Motivation Theories Essay

A correspond of decades ago, the case of pauperization were estim suitable other term in the books of man long timers arduous to see doingsal techniques on their employees. Give perks, sustain pecuniary benefits, exertion rewards and employees be limit point to be trigger offd as dewy-eyed as that. But gradu eithery as the years passed by, as people began to set off by of the shackles of mo nononous, menial work environments, in that respect was a al-Qaeda shift on how management studies began to view pauperization. There were debates, lectures, psychological- affable experiments and theories which shortly threw the senile notions aside and brought in recent onenesss.The topic became a cynosure of all management, scientific and stinting studies a topic which was deemed round-eyed suddenly became a complex hulk with fall out which, the workplace culture was poised to be threatened. Employees, after all, argon the biggest assets of organizations and motiva tion is what keeps them going. This account will explore why the polar motivational theories argon important and barricade away from the usual old age concept of motivation and show it as the orb is viewing motivation nowadays.The intellect is to generate a certain derive of interest and debate in the topic (otherwise relative) so as to obtain a clear realizeing as to what competency be the underlying reasons for employee motivation. indigence Theories assume that the reader already knows what motivation is, fix known about the various hot motivation theories and squeeze out distinguish amidst the various motivational theories and the literature contact them it has been discover how the traditional motivational theories of Maslow project al closely vanished from the experiments and recent research papers, whilst set emphasis on line of business environments and sociable evaluations.As the global market moves by dint of recurring waves of economic slowdown and ins tability, much organizational changes collapse occurred running(a) to fluctuations in employee triumph and the way workers view their jobs. Motivation, clearly, has been a challenge. Leaving aside the various theories, sanctioned motivational factors such as allowance rewards, innovative act evaluation methods, the nature of work, organizational changes and socio-political structure commit been evolving over the past few years and that has a direct jolt on motivation.Among all the theories, the one which stands out (and is probably relevant) is Herzbergs motivator hygiene possible action, which divides the concept into twain parts the motivator factors and the hygiene factors. fleck job satisfaction and work liberty head to the motivator factors, hygiene factors accomplished of pay and per cultivateance. Herzberg deduced that the insufficient hygiene factors lead to de-motivation and the motivator factors like job enrichment contri barelye to motivation.This is in compliance with the Hackman and Oldhams theory of job enrichment which talks about change magnitude motivation stemming from skill identity, autonomy, task moment and job purpose. Deci & Ryans precedent talk about the similar aspects, openhanded rise to the notion that extrinsic motivational factors (factors outside work like pay, performance compensations, rewards) directly oppose the intrinsic factors (job satisfaction, challenging tasks, etcetera). While it is completely beggarlyless to presuppose that fiscal rewards, i. e. xtrinsic factors do not work, it has been observed that insufficiency of such factors lead to native de motivation.On the flip side, intrinsic motivational factors work only if the work is challenging sufficient to engage the interest of an item-by-item wherein the job has a psychological impact on the skills of the employee. 1 New Theories and Experiments As we exhibit into newer business environments, new theories and experiments hit cropped up which are causing a ikon shift in the way the world tonuss at motivation.The most popular which are apply in business organizations are the carrot and find approach 10 where informally employees are given carrots as rewards and sticks for reprimands. This whence produces desirable and undesirable behaviours among employees who perform mechanical and process orient jobs as in the gain intentness 13 . However, playing by the rules of the motivation theories, there have been an antonym to this and there was an approach constructed around the concept of intrinsic motivation when it comes to jobs which require fanciful thinking and rudimentary cognitive skills like building new products.Among the most famous ones are the performance of the candle experiment (see adjunct 1) with a three groups of people where for each one group was given varying monetary rewards to solve the candle problem 6. The guide shows how the motivation by means of monetary rewards travel flat in the face of creative and cognitive jobs. The same has been elucidated Author Dan wiretap in his bestseller book about motivation, stimulate 14. A similar experiment was performed by LSE economics who concluded that financial incentives can result in a prohibit impact on overall performance 4.As the topsy-turvy war among various motivation theories draw outs, there are companies who have exemplified intrinsic motivation by providing autonomy to their employees to motivate them Google, Atlassian, Wikipedia are provided among the few examples. This display of universe able to motivate their employees has led to these companies being the stalwarts in their respective industries. Accountability and autonomy has been redefining motivation theories all across organizations in the western world 3.However, across industries, organizations have been lifelessness trying to motivate their employees through rewards and monetary benefits while ignoring the age old bedrock of the in trinsic motivation theory. Motivation in an economic crisis The fire test for managers concerning this theme comes during an economic downturn when employee motivation is at an all time low. Organizational behaviour theory suggests the usage of three copys The autocratic role place is use by most firms worldwide involving trying to control processes and take on all the resources in order through downsizing.However, this only leads to a substantial belittle in employee motivation. The IT service industry in India and other parts of Asia has been using this model during economic slowdown. This can be traced bottom to the roots of the Indian society which is rein motord on a more luxuriously-and-mighty culture 11 . As the IT service industry is a more process oriented job, the managers mostly try to balance the participation profits with resource downsizing. Interestingly, this industry celestial sphere also successfully uses the carrot and stick approach to motivate their employees.The Paternalistic model tries to build up on the mixer protection of employees by gaining their trust and their willingness to continue with the company. This does not dampen motivation but does not elevate employee motivation enough to bring the firm out of crisis, as the employees are not encouraged to remediate their skills. Russian firms in the 1990s employ this model to control the economic downturn but failed miserably as the employees were not actuate and it also accentuated the crisis situation.Based on Rensis Likerts Supportive relationships principle, the Supportive model recognizes the employee as the most important constituent of the firm, which in turn is likened to a social system 2 . Probably the best form of motivation during a crisis would be the verifying relationship principle wherein peoples outlook towards economic barriers are used to overcome the crisis, hence changing their emplacement towards job satisfaction and organization payload by dis covering growth opportunities, giving the employees ideas to encourage company profitability and minimizing their professional crisis 5.Motivation in IT industries Asian vs. westward As the world is being swept by technological advancements, the IT sector has been in the dash and has been defining the trend in economic patterns. Considering the IT industry, in Asian markets such as India or the Philippines, where the industry is more service oriented, the motivation model is completely contrary from that which is used in the Western world. Western IT companies, which are more product based, do not follow the age old motivation theories.These theories like Maslow and Taylor of trying to knead workers and employees with fat salaries have been adopted by organizations which have an Indian base. However, the Indian companies which bargain with the IT service industry address the call for of the employees in a more radical and structured manner as these companies understand the ne eds of the employees better than the Western companies with a presence in India. The dichotomy of the East-West cultures force organizations to take various approaches to the subject of propel employees.In India, the BPO and the IT industry, which mostly dominate the economy, is intemperately dependent on people, hence the motivational approaches are as important as the job itself 12. The industry also shows a large spike in contrition as past trends have shown arising out of factors mainly because the employee is not motivated. An attitude get hold of was conducted by Robbins to find out behavioral patterns of employees in BPO industry and to find out whether redesign of work, autonomy and restructuring teamwork and feedback increase satisfaction at the workplace, which in turn results in higher performance and motivating employees.The results were move as it was found that there was no relationship between job characteristics and motivation. sort of it was found that BPO wor kers were motivated to work as long as their salaries and financial demands were being met 9. This technique is adopted by a lot of multinational companies which establish their BPO base in Indian and Philippine market. However, the Indian companies in the IT sector take a different approach by addressing the working conditions (like graveyard shift benefits), social concerns and warning of living of the employees.This is provided, not only by monetary benefits, but also by work time flexibility, autonomy, purpose and a sense of belonging. Surprisingly, this is the same strategy which is used in the western culture to motivate the employees. In Malaysia, where the service industry is one of the most emerging markets in Asia, there are several push and consecrate factors which affect employee motivation, which in turn affects the high rate of attrition in this sector.Studies in the Malaysian IT service market have concluded that though compensation and rewards have been the primary methods to motivate employees, work and job purpose are also seen as among the various pull factors which affect it 7. Recently, however, multinational businesses have been restructuring and redesigning their reward and motivation purpose to address the local culture of Asian countries, aligning them with those of the Western cultures. Conclusion Motivation, as we see, is not just about trying to encourage employees with rewards and benefits.A lot of psychological and social aspects are intertwined with the way motivation works. All the motivational theories are destined to clash against each other as organizations are changing the way they look at employees and their needs. Managers need to be assured of the fact that employees are not just assets and treat workers with a sense of belonging. As globalization is turning a page, managers have to keep in mind how the workers pit to workplace environments and how they can be motivated to shape up organizations and industries, on a whole by inducing creative thinking and encouraging them to look at the broader render existing in businesses.