Employee Motivation

  M CCLELLAND’S THEORY OF NEEDS David McClelland, born May 20, 1917, earned his doctorate at Yale University in 1941. He became a major contributor to the study of human personality and motivation in both education and industry(Redmond & Rose, 2016). McClelland is best known for his work on achievement motivation models and their practical applications, namely the Thematic Apperception Test and Need Theory(Redmond, 2016). In his book The Achieving Society published in 1961, David McClelland introduced a new theory of motivation, the Acquired Needs Theory. McClelland proposed three types of motivational needs, on which he argued that one’s style of being motivated and motivating others relied(Boyatzis, 2016). Figure 1  illustrates these three types of needs proposed by McClelland. Figure 1 :Needs Theory of Motivation (Source - Redmond, 2013) McClelland argued that most individuals possess some level of all three needs but some display a strong bias towards a particular need...

  THEORY X AND  THEORY Y Figure 1 : Theory X and Theory Y (Source- Hyrons, n.d) Theory X and Theory Y are two models of human motivation developed by Douglas McGregor while he was working as a professor at the Sloan School of Management at the Massachusetts Institute of Technology. McGregor presented and explained the two theories in what is considered a classic work of management science, his 1960 book The Human Side of Enterprise. As shown in the Figure 2 , Theory X and Theory Y represent two basic assumptions about the human capacity for and relationship to work (Miller, 2013 ) . Figure 2 :Theory X and Theory Y (Source - Miller, 2013 ) Employees who are highly-motivated tend to be more productive,  dedicated and cooperative whilst non-motivated workers are less-productive, resistant  to change and generally inflexible or lazy (Hiriyappa 2010). As mentioned by Lengnick et al. (2013), some of the major human resource theories and principles which organizations ...

MASLOW’S HIERARCHY OF NEEDS THEORY Maslow's hierarchy of needs is a motivational theory in psychology comprising a five-tier model  ( Figure1 )  of human needs, often depicted as hierarchical levels within a pyramid. From the bottom of the hierarchy upwards, the needs are: physiological (food and clothing), safety (job security), love and belonging needs (friendship), esteem, and self-actualization  (McLeod, 2020) . Figure 1 : Maslow's Hierarchy of Needs   (Source - McLeod, 2020) This hierarchy defines that physiological needs take precedence over all other needs (Niemela, 2014). Abraham Maslow beautifully explained in his theory that human motivation has a hierarchical structure which he is calling as needs hierarchy theory. According to Maslow’s theory, everyone has needs (Jerome, 2013). The needs and preferences of the employees differ from each other, and thus it is necessary to evaluate the challenges involved with the implementation of an effective me...

  HERZBERG MOTIVATION   THEORY  (TWO FACTOR THEORY) Figure 1: Motivators & Hygiene Factors (Source - Kurt, 2021)   The two-factor theory of job satisfaction was the result of a five year research program on job attitudes initiated by a grant from The Buhl Foundation.   There was an urgent need at the time for more and better insight about the attitudes of people towards their jobs due to the prevalence of job dissatisfaction indicators such as strikes, slowdowns, and filing of grievances  (Stello, 2016) .  According to Figure1 ,   f actors that affect job satisfaction are divided into two categories. Hygiene factors surround the doing of the job. They include supervision, interpersonal relations, physical working conditions, salary, company policy and administration ,  benefits, and job security. Motivation factors lead to positive job attitudes because they satisfy the need for self-actualization. Motivation factors are achievement, rec...