A Contrast Of Motivation Theories And Manager’s Interview - Samples

Question: Discuss about the Contrast Of Motivation Theories And Managers Interview. Answer: There are several motivation theories both traditional and contemporary that explain motives of employees performance in the workplace (Bratton, Gold 2017, p.4). Findings of interview with a manager can be used to compare with different motivation theories. The various theories of motivation to make comparison with include: Maslow hierarchy of needs, Mc Gregorys theory X and Y, Herzberg two factor theory, Mc Clelands three need theory, goal setting theory, equity theory, and expectancy theory. The Maslow hierarchy of needs states a level of needs to be provided in working environment. The first needs is psychological needs as per the manager recommendation from the psychological needs have not been met in the organizations that is evidenced by organization lacking of wellness programme (Cook Artino 2016, p.995). In terms of safety needs the manager stated that they do not provide job security to their employee which is against Maslow hierarch of needs of safety provision to employees. The manager recommendations agreed with Maslow hierarchy of needs on provision of esteem needs each of the employees is provided with job titles which allowing them to take participate in job. On the basis of self-actualization needs in the theory hierarchy the employees are not allowed for career development progression according to the managers recommendation. Mc Gregorys theory X and Y states characteristics of employees differ in work performance and attitude. Theory X explains employees who dislike work while theory Y having a liking to work (Guill 2018, p.65). According to manager recommendations the employees are motivated to work, and they are controlled to achieve results. That shows that the employees are ready to seek and accept any kind of responsibility being allocated. Participation in research clearly supports the employees seek and accept responsibility of doing tasks according to the responses of the manager. The mentioned characteristics recommended by the manager support theory Y of the Mc Gregory theory. The Herzberg two factor theories argues that that other employees work well when they are provided with motivators while others work well when provided with hygiene factors. Managers recommends that certain motivators are in place to encourage satisfaction among the employees. Some of the motivators mentioned include job titles, rewarding good workers, allowing participation and giving opportunity for them to research. The manager recommendation showed that the organization is not doing well in providing hygienic factors which lead to job dissatisfied (Kember, 2016 p.23). Mc Clelands three needs theory states that for motivation to take place it requires three motivators which include: need for achievement, need for power, and need for affiliation. The managers recommendation showed that employees lack the need for achievement they do not set goals for achievements, they also lack need for power because they lack ambition to be leaders, and in addition the managers recommendations showed that employees do not have any social affiliation they lack common groups to associate with. On the basis of the contemporary theories of motivation certain clauses go hand with certain practices of the organization according to the managers recommendations (Gss, Burger Drner 2017, p.885). On goal setting theory and manager recommendation there were prove that employees are able to set their own goals which can enable them to achieve the intended performance. The goal setting theory enables the employees to provide feedback that can be useful in management of organizations. According to manager recommendations employees are rewarded on the performance they have achieved that enables them to get motivated to design own job. Based on the equity theory and managers recommendations it showed that equity is being promoted among the employees which encourages them to be motivated to work harder (Kanfer, Frese Johnson 2017, p.338). As per the managers recommendations all the employees were working on the basis of expectancy theory in order for the organization to recognize their efforts. The manager stated that they have unique grouping of workers and its contribution to motivation towards achievement of intended goals (Kember 2016, p.42). According to the manager recommendations the organization has implemented a low cost reward program which is used to motivate employees to work. That is in line with the reward scheme theory and according to manager recommendations that employees are subjected on pay for performance where they are paid on the nature of the work achieved. References Bratton, J., Gold, J. (2017).Human resource management: theory and practice. Palgrave. Cook, D. A., Artino, A. R. (2016). Motivation to learn: an overview of contemporary theories.Medical education,50(10), 997-1014. Guilln, M. (2018). Creating Better Human Motivation Theories for Personal Flourishing in Organizations. InPersonal Flourishing in Organizations(pp. 49-65). Springer, Cham. Gss, C. D., Burger, M. L., Drner, D. (2017). The Role of Motivation in Complex Problem Solving.Frontiers in psychology,8, 851. Kanfer, R., Frese, M., Johnson, R. E. (2017). Motivation related to work: A century of progress.Journal of Applied Psychology,102(3), 338. Kember, D. (2016). Relationship to Other Theories of Motivation. InUnderstanding the Nature of Motivation and Motivating Students through Teaching and Learning in Higher Education(pp. 21-41). Springer, Singapore.