Work Place Motivation

Introduction

This paper will examine how various motivational strategies affect productivity in the workplace. An explanation of organizational efforts to improve performance, employees' resistance to increasing productivity, and management's philosophy of motivation and its practices will be included. The implications of applying any motivational theory not currently in practice in the workplace and how this motivational theory would impact both management and employees will be identified and analyzed.

Employee Motivation Theories: From McGregor to Maslow

From the organization's point of view, the employee is the critical component of the machinery which fuels other resources to generate output. Human resource is the heart of the organization. It is the job of the manager to get work done from his employees. Hence we cannot ignore questions about employee motivation, as it is the key to productivity. So let us consider the available theories for employee motivation.

One of the earliest research work done in the field of employee motivation was that of Douglas McGregor who expounded the theory x and theory y model of employee motivation. In this model, he presented that theory x assumes that people dislike work and prefer to be controlled. Theory Y assumes that people are inherently interested in work. They are intrinsically motivated to work without any need for control or punishment.

Another noted scientist in this field Frederick Herzberg contributed the two factor hygiene and motivation theory. The hygiene theory includes the work environment like the organization, the structure and regulations, the culture and interpersonal relations, and the like. The motivation theory includes things that directly pertain to the job such as achievement, growth, recognition, and the like. According to Herzberg, both theories must be applied simultaneously to build employee motivation.

In Elton Mayo's analysis, he concluded that employees are driven by factors like social status, recognition and sense of belonging than the actual nature of the job or the working conditions. He also believed that informal work groups act as a social watchdog to check on employee behavior.

In David McClelland's achievement motivation theory, he studied that people with a high need for achievement set reasonable standards for themselves. They did not set standards that made it too easy nor did they make the goal too difficult for achievement. They set moderately difficult but achievable goals as they are driven more by personal achievement than by rewards that go with success.

However the most noted of all these theories was probably Abraham Maslow's Hierarchy of Needs. The Needs model was like a downward stepping ladder hierarchy where each need was set on the basis of the strength of the need. The human needs are:

* Physiological