Classical job relies on the outcome that is

Classical theories of Motivation

(Report)

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Student
name: Aya Salim Al Souli

Muna
Al Mawali

Tahani
Al Gallabi

Shurooq
Al Zadjali

Muna
Al Shanfari

 

Course code and title:  MAN210 | Management and Organizational Behavior

Section number: E1

Instructor: Ms. Anna Stalinska

Modern College Of Business and Science

Date of submission: 7th of
December

 

 

Introduction

With the rise of competitions
between organizations, it is becoming essential to find various ways in which
an organization could motivate their employees for a better performance
subsequently reaching the organizational goals.

The aim of this project is to present
various implications of the classical theories of motivation and ways to
effectively use these theories in an organizational context in addition to the
limitations of each  theory. Our initial
steps of  the project was having a brainstorming session that involved the kind
of information we wanted to present in our presentation and the report.
Subsequently, we distributed the tasks to every group member and referred to
Google as our main search engine for websites and
online books. This report presents the classical theories of motivation and the
implications of these theories for Managers.

 

Discussion

 

Motivation
is essentially  the drive that leads
somebody to work in a successful and productive way. A laborer or on this case
situation as we are discussing the hierarchical condition, the employee should
be motivated, because the genuineness of the employee towards his or her job
relies on the outcome that is guaranteed to them. Motivating employees is very
significant in most organizations because when the employees are driven to work
while they are satisfied, the more productive they will be and that
subsequently leads to achieving the organizational goals.

Presently,
there are many ways through which this drive can be bothered. The most critical
among 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 to
work in a planned way to finish objectives. Motivation is not always material
but rather the workers can be persuaded in a few diverse ways. This can
resemble declaring a reward that is recreational, for example, a trip to some
place with the organization’s other colleagues and so the reward fundamentally builds
an inward fulfillment in one’s brain and constructs a feeling of achievement
among the workers. The motivation can be as appreciation. This empowers the
employees 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’s
Hierarchy of Needs Theory for managers

In
order to apply this theory to the employees in an organization, the managers
should be able to give the employees suitable pay  rates to afford the fundamental necessities of
life. Breaks for eating should be given to the employees. As far as the
wellbeing needs are concerned, the administrators got to provide the employees
with securities, safe workplace, and retirement benefit. Regarding social
needs, the managers go to energize the organization by arranging get-togethers.
In addition, the managers should also be able to recognize the ‘need level’ to
which the employers require. On the other hand, it is important to realize that
not every employee has the same needs as other employees, individuals can be
driven with completely different things.

 

Implications of McGregor theory
X and theory Y for managers

McGregor’s
X & Y theory is used by a few organizations nowadays, theory X suggests
that there should be the use of strict control. It also suggests that employees
are hesitant towards organizational changes which is why it does not encourage
innovation. However, many organization use theory Y. Theory Y suggests that the
managers need to provide opportunities for employees to take initiative by
creating a suitable environment for them. This theory also suggests the use of
decentralized authority regarding decision makings and teamwork.

 

Implications of Herzberg’s
two-factor theory  for managers

The Two-Factor theory infers that the managers must ensure the
adequacy of the hygiene factors that is in order to avoid making employees not satisfied.
In addition,  managers must make sure
that the work is rewarding that is in order to make the employees motivated to
do their job and work harder. Skill utilization at work is very important
because it shows weather the work is done effectively with a good quality or
not.

 

Implications of McClelland’s
three needs theory for managers

The theory
proposed by the psychological David McClelland, is motivational type that tries
to clarify how the requirements for affiliation, power and achievement  impact the work of the people from an
organizational context. This theory is likewise illuminate that the specific
needs of a man are picked up and framed through the experiments he has had in
his life time. McClelland’s hypothesis of human  motivation expresses that all individuals have
one 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. that
it puts the workers assets energetically, enhances their effectiveness, drives
them to accomplish hierarchical and singular objectives.

 

Conclusion

In conclusion,
any act that is done to motivate employees needs to be studied through, because
every case is different and applying every theory isn’t necessarily going to
work very well, it all depends on the situation itself. Based on the situation
the manager should be able to choose one or multiple theories of motivation and
apply them on the employees to further get to a great result. Every theory has
its own limitation’s as well so that should be taken into consideration too.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

List of
references         

 

Akrani, Gaurav. “David McClelland’s Achievement
Motivation, Manifest Need Theory.”KALYAN CITY LIFE BLOG,
kalyan-city.blogspot.com/2010/06/david-mcclelland-achievement-motivation.html.

 

“McClelland’s
Need for Achievement Theory.” Your Article Library, 20 May 2014, www.yourarticlelibrary.com/entrepreneurship/motivation-entrepreneurship/mcclellands-need-for-achievement-theory/40683.

 

Team,
M. (n.d.). Theory X and Theory Y Understanding People’s Motivations. Retrieved
December 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.htm

M.
(n.d.). Maslow’s Hierarchy of Needs Theory. Retrieved December 6, 2017, from
http://www.managementstudyguide.com/maslows-hierarchy-needs-theory.htm

McLeod, S. (2007). Maslow’s hierarchy of
needs. Simply Psychology, 1.

Gawel, J. E. (1997). Herzberg’s theory of
motivation and Maslow’s hierarchy of needs. Practical Assessment,
Research & Evaluation, 5(11), 3.

McGregor, D. (1960). Theory X and theory
Y. Organization theory, 358-374.

Rosen, H., & Weaver, C. G. (1960).
Motivation in management: A study of four managerial levels. Journal of
Applied Psychology, 44(6), 386.

Rosen, H., & Weaver, C. G. (1960).
Motivation in management: A study of four managerial levels. Journal of
Applied Psychology, 44(6), 386.