Description
I have 7 theories of how to motivate employee I have to find examples about the companies that used one of any of these companies and examples about companies that did not use any of these theories
last thing give recommendations regarding to these theories
the examples should based on articles these articles should be in 2010 or later
these theories are:
1.Need theory
Maslow’s hierarchy of needs
http://www.businessballs.com/
McClelland’s need theory
https://www.mindtools.com/
2.Equity theory
3.Expectancy theory
Vroom’s theory
http://www.
Porter & Lawler’s extension
http://academlib.com/2845/
4.Job design model
Motivator Hygiene theory
http://www.
Job Characteristics Model
http://www.yourcoach.be/en/
PPT file only
Each slide should has speech note for 1 minutes long
12 slide is required
Explanation & Answer
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Studies by social scientists over decades have
been trying to find out what motivates human
behavior, why and how.
Many theories have been proposed over the
years regarding motivation.
However, there are five approved and popular
theories of motivation to increase
productivity in a workplace.
1.
2.
3.
4.
5.
The Two-Factor Theory
Motivation factor
Hygiene factor
The Need Theory
Maslow’s hierarchy of needs
McClelland’s Need Theory
Expectancy theory
Vroom’s theory
Porter& Lawler’s extension
Equity theory
Job design model
Motivation Hygiene theory
Job Characteristics Model.
Also known as the motivation-hygiene theory
or dual-factor theory.
Developed in 1950s by a psychologist called
Frederick Herzberg.
Based on hygiene and motivation factors.
Motivation factors lead to employee
satisfaction leading to higher performances.
Hygiene factors are needed to prevent an
employee from becoming dissatisfied.
Hygiene factors include security, salary and
working conditions while motivation factors
include achievement and interest in job.
A company called Tesco has implemented the
two way theory in motivating their employees
and creating conditions that make them feel
fulfilled in a workplace.
Tesco motivates employees by enabling the
satisfiers while paying attention to the
hygiene factors.
1.
Maslow’s hierarchy of needs
The theory is based on an individual’s most
basic needs. It states that these needs must
be met before the individual is motivated so
as to achieve higher levels of needs.
This hierarchy consists of five levels:
psychological, safety, love and belonging,
esteem and self actualization.
2. McClelland's need theory
McClelland identified three motivators that
exist in every individual: the need for
affiliation, the need for power and a need for
achievement. With this, people have different
characteristics depending on what their
dominant motivator is.
This dominant motivator is highly dependant
on our experiences and our culture.
It proposes that people always behave in a
manner that depends on the outcomes that they
expect as a result of their behavior.
People always decide what to do based on what
they expect the outcomes to be.
It also states that people can be motivated if they
believe that a favorable performance will yield a
good reward and the reward will satisfy an
important need.
Moreover if there is a positive correlation
between performance and effort, people will have
different sets of goals.
The expectancy theory according to Vroom is
based on three elements: instrumentality,
expectancy and valence.
Vroom believes that these three elements interact
psychologically to create motivational force that
causes an employee to act in ways that bring
pleasure and avoid pain.
Porter and Lawler's models explain the complex
relationship between satisfaction and
performance. The multivariate model shows that
motivation is medicated by efforts, ability and
traits, and role perceptions.
Equity theory was formulated by John Stacey
Adams.
It explains why the conditions and pay alone in a
workplace do not determine motivation among
employees.
Employees will seek to maintain balance between
their input in a job and the outcomes that they
receive from it against other people’s perceived
...
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