Bussiness Management

BUSINESS MANAGEMENT

FEBIN FRANCIS PRE-MASTERS COURSE 2009

INTERNATIONAL STUDY CENTRE

MOTIVATION THEORIES Motivation Motivation is “to be the reason why somebody does something or behaves in a particular way” (oxford dictionary). X and y theory is based

on motivation, because motivation is the main reason of the people’s behavior. There are two types of motivation theories. The first one is called as content theory, which is based on the question “what” the other one is called as process theory. This theory is based on the question “How”.

Inputs Moderating

Human factors • •

Element

Individual factors Group factors

out puts Performance

Managerial motivation strategy Satisfaction

Organizational factors • • •

Technology Organization Job design The motivation results

There are two main factors are for motivating the worker of a company .the first one is human factors which include personal and group factors. The second one is called as organizational factors, which is including technology, organization, and job design. The affect of motivation will be a good performance or workers satisfaction. MASLOW’S NEED THEORY In this theory Maslow is telling that when a need arrived to a person, then he will think to reduce that need. So from that time on wards he will think for working. Maslow categorizes these needs in to five types.

Physiological needs This includes the basic requirements such as food, water, dress, shelter etc. Safety needs This includes protection against someone or something such as loss of shelter, food and good living condition, which required a good low and order. Belonging needs It includes a person’s love, affection and belongings. Esteem needs These are specially based on human desires. Self actualization needs Individual desire of a person is called self actualization. (Referred from; managing organizational behavior, Henry l. tosi, chapter 7) Need satisfaction STIMULAS

or

Aroused need (State of tension)

Search for way to satisfy the need

Responses (Behavior of feeling)

or Continued aroused state

A need approach to motivation

Most of the peoples are not fully agreed this theory, because in Maslow’s view some of the points are not joining with each other. People ‘seem to move up and down the hierarchy, rather than progressing neatly up through it (Cox and

cox1980) the other problem in Maslow’s theory he is not good in proper statistical collection (Diana c. Pheysey, organizational culture, page; 94) ERG theory is similar to Maslow’s theory, but there was a different. This is mainly showing three objectives. They are existence needs, relatedness needs and growth needs. The characteristics of these two theories are similar. However there are some statements are different. Erg theory state that; 1. The less relatedness needs are fulfilled, the more existence needs will be desired 2. The less growth needs are fulfilled; the more relatedness needs will be desired.

This implies that if a person is deprived of a higher-order need or does not have the potential to satisfy it, he or she will focus on lower-order needs, in other words, he or she will regress on the hierarchy. Need theory is role module of simplicity. But in some situation this theory is not working in the correct order. In that case we need to check the experiences.

HERZBERG’S TWO FACTOR THEORY Maslow’s need theory is not easy for managing a company. It cannot solve all the problem of the company, because it is difficult to translate to the “needs”.

Herzberg, Mausner and Snyderman, these team researched about a new theory. They found a new theory. It is called as Herzberg’s two factor theory. This team provided some guideline to the managers for solving their company problems. They tried to study about a person’s work satisfaction affected performance and motivation, before it, the dissatisfaction of a person no one did not take as a matter. Herzberg and his co-workers found that there are two types of factors, these will affect people in the work places, and both of them will work in different style. There were hygiene factors and motivation factors. Hygiene factors If a worker is present in a job he will be happy about that job. On the other hand if he or she not presents in the job this can be a chance for dissatisfaction. Hygiene factors are associated with the context job. That will include working condition, status and the company policy. Motivation factors Motivations are always related with the satisfaction and willingness for a work. If a person is present in the work, it can be helpful for that job. On the other hand if they absent in a job it will not affect in the total job. Motivation factors are connected with the content of the job. Responsibility and achievement are the main key factors for motivation.

Hygiene factors Technical supervision Interpersonal relations- peers Salary Working conditions Status Company policy Job security Interpersonal relations- supervisors

Motivation factors Responsibility Achievement Advancement The work itself Recognition Possibility of growth

Basic elements of two factors theory

After a short time this theory becomes the best one because it gave a correct direction and motivation to the managers. It gives a good advice to the companies that improve their hygiene factors. At the same time manager of the company should work as a motivator. So that means there should be a balance keeping is required in a good company. According to Diana Herzberg’s theory is different from others, because he thinks satisfaction and dissatisfaction are not opponents. Since Herzberg gave the name “hygiene” to the things which cause dissatisfaction and “motivators” to the things which give satisfaction, his theory is also sometimes called hygiene/ motivator theory.

McGregor’s X and Y theory

Management

Staff

Theory Y - liberating and developmental. Control,

eory X - authorization, repressive style, Produces limited, depressed culture, tight control

achievement and continuous improvement achieved by enabling, empowering and giving responsibility.

Staff Management

X theory McGregor told people, who are not lazy in general. If the organization is looks like laziness, which means the manager of the organization is very poor in managing and controlling. According to McGregor's x theory people not ready to work, they will try to avoid it. In that condition the management should force them for work with the help of punishment and organizational objectives. Ambition and responsibility are the not effecting in this order. In here management will take care of the problems inside the company

Y theory Workers will get effort in their work. McGregor says that y theory is very liberal one, because the working people need to keep self control and the self direction in the company. This should get without punishment or force. In this way worker should take care of the responsibility in the work. Y theory is accepting imagination and creativity, inside the workers. If you designed an organization because of that human can achieve their goals. So that we can control the variation and the differences without any coaching.

There are many good examples are for ‘x’ & y based companies. Diana is explained about this” the expenditure of physical and mental effort is as natural as play or rest. If people have become unwilling to work it is because their natural creativity has been suppressed by their experiences. Motivation is not a problem the problem is demotivation. People have been treated as though they are irresponsible and they have reacted accordingly.”

All the references are from; managing organizational behavior, Henry l. tosi, Blackwell Organizational behavior understanding and prediction, second edition, bobilt, h.redolph Prentice hall international Organizational culture, Pheysey, Diana c, route ledge.