To perform well, employees must be motivated. Social scientists have developed a

ID: 467602 • Letter: T

Question

To perform well, employees must be motivated. Social scientists have developed a variety of theories on motivation that can be useful to supervisors. Content theories of motivation focus on what things motivate workers. Abraham Maslow, David McClelland, and Frederick Herzberg are researchers whose content theories are well known. Process theories of motivation focus on the actual process of motivation and not specific motivators, such as money or power. Victor Vroom's expectancy-valence theory and B.F. Skinner's reinforcement theory are two major process theories. Create a chart, diagram, matrix, or concept map which lists and briefly describes these theories. Inlcude examples of how supervisors can apply each theory to the workplace; In 1-2 pages identify ways supervisors can motivate their employees.

Explanation / Answer

Supervisors to implement this theory whould work in reverse way and start explaining about the benefits from the end, that is they whould explain what is the expected out put and how it will help them to improve their personal and professional career which will lead to motivation in the employee

1. Gamify and Incentivize

2. Let Them Know You Trust Them

3. Set Smaller Weekly Goals

4. Give Your Employees Purpose

5. Radiate Positivity

6. Be Transparent

7. Motivate Individuals Rather Than the Team

8. Learn What Makes Each Employee Tick

9. Reward Based on Feedback

10. Prioritize Work-Life Balance

11. Have an Open-Door Policy

12. Let Them Lead

13. Show Them the Bigger Picture

14. Create Recognition Rituals

SI.No Theories Explanation How to Impliment 1 Maslow’s Need Hierarchy Theory Maslow's hierarchy of needs is a theory in psychology proposed by Abraham Maslow in his 1943 paper "A Theory of Human Motivation" in Psychological Review. Maslow subsequently extended the idea to include his observations of humans' innate curiosity. His theories parallel many other theories of human developmental psychology, some of which focus on describing the stages of growth in humans. Maslow used the terms "physiological", "safety", "belongingness" and "love", "esteem", "self-actualization", and "self-transcendence" to describe the pattern that human motivations generally move through.
Maslow studied what he called exemplary people such as Albert Einstein, Jane Addams, Eleanor Roosevelt, and Frederick Douglass rather than mentally ill or neurotic people, writing that "the study of crippled, stunted, immature, and unhealthy specimens can yield only a cripple psychology and a cripple philosophy. Maslow studied the healthiest 1% of the college student population.
Maslow's theory was fully expressed in his 1954 book Motivation and Personality. The hierarchy remains a very popular framework in sociology research, management training and secondary and higher psychology instruction. Supervisors can create a plan and identify their resources and their current stages of their subordinates and as per the hierarchy they should be guided towards their work, hence while explaining about their performance supervisor should make the subordinate visualize thier need as per the hierarchy which will motivate them and will improve the output 2 Herzberg’s Motivation Hygiene Theory The two-factor theory (also known as Herzberg's motivation-hygiene theory and dual-factor theory) states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction. It was developed by psychologist Frederick Herzberg, who theorized that job satisfaction and job dissatisfaction act independently of each other Supervisors can identify first the two different types of elements in their work environment and acordingly should plan and remove the dissatisfaction factors at the same time they should try and help subordinates to view and execute on the factors which brings satisfaction 3 McClelland’s Need Theory Need theory, also known as Three Needs Theory, proposed by psychologist David McClelland, is a motivational model that attempts to explain how the needs for achievement, power, and affiliation affect the actions of people from a managerial context. This model was developed in the 1960s soon after Maslow's hierarchy of needs in the 1940s. McClelland stated that we all have these three types of motivation regardless of age, sex, race, or culture. The type of motivation by which each individual is driven derives from their life experiences and the opinions of their culture. This need theory is often taught in classes concerning management or organizational behavior Supervisors can create a plan and identify their resources and their current stages of their subordinates and as per the hierarchy they should be guided towards their work, hence while explaining about their performance supervisor should make the subordinate visualize thier need as per the hierarchy which will motivate them and will improve the output 4 Vroom’s Expectancy Theory Vroom’s Expectancy Theory
Expectancy theory (or expectancy theory of motivation) proposes an individual will behave or act in a certain way because they are motivated to select a specific behavior over other behaviors due to what they expect the result of that selected behavior will be. In essence, the motivation of the behavior selection is determined by the desirability of the outcome. However, at the core of the theory is the cognitive process of how an individual processes the different motivational elements. This is done before making the ultimate choice. The outcome is not the sole determining factor in making the decision of how to behave.
Expectancy theory is about the mental processes regarding choice, or choosing. It explains the processes that an individual undergoes to make choices. In the study of organizational behavior, expectancy theory is a motivation theory first proposed by Victor Vroom of the Yale School of Management.