Classical theories of Motivation(Report) Studentname: Aya Salim Al SouliMunaAl MawaliTahaniAl GallabiShurooqAl ZadjaliMunaAl Shanfari Course code and title: MAN210 | Management and Organizational BehaviorSection number: E1Instructor: Ms. Anna StalinskaModern College Of Business and ScienceDate of submission: 7th ofDecember IntroductionWith the rise of competitionsbetween organizations, it is becoming essential to find various ways in whichan organization could motivate their employees for a better performancesubsequently reaching the organizational goals. The aim of this project is to presentvarious implications of the classical theories of motivation and ways toeffectively use these theories in an organizational context in addition to thelimitations of each theory. Our initialsteps of the project was having a brainstorming session that involved the kindof information we wanted to present in our presentation and the report.Subsequently, we distributed the tasks to every group member and referred toGoogle as our main search engine for websites andonline books.
This report presents the classical theories of motivation and theimplications of these theories for Managers. Discussion Motivationis essentially the drive that leadssomebody to work in a successful and productive way. A laborer or on this casesituation as we are discussing the hierarchical condition, the employee shouldbe motivated, because the genuineness of the employee towards his or her jobrelies on the outcome that is guaranteed to them. Motivating employees is verysignificant in most organizations because when the employees are driven to workwhile they are satisfied, the more productive they will be and thatsubsequently leads to achieving the organizational goals.Presently,there are many ways through which this drive can be bothered.
The most criticalamong them is the monetary benefits that are guaranteed to the employee,setting the objectives and announcing the monetary motivating incentives which convey the vitality to the workers towork in a planned way to finish objectives. Motivation is not always materialbut rather the workers can be persuaded in a few diverse ways. This canresemble declaring a reward that is recreational, for example, a trip to someplace with the organization’s other colleagues and so the reward fundamentally buildsan inward fulfillment in one’s brain and constructs a feeling of achievementamong the workers. The motivation can be as appreciation. This empowers theemployees to be kicked up and hold their reputation for being achievers, in this way, keeping up to work harder and in a more proficient way. Implications of Maslow’sHierarchy of Needs Theory for managersInorder to apply this theory to the employees in an organization, the managersshould be able to give the employees suitable pay rates to afford the fundamental necessities oflife.
Breaks for eating should be given to the employees. As far as thewellbeing needs are concerned, the administrators got to provide the employeeswith securities, safe workplace, and retirement benefit. Regarding socialneeds, the managers go to energize the organization by arranging get-togethers.In addition, the managers should also be able to recognize the ‘need level’ towhich the employers require. On the other hand, it is important to realize thatnot every employee has the same needs as other employees, individuals can bedriven with completely different things.
Implications of McGregor theoryX and theory Y for managersMcGregor’sX & Y theory is used by a few organizations nowadays, theory X suggeststhat there should be the use of strict control. It also suggests that employeesare hesitant towards organizational changes which is why it does not encourageinnovation. However, many organization use theory Y. Theory Y suggests that themanagers need to provide opportunities for employees to take initiative bycreating a suitable environment for them.
This theory also suggests the use ofdecentralized authority regarding decision makings and teamwork. Implications of Herzberg’stwo-factor theory for managersThe Two-Factor theory infers that the managers must ensure theadequacy of the hygiene factors that is in order to avoid making employees not satisfied.In addition, managers must make surethat the work is rewarding that is in order to make the employees motivated todo their job and work harder. Skill utilization at work is very importantbecause it shows weather the work is done effectively with a good quality ornot.
Implications of McClelland’sthree needs theory for managersThe theoryproposed by the psychological David McClelland, is motivational type that triesto clarify how the requirements for affiliation, power and achievement impact the work of the people from anorganizational context. This theory is likewise illuminate that the specificneeds of a man are picked up and framed through the experiments he has had inhis life time. McClelland’s hypothesis of human motivation expresses that all individuals haveone of the three prime driving sparks: the need for power, achievement, or affiliation.These motivations are not imbued; we advance them through our way of life. thatit puts the workers assets energetically, enhances their effectiveness, drivesthem to accomplish hierarchical and singular objectives. ConclusionIn conclusion,any act that is done to motivate employees needs to be studied through, becauseevery case is different and applying every theory isn’t necessarily going towork very well, it all depends on the situation itself. Based on the situationthe manager should be able to choose one or multiple theories of motivation andapply them on the employees to further get to a great result. Every theory hasits own limitation’s as well so that should be taken into consideration too.
List ofreferences Akrani, Gaurav. “David McClelland’s AchievementMotivation, Manifest Need Theory.”KALYAN CITY LIFE BLOG,kalyan-city.blogspot.com/2010/06/david-mcclelland-achievement-motivation.
html. “McClelland’sNeed for Achievement Theory.” Your Article Library, 20 May 2014, www.yourarticlelibrary.com/entrepreneurship/motivation-entrepreneurship/mcclellands-need-for-achievement-theory/40683. Team,M.
Theory X and Theory Y Understanding People’s Motivations. RetrievedDecember 7, 2017, from https://www.mindtools.com/pages/article/newLDR_74.htm M.(n.d.
). Herzberg’s Two-Factor Theory of Motivation. Retrieved December 3, 2017,from http://www.managementstudyguide.com/herzbergs-theory-motivation.htmM.(n.
d.). Maslow’s Hierarchy of Needs Theory. Retrieved December 6, 2017, fromhttp://www.
managementstudyguide.com/maslows-hierarchy-needs-theory.htmMcLeod, S. (2007). Maslow’s hierarchy ofneeds. Simply Psychology, 1.Gawel, J.
E. (1997). Herzberg’s theory ofmotivation and Maslow’s hierarchy of needs. Practical Assessment,Research & Evaluation, 5(11), 3.McGregor, D. (1960). Theory X and theoryY.
Organization theory, 358-374.Rosen, H., & Weaver, C. G.
(1960).Motivation in management: A study of four managerial levels. Journal ofApplied Psychology, 44(6), 386.Rosen, H.
, & Weaver, C. G. (1960).Motivation in management: A study of four managerial levels. Journal ofApplied Psychology, 44(6), 386.