Human Relations in Organizations - Human motivation theories [and how they apply in the workplace]

Many motivation theories attempt to explain people’s motivation or lack of motivation at work. Maslow’s theory on motivation says that if someone already has a need met, giving them something to meet more of that need will no longer motivate. These are: physiological, safety, social, esteem, self-actualization. Many companies only motivate based on the low-level needs, such as pay. Development of training opportunities, for example, can motivate employees on high-level self-actualization needs. Herzberg developed motivational theories based on motivation and hygiene factors. Hygiene factors are expected in the workplace and will demotivate employees when absent but will not ] motivate when present. If managers try to motivate only based on hygiene factors, turnover can be high. Motivation on both of Herzberg's factors is key to a good retention plan. McGregor’s theory on motivation looked at managers’ attitudes toward employees. Theory X managers have more of a negative view of employees; theory Y managers have a more positive view. Providing training to managers is a key retention strategy based on this theory. The carrot-and-stick approach means you can get someone to do something by prodding or by offering some incentive. This implies there are only two methods to motivate, which of course isn’t true. The implication of this in our retention plan is such that we must utilize a variety of methods to retain employees. HROB 152 Ch 7 Part 2