Impact of Motivational Theories on an Organization-Free-Sample

Question: Analyse key motivational theories and how they may influence organisational success. Answer: Introduction Motivation is a crucial factor that impacts employee performance. Motivation drives employees to perform to the best of their abilities. Motivated employees perform better and this eventually leads to accomplishment of organizational objectives [1](Lazaroiu, 2015). Leaders of the organization hence use various strategies to ensure that employees remain motivated. Few key motivational theories are as below: Maslows motivational theory This is the most widely used motivational theory given by Maslow. This theory creates a hierarchy of needs for individuals. This hierarchy defines that physiological needs take precedence over all other needs [2](Niemela, 2014). This theory can be applied in organizations by leaders by ensuring that the self-actualization and esteem needs of individuals are fulfilled. In order to fulfill the same, they must be allotted responsibilities that help in their personal growth, development and learning as well as accomplishment of organizational goals. McClellands motivational theory This theory states that every human has three predominant needs and the leaders of the organization must ensure that these needs are fulfilled. Employees must be rewarded for their work, they must be given leadership roles from time to time and they must be given opportunities to work in team. This fulfills their needs and this is what motivates employees to work hard and fulfill their goals[3] (McClelland, 2015). Herzbergs Motivational factors Herzberg has tried to understand the motivational theory by establishing the exact factors that motivate employees and keep them satisfied in an organization. These factors are called satisfiers. However, there are factors which lead to employee dissatisfaction and these are called hygiene. The organizations must aim to change these hygiene factors into motivation factors. All these factors depend on the organizational culture. Therefore, as leaders it is imperative that the culture of the firm motivates employees to work hard and this is possible only if they are satisfied. Goal setting theory This theory states that in order to motivate employees they must have clear goals. These are the ultimate targets that employees are expected to accomplish and this is what motivates employees. The leaders of the organization must set SMART goals for their employees [4] (Locke, 2013). That are specific, measurable, achievable, realistic and time bound. It is very important that employee targets motivate employees rather than discouraging them. Self-Efficacy theory This theory lays emphasis on individual employees belief about themselves, trust in their abilities and what they think of themselves. This theory states that leaders must work to motivate employees to believe in themselves. Self-efficacy theory and goal setting theory go hand in hand. Once the goals have been set for the employees, they must be achieved and once these goals are accomplished they enhance the employees belief in their own abilities. When managers set high goals for their employees, it is an explicit gesture of stating their trust in the employee. Which in turn motivates employees to perform better. Intrinsic rewards Intrinsic rewards are forms of recognizing employees for their hard work. These rewards are not tangible and hence more crucial when used as forms of motivating employees. These include giving employees a sense of purpose, enabling them to face healthy competition within the organization, having them believe in their capabilities and publicly recognizing jobs well done. Such measures by the top management motivate employees to work hard and fulfill their goals. References Lazaroiu, G. (2015). Employee Motivation and Job Performance.Linguistic and Philosophical Investigations,14, 97. Niemela, P., Kim, S. (2014). Maslows Hierarchy of Needs. InEncyclopedia of Quality of Life and Well-Being Research (pp. 3843-3846). Springer Netherlands McClelland, D. C. (2015). Achievement motivation theory.Organizational behavior,1, 46-60. Locke, E. A., Latham, G. P. (Eds.). (2013).New developments in goal setting and task performance. Routledge. Lazaroiu, G. (2015). Employee Motivation and Job Performance.Linguistic and Philosophical Investigations,14, 97. Niemela, P., Kim, S. (2014). Maslows Hierarchy of Needs. InEncyclopedia of Quality of Life and Well-Being Research (pp. 3843-3846). Springer Netherlands. McClelland, D. C. (2015). Achievement motivation theory.Organizational behavior,1, 46-60. Locke, E. A., Latham, G. P. (Eds.). (2013).New developments in goal setting and task performance. Routledge.