate well is that different motivational factors work different to different employees. Nonetheless, differences in the departments and the hierarchy that employees hold in an organization influence how different motivational factors affect their levels of satisfaction. Because organizations use different approaches in motivating their employees, it leads to either high or low output depending on how effective the method is in improving employee motivation. Abraham Maslow’s theory provides a much wider approach when motivation employees in comparison to Herzberg's theory and the Equity theory. These two theories limit themselves to a few organizational and on the job motivational factors. Mostly, these two focus on the work related issues that either lead to employee motivation or demotivation. However, for Maslow, the environment, especially that which the employees work in determines the level of motivation of the employees. As Holzknecht et al (2007) asserts, Maslow puts into consideration a number of organizational related factors that either led to employee satisfaction while the other two majors on the level of income as well as well as the employees’ salaries. Moreover, the stages with which Maslow points out as determining the employee level of satisfaction simplifies the entire issue of employee satisfaction (Holzknecht et al 2007). However, the other theories insist on the causal factors that could either motivate or demotivate an employee. They also lack a well-formulated order to follow in motivating employees. One of these factors is money, then the working environment and the benefits that employees acquire from the organization. Such are non-monetary rewards, defined as tokens that shows appreciation of the good work that employees do. Equity theory on the other hand focuses on the interpersonal relationships and level of their organizational resources influence them. According to DuBrin (2009), equity theory asserts that employees need to consider the input that they put into the organization and the level of output they receive from their work. The structure of equity in an organization based on the ratio of employee input into the organization determines how much they earn. Such is an analysis absent in other theories such as the Maslow’s and the two-factor theory. As the theory suggests, those employees who have high input levels in the organization deserves a higher pay than those who make lesser contributions (Young, 1994). This analogy is absent in other theories. Two-factor theory suggests that the satisfaction of factors that lead to employee satisfaction in the workplace need be satisfied in order to increase employee job satisfaction thus motivating them (Hoffmann, 2007). Attitudes as Herzberg found out influence the level of employee satisfaction and subsequently motivation. Cosgrove & Quiett (2008) points out that those employees who have a good attitude towards their work have the more job satisfaction than those who do not. On the other hand, however, employees with a bad attitude towards work related issues have extremely low levels of motivation. Organizational attitude and the employee reaction to these attitudes are absent in Maslow and equity theories of motivation. In conclusion, although all motivational theories focus on providing criteria with which organizations can improve their employees’ level of satisfaction, they use different models and approaches in achieving employee motivation. Their proposed methods of approaching employee satisfaction defer substantially. While Maslow’s theory of hierarchy of needs focuses on the different levels involved in employee motivation, the two-factor theory focuses on the work related factors as affecting the level of satisfaction. The equity theory on the other hand focuses on the resource distribution in the organization. As such, every theory has its own advantages and disadvantages. An organization can thus choose to apply either of the theories in motivating their employees. However, some prefer to combine all the three theories. How efficiently an organization applies the theory determines its level of employee motivation and as such, its level of output and success. References Top of Form Cosgrove, M. & Quiett, B. (2008). Behavior & motivation. Carrollton, Tex: PSTN. DuBrin, A. J. (2009). Essentials of management. Mason, OH: Thomson Business & Economics. Hoffmann, S. (2007). Classical Motivation Theories - Similarities and Differences between them. Mu?nchen: GRIN Verlag GmbH. Holzknecht, J., Butler, J. S., Hoffman, E., Prager, K. J., Raghunathan, R., Smith, S. M., Castalia Media (Firm), ... Insight Media (Firm). (2007). Maslow's hierarchy of needs. Austin, Tex?: Castalia Media.Bottom of Form Young, P. (1994). Equity: In Theory & Practice. United States: PRINCETON U PR, Print. Read More