Motivational Factors In The Workplace

Herzberg’s Motivational Factors

Question:

Discuss about the Human Resource Management: Teaching and Researching.

Motivational theory

Hertzberg’s two factor theory

The two element hypothesis by Frederick Hertzberg otherwise called motivation – hygiene theory. Hertzberg states that the elements that prompt fulfilment in the occupation are independent and effortlessly recognizable from those that prompts disappointment in the employment (Maslach and Jackson 2013). The delightful components are known as motivational variables or inherent elements and the disappointing elements are known as hygiene elements or extraneous elements. The two elements are described below.

Motivational factor

Motivational elements are associated with the higher level need of an individual that overtake the basic need once it is fulfilled. Growth, recognition, opportunity and responsibility are the motivational factors. If the above factors are fulfilled then the individual will be satisfied otherwise not (Dörnyei and Ushioda 2013).

Hygiene factor

Hygiene factor is associated with  the work environment of the individual that includes include the administration and the policy in the company, supervision, relation with supervisor and peers, conditions in the work place and salary when exist adequately in a job. Fulfilment of all these factors leads to the satisfaction of the individual otherwise not.

AMP Capital is taken as a case and how the two-factors is relevant in this firm is clarified. In this organization, cash and reward are the most persuading component for the employees. A few employees considered a congratulatory gesture, acknowledgement, and so forth. It really relies on upon the worker’s mentality.

According to the Herzberg compensation is one of the motivational factors for the individual that impact the performance based on satisfaction or dissatisfaction. Along with compensation, recognition is also one of the motivating factors for the employees because it feels more responsibility and more security (Moskovsky et al. 2013). AMP capital gives the opportunity to climb the ladder of hierarchy within the organization and an employee with two years internal experience can get the promotion with proper skill and knowledge.

Process theory

Process theory approach finds similarity between Vroom, Adams, Locke & Latham and Skinner that are highly associated with the human behaviour on the organization. process approach of the motivational theory is associated with the behavioural changes of the employees that are influenced by the organizational activity (Miner 2015). If the organization is operating with a good environment that are supporting the employee to ease their job then their productivity is going to enhance.

Goal setting theory

Goal setting theory expresses those particular and extreme objectives with helpful criticism prompts better execution in the occupation. Edwin Locke expresses that the purpose to do the responsibility to accomplish an objective is the primary source of inspiration at work. An objective helps the member or staff what sort of work the worker needs to perform and the amount of effort is required to finish the assignment (Green et al. 2012). The harder the objective, the better will be the execution as the objectives, which are testing, keeps us centre in our work. The extreme objectives will motivate us to work even more hard deliberately to get it finished. Workers will perform better on the off chance that they get input as it will help for contemplation of the work of the representatives and can work efficiently to complete the assignment. Some variables like responsibility to your objective, attributes of the work and the way of life in the working environment influence the objectives execution connection.

Process Theory

Equity theory

Equity theory clarifies that the wages or compensations and the work society are not the primary driver for inspiration. Or maybe worker need to keep up balance between the inputs, for example, time, physical exertion, commitment, versatility in the work environment, resilience, duty, believing the bosses, and so forth they convey to the work place and the outcomes they get from the working environment like reward, compensation, social acknowledgment, self-regard, security and obligation (Aiken et al. 2013). Some approaches to keep up value are: A worker getting his or her inputs and in addition the yields modified, mutilating both the inputs and the yields subjectively and leaving the occupation

For instance, if a worker was given a compensation increment however an associate was given a bigger pay increment for the same measure of work, the primary worker would assess this change and finds an imbalance, and be bothered. In any case, if the principal representative saw the other worker being given more obligation and consequently generally more work alongside the pay build, then the main representative may assess the change, infer that there was no misfortune in correspondence status, and not avoid the change (Den Boeft et al. 2016). An individual will consider that he or she is dealt with reasonably, in the event that he or she sees the proportion of his inputs to his results to be equal to everyone around him.

Motivation

Characteristics of a positive work environment are associated with the several factors that help to motivate the employees of the organization. According to Veenhoven (2013), when an employee performs in an organization then his or her working environment influences the productivity (Maslach and Jackson 2013). If the employee is associated with the positive environment of the work culture then an intrinsic factor will work to influence the motivation of the employees on the other hand if the work environment is working negatively then the performance of the employee will come down.

Work life balance

Several characteristic of the positive environment directly influence the employee performance. Flexible work schedule, good bonus, reorganization and transparency are the factors that help to enhance the employee behaviour towards the positivity balancing the personal and professional life (Veenhoven 2013).  If all the factors are associated with the working environment of the organization then every employee, will the motivation. In this case, the motivation works externally to the employees of the organization

Work climate

Working environment shapes the approach of the employee towards the job. If the environment is providing support like making the job easier for the employee, providing the skill development program so that employee can improve the standard of the performance then it will help to enhance the performance. More the flexible and positive the environment is more the employee will engage with the job and the productivity will automatically increase (Veenhoven 2013). It is found that in spite of getting good environment some employees do not perform perfectly then it becomes the question of the integrity and effectiveness of that particular employee. In such cases, it is very important to identify such employees and isolate them because otherwise, they will exploit the situation and others will become negatively influenced by the behaviour. Therefore, characteristic of a positive work environment will always associate with the energy, health and security towards the job that will also consider the employee benefit, which will influence the working pattern of the employees

Goal Setting Theory

Training and development

Training and development is the integrated factors of the work that help to increase the security of the employee by making them capable for the job responsibility. If an employee is not able to fulfil his or her responsibility during the job then he or she will always have the fear of losing the job (Avolio and Yammarino 2013). On the other hand, if the employee is able to perform well then he or she will never think of the job security because skill will provide the job security. Therefore training and development will always help to enhance the positive work environment.

Recognition

The different achievement and the milestones accomplished by a worker ought to be perceived by the administration to demonstrate that they administer to their staff as every worker is vital for the achievement of an organizational objective. The staff’s commitments to the organization ought to be respected and celebrated with different workers. Work commemoration, birthday, marriage commemoration ought to be commended so they feel vital in the organization as the vast majority of the life they spent is in the workplace as it were. At the point when the staff’s are remembered they have a feeling of fulfilment and will endeavour to work harder and feel more roused and locked in (Den Boeft et al. 2016). Advancements, grants, increment in pay, giving tickets to an occasion destination are some ways representatives can be acknowledged at the work environment.

Hackman and Oldham job characteristics model

According to Den Boeft et al. (2016), Hackman and Oldham’s Model is associated with the work advancement which is a vocation outline system for upgrading work substance by functioning within it more inspiring prospective. In view of their own work and the work of others, they built up an occupation attributes model. Specifically, the model indicates that advancing certain components of employments adjusts individual’s mental states in a way that upgrades their work adequacy.

Core job characteristics

Psychological state

Psychological state is one of the extent to which a job requires a collection of various exercises and includes the utilization of various distinctive abilities and gifts of the worker. Occupations that are high in expertise assortment are seen by workers as all the more difficult due to the scope of abilities included; calm tedium that outcomes from tedious movement; and gives representatives a more prominent feeling of capability.

Outcome

Outcome is one of the extents that helps completing the work exercises required by the employment furnishes the person with bearing and clear data about the viability of his or her execution. Outcome is the scale that involves employment to give considerable prospect, liberty, and watchfulness to the individual who is preparing the job while deciding the process to be utilized as a part of taking the necessary steps (Green et al. 2012).

How it helps to design the job

Job specialization

Specialization in work alludes to perform a duty which a man have a solid skill on a specific field. By doing the duty, a few times his work will be proficient and it will spare a ton of time as he has gotten to be master and know all the traps of the work. For a specific labourer, there will diminishment in the expense of generation and the work will be exact as he is doing it once a day (Miner 2015).

Equity Theory

Job rotation

Job rotation is the process of providing different responsibility to the employees by sending them to different departments. This type of activity helps the employee to gain lot of experience and they feel good within the job. Several experiences will also help to increase the chance of promotion (Green et al. 2012). Therefore, job rotation has different benefit that helps to reduce the boringness of the employee as well as provide diverse experience.

Job enlargement

It refers to the expansion in the activities and obligations performed within the employment. The activities are included the same position as it were. It includes the stacking of the employment on a level plane. Because of occupation augmentation, one’s aptitudes identified with physical and mental are better used for performing the duty.

Job enrichment

Job enrichment can be portrayed as a medium through which administration can persuade self-propelled staffs by appointing them extra obligation typically saved for high level representatives. By doing this, staffs feel like their work has meaning and is critical to the organization. This theory depends on the reason that workers have a characteristic propensity to need to succeed and are willing to be trusted with a greater part in the organization. At the point when these sorts of labourers are not being tested, they tend to slack off and not give their best exertion since they see their undertaking to be underneath their aptitude set. On the other hand when a worker is given independence over his/her work, they tend to feel in charge of the result of the undertaking and will attempt to advance the ideal deciding result (Hagger and Chatzisarantis 2014). General Job Enrichment is key to the work environment since it anticipates sentiments of tedium in the everyday operations from blocking efficiency

In Ford motor company, they always prioritize the skill and effort of the employees and reward them in every occasion and performance.  The company always focus on the variety of skill, task identity and significance of the task therefore; they provide job enrichment through productivity of the employees and good customer satisfaction.

Maslow hierarchy of needs

Physiological – The basic needs are salary, benefits and the work infrastructure for the employee.

Safety and security – If the employee is capable of doing the job then safety and security need will be fulfilled, that is associated with the work environment.

Love and belongingness – Relationship with collogue is very important to perform better task. Good relation will help employees to maintain a love within them.

Self- Esteem – When employees are promoted then their need of self esteem is fulfilled.

Self-Actualization – Intrinsic motivation is important to achieve the self actualization that is actually taking challenge in the worl place in a positive manner (Moskovsky et al. 2013).

References

Aiken, L.H., Sloane, D.M., Bruyneel, L., Van den Heede, K., Sermeus, W. and RN4CAST Consortium, 2013. Nurses’ reports of working conditions and hospital quality of care in 12 countries in Europe. International Journal of Nursing Studies, 50(2), pp.143-153.

Avolio, B.J. and Yammarino, F.J., 2013. Introduction to, and overview of, transformational and charismatic leadership. Transformational and charismatic leadership: the road ahead. London: Emerald Group Publishing Limited.

Den Boeft, M., Twisk, J.W., Hoekstra, T., Terluin, B., Penninx, B.W., van der Wouden, J.C., Numans, M.E. and van der Horst, H.E., 2016. Medically unexplained physical symptoms and work functioning over 2 years: their association and the influence of depressive and anxiety disorders and job characteristics. BMC Family Practice, 17(1), p.1.

Dörnyei, Z. and Ushioda, E., 2013. Teaching and researching: Motivation. Routledge.

Green, J., Liem, G.A.D., Martin, A.J., Colmar, S., Marsh, H.W. and McInerney, D., 2012. Academic motivation, self-concept, engagement, and performance in high school: Key processes from a longitudinal perspective.Journal of adolescence, 35(5), pp.1111-1122.

Hagger, M.S. and Chatzisarantis, N.L., 2014. An integrated behavior change model for physical activity. Exercise and Sport Sciences Reviews, 42(2), pp.62-69.

Maslach, C. and Jackson, S.E., 2013. A social psychological analysis.Social psychology of health and illness, 227.

Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership. Routledge.

Moskovsky, C., Alrabai, F., Paolini, S. and Ratcheva, S., 2013. The effects of teachers’ motivational strategies on learners’ motivation: A controlled investigation of second language acquisition. Language Learning, 63(1), pp.34-62.

Veenhoven, R., 2013. The four qualities of life ordering concepts and measures of the good life. In The exploration of happiness (pp. 195-226). Springer Netherlands.