THEORIES OF EMPLOYEES MOTIVATION Names

THEORIESOF EMPLOYEES MOTIVATION

Names:

Theoriesof Employees Motivation

Forthe management of a firm to succeed in achieving the set goals, thehuman resource department is tasked into looking into the welfare ofindividuals. This is done by ensuring that their needs and feelingsare well catered for. In line with this various leading scholars havecome up with theories that guide the human resource personnel.Abraham Maslow’s, Douglas McGregor and Rensis Likert are theleading scholars being.

Tobegin with, is the Abraham Maslow’s hierarchical theory of needs?The main intention is human motivation to ensure continuousproductivity .The theory helps the human resources management teamsto easily be able to coordinate their employees and motivate them aswell. The theory has been broken down into five major stratum ofneeds namely the physiological, safety and security, love andbelonging, self esteem and self actualization. First, thephysiological needs are met by satisfying the body with food, water,rest and sex. Most these needs are attained through the humanresource department remunerating its employees well. Additionally,the employees are protected from physical damage that may cause themto be unable to enjoy their sensory gratification needs for examplesex. To provide for safety and security the management through thehuman resource department ought to ensure that the employees work inclean and safe conditions.

Furthermore,the management should ensure that social relationship is formed amongthe workers with an aim of giving a sense of belonging. Theaffiliation is important as it gives emotional boost to the workersboth at the senior and junior levels. Moreover, the self esteem ofthe employees ought to be cultivated to ensure that they have a senseof personal achievement and accomplishment. This is derived frominternal and external sources. Appropriate rewarding schemes shouldbe put in place to reward employees that succeed in carrying outchallenging jobs thus raising their confidence. To cap it all, theneed for self actualization that refers to one realizing the best oftheir abilities in life can be facilitated at the work place by themanagement allowing individuals to exercise their creative to tacklenew challenging tasks

TheMcGregor’s theory Y of management is the other theory that explainsabout employee’s motivation. The manager is required to bring outthe natural intelligence tendencies of employees by motivating them.Similar to Maslow’s theory of need McGregor emphasizes on need tomeet the worker motivation by ensuring they get attention, socialinteraction and self accomplishment. Various assumptions are made inthe theory. First, rest is similar to physical or mental effort.Threat of punishments and external control are not the only modes ofmanagement. Employee’s ability to accept responsibility isdependent on the accrued benefits. Additionally the employees shouldbe able to share from the economic improvement of their firms andalso participate fully in the day to running of the organization bybeing allowed to contribute ideas freely. Moreover, the author of thetheory encourages the management to also give space to individuals toallow them also achieve individual goals in addition to theorganizational goals.

Finally,the Likert’s motivational theory envisions a situational wherebytraditional human resource management is eliminated and replaced witha modern one that views employees as an important component of thefirm. The relationship between management and the employees ought tobe supportive. Full involvement of employees in organizationalstructuring is advocated for in addition to set up of goals, missionsand values and as a result, increasing the levels of acceptability.Likert advocates for consultative meeting involving all employees tobrainstorm to enhance the feeling of self worth since their ideas areconsidered. As a result, their psychological being is motivatedincreasing chances of productivity. Furthermore, harmony and mutualrespect should be cultivated between the management and the employeeswith an aim of achieving organizational objective.

Inconclusion I would like to totally conquer with the various scholarson the importance of proper treatment of human personnel inorganization. Since the achievement of organizational goals is solelydependent on their commitment. Thus, it is important for the modernstyles of human resource management to be adopted. Moreover free flowof communication should be encouraged