Organizational Motivation

SUMMARY

Motivation is the process of arousing and sustaining goal directed behavior.

Some figures in this motivation field are Max weber –work as a mean to achieve salvation- and Sigmund Freud- Unconcious nature-

Motivation considers both: Internal (self interest of individual) and external incentives (economic gain)

This chapter describes many theories of motivation:

-ERG Theory: Workers pursue multiple needs simultaneously: Growth, Relatedness and existence.

-Theory X and Y: Theory X lower order needs and theory W high order needs (According to chart)

-McClellands Need theory gives a response on how to motivate employees in different ways: Achievement, power, Affiliation.

Three categories of exchange between individuals and organizations: commited, calculated, aliniated.

-Adams theory of inequity: People are motivated when there is inequity/unfairness. Tension motivates a person to act.

-Expectancy Theory or VIE: Efforts lead to performance.

Is economic retribution enough to motivate employees?

Economic retribution is not enough to motivate employees. It can play an important roll in motivating but it also has to be accompanied with verbal motivation, stimuli such as employee of the month, birthay party or present, retribution for good work.

To properly motivate employees, managers have to take into account different things and activities knowing that not all employees respond the same way to different stimuly, so there has to be a mix in when coming to retributions to be able to do it properly and correctly.

References:

1. Time Managment y Prioritization. http://literacy.kent.edu/salt_fork/time_priority/graphics/carrot.gif.  march 11, 2010.