Using these constructs it is possible to analyze and reduce employee dissonance, adverse work relations and blurring of organizational objectives so as to target improved work environment. Thus this analysis can distinctly exhibit the possible solutions to motivational problems at work place. A person's motivation, job satisfaction and performance will be determined by the strength of his/her needs and expectations and the extent to which they are fulfilled. This paper would look at the possible ways in which various motivational theoretical constructs can be applied to work place situations for attaining organizational success. Understanding of such theoretical constructs by management would help improve policy towards employee response and motivation resulting in better output and achievement of organizational goals.
4 There are several motivational theories that have evolved over the past century and newer ones are still being evolved in rapidly altering organizational contexts. However foundations laid by some old theories have not only survived to this day but such theories continue to provide theoretical support to evolving newer motivational theories. ...
Most popular among such old theories are behavioral theories of Abraham Maslow, Frederick Herzberg, Elton Mayo and Douglas McGregor. The chief features of these theories needs to be understood before applying thoughts on their practical implementation.
1 According to Maslow's hierarchy of needs, there are five categories of needs viz. (1) physiological, (2) safety, (3) social, (4) esteem, and (5) self-actualization. They form a pyramid structure with the lowest and broadest physiological need at the base. Pyramid structure also illustrates the fact that breadth of needs, as we graduate up the pyramid, gets reduced indicating that the higher order needs get finely tuned and well defined and perhaps are fewer in number as well. In order to have fully satiated and motivated workers, each lower level needs to be satisfied before one can graduate to higher level needs. Maslow made a complementary hypothesis that physiological, safety, social, and esteem needs on satisfaction, ceased to motivate, while the self-actualization needs motivated an individual more and more as they got satisfied. Maslow's premise was that it is the growth choice that propels any individual toward self-actualization - that of individual growth or "filling one's potential."(Maslow, 1954).A worker wise need analysis following Maslow's construct verbatim is a tough task and may even result in manager forgetting main work related goals. However s discerning manager would do well to keep the construct in mind and attain its full understanding and approach all problematic situations with the requisite empathy that this constructs help attain. People are individuals and it is so arduous to meet everyone's needs at their required level. Moreover quite a few of such needs may be sourced