Org Culture

The motivation theories include content and process. The content theories are individual oriented in that they place emphasis on people’s characteristics such as Maslow’s theory, ERG, Herzberg’s two factor and McClellands’ learned needs theory. These theories are based on the premise that a people have specific needs that must be met. If there is an unmet need, this results in motivation to acquire the need. All of the content processes have some limitations and strengths. According to this week’s lecture, content theories are unreliable. Each of the process theories has a specific orientation such as expectancy theory emphasizes the employee’s job and environmental variables. There are two categories such as biological drive and cognitive evaluation. The process theories include expectancy, equity and goal setting. The expectancy theory recognizes differences in needs, perceptions and beliefs. Equity theory focuses on the relationship between attitudes towards inputs, outputs and reward practices. Goal setting emphasizes on the cognitive processes and the role of intentional behavior in motivation.

Managers need to play an active role in motivating their employees. They must help create an atmosphere that encourages, supports and sustains improvement. They must be aware of employees’ needs, abilities, goals and reward preferences. Managers need to provide employees with jobs that offer challenge, diversity and opportunities for job satisfaction.

An example in a work setting of process setting is some sales representatives were given specific sales goals for the quarter and the remainder were told to do their best. At the end of the quarter, the majority of the sales representatives that were given specific goals achieved them and received a bonus. Those representatives that were not given any specific goal did okay but definitely did not outperform the representatives that had goals to meet.

Reference:

Ivancevich, J., Konopaske, R. &...