Motivation is an of import issue for all directors, by actuating employee, it can stimulate employees to be more hardworking and contribute to achieve the end of company, so, many companies set up the wages system in order to actuate their employees. If endeavors want to be successful, they should understand how to actuate their employee and this is the ground why I want to compose the subject about motive.
Motivation means the procedure that the attempts of a individual are energized, directed, and sustained toward accomplishing a end ( Robbins & A ; Coulter, 2012 ) . When we can fulfill what employees need, want or end, they can be motivated. Latham & A ; Ernst ( 2006 ) indicate that single differences among people, such as their demand, personality, affect the ways that satisfy them. Therefore, the cardinal message in this paper is that before actuating employee, director should acknowledge the single differences among employees, what their several demands, ends or personality are, and so plan different methods of motive for different employees. If director do non make that, they may non actuate their employee or merely actuate little figure of them. Kovach ( 1987 ) suggest that director should see assorted motivational theoretical accounts to recognize the different demands of employees, because there is no motivational factor which can use to all organisations due to single differences.
In the undermentioned paragraphs, there will first discourse the existent universe job, and so present Expectancy theory and Maslow hierarchy of demands theory and utilize these theories and some surveies to back up my thought.
Real World Problem
Lunenburg ( 2011 ) points out that some directors believe that utilizing individual wages can stimulate all employees, but it is wrong construct that all employees desire the same things. Because each employee has their ain demands, their personality besides affects what can actuate them, for illustration, one employee may prefer good pay but the other is interesting work. Therefore, due to disregarding single differences, they can non actuate all employees. Besides, Simons and Enz ( 1995 ) say that employers tend to presume that they know what their employee want from the occupation, but this premise leads them to do errors when seeking to actuate the employees.
In fact, many studies show that a batch of employers believe that money can actuate all employees, so their wages system merely focuses on money. However, many existent instances are that the employees give up the high pay and travel to other company to work, the ground is that they can have more power or freedom in other company. When merely following the money as the method of motive, the employees who do non necessitate or prefer money will non be motivate, and the company will blow the resource. Therefore, if the directors want to actuate all employees efficaciously, they need to acknowledge the single differences, such as demand, end, characteristic and personality trait of the employees before motivate them.
First of wholly, the anticipation theory will be present and usage to analyse why acknowledging single differences is the ancestor of employee motive. Expectancy theory province that a individual would wish to move in certain manner based on the outlook that the individual can accomplish the result that he wants after the act. There are three variables in this theory, which are anticipation, instrumentality and valency.
Anticipation is the belief that exercising a given sum of attempt can ensue in achieving certain degree of public presentation. Instrumentality is the belief that accomplishing a peculiar degree of public presentation is instrumental to achieve the coveted consequence. Valence is the value that the single topographic points on the wages or effect based on their ends, demand.
Lunenburg ( 2011 ) indicates that harmonizing to anticipation theory, employees can be motivated if they believe that their strong attempt will ensue in good public presentation and they can obtain the coveted wagess due to the good public presentation, and the wagess can fit their demands or ends
In the anticipation theory, we can see that the employee can be actuating, when they expect and believe that they can have the wagess which they desire and achieve their end eventually, such as publicity in the organisation or increasing salary, after exercising strong attempt. Therefore, before the directors design the wagess in order to actuate their employees, they should acknowledge the ends and demands of each employees, because they are different. Fiscal wages can actuate employee who the end is gaining more money, but canaa‚¬a„?t actuate the employees that have other end. One of the premises of this theory is that each employee wants different things from the company ( Lunenburg, 2011 ) , hence, acknowledge single difference is an of import measure before employee motive. Darling, Arm and Gatlin ( 1997 ) even suggest let employee develop their ain wages plans, because of the single differences.
Besides, different employees have different abilities, in the anticipation theory, the employees need to believe that their attempt can take to good public presentation, nevertheless, if the director give the same work to all employees, some of them may be unable to manage the work, so they believe that they can non hold good public presentation in the work, despite seeking their best, and they will non be motivated. Therefore, the director should acknowledge the ability of each employee foremost, and give the suited work to them. Therefore, acknowledging single differences is the ancestor of employee motive.
Maslow hierarchy of demands theory
Maslow theory provinces that there are hierarchy of five demands which are physiological, safety, love, respect, and self-actualization ( Maslow, 1943 ) . Physiological and safety demands belong to lower-level demands ; societal, esteem, and self-actualization belong to higher-level demands. The sequence of the demands hierarchy besides is physiological, safety, love, respect, and so self-actualization. Each degree in the demands hierarchy demand to be fulfilled well before the following demand becomes dominant. For illustration, when physiological demand is satisfied well, so the safety demand will go dominant and so on. Besides, the theory says that when a demand is satisfied well, a individual is no longer motivated to carry through that demand. In this theory, the employees can be motived if their demands are satisfied.
Harmonizing to Maslowaa‚¬a„?s theory, director can fulfill their employees need in order to actuate them, hence director should understand what need degree that an person is on in the hierarchy and concentrate on fulfilling demands at that degree ( Robbins & A ; Coulter, 2012 ) . However, non all employees have the same demand, some employees may hold safety demand, another may hold love demand. Harmonizing to consequence of a survey ( Goebel & A ; Brown 1981 ) , older employees have greater safety demand than the immature employees. Therefore, in order to actuate all employees, directors should acknowledge the demand of each employee, unless it is hard to actuate all employees.
For case, the demand of each employee may be different, holding security demand, love demand and respect demand. If directors do non acknowledge the demand of each employee, they easy miss the demand of some employees, this will ensue in some employees can non be motivate. Another of import thing is that if directors believe that increasing salary can actuate employees, but they do non cognize that the demand of their employee belongs to hierarchy of self-actualization, on the one manus, the employees can non be motivate, on the other manus, the company waste the money, because the increasing pay have no any advantage for the company. Kovach ( 1987 ) suggests that if a director knows why each employee comes to work, remain with the organisation, and so the director can be able to guarantee that all of employees can be motivated. Susan ( 2012 ) besides suggests that director should inquire each employees what they want from work, by utilizing this information, she think there are cheap chances that can make a motivational work environment. Therefore, acknowledging single differences should non be ignored before actuating employees.
Personality traits and motive
In fact, each people have their ain personality trait, it is one of the single differences. Acknowledging different personality trait of each employee is what directors need to make before actuating their employees, because it can impact which incentives can actuate the employees. Harmonizing to five factor theoretical account of personality, there are large five personality traits, which are Openness to see, conscientiousness, extroversion, amenity and neurosis.
The survey ( Judge & A ; Ilies, 2002 ) shows that neurosis and conscientiousness once more the strongest correlativities with anticipation motive, while openness to see and agreeableness addition weaker correlatives of anticipation motive. This survey indicates that personality traits can impact what ways can efficaciously actuate employees. Therefore, if the directors want to actuate all employees, they need to understand the personality of each employee, the different of their personality foremost and so by analysing the information, the directors can plan different incentives which are suited for each employee. Because of the extent that persons differ in values, and personalities, their reactions to the types of wages should besides differ ( Pappas & A ; Flaherty, 2006 ) .
Besides, the director should acknowledge the different features of each employee before actuating, such as who are lazy or like to work. There is a survey ( Churchill, Ford and Walker, 1979 ) about the sales representative, the survey points out that personal features affect the sorts of wagess that salesperson find most motivative, so the wages system of the company should be tailored to suit the demands of the people instead than copy a system used by other endeavors that may engage sales representative with different features. The other survey ( Pappas & A ; Flaherty, 2006 ) besides indicates that acknowledge the features of the single sales representative are of import when fiting wagess. Not all sales representatives are created to be equal. Some sales representatives respond to fixed salary programs positively while others can react to incentive positively. Therefore, acknowledging single differences is so of import before actuating employees, because it can assist to develop a wages system which is tailored to suit the demands of the employees.
Kim ( 2006 ) indicate that the chief ground for directors to acknowledge single differences before placing motivational factors is to avoid the preconceived impressions of employers that their incentives are the same as that of employees, and this think may take directors to plan such incentives that are merely suited for directors. For case, there is the research that has been mentioned in the paper ( Kim,2006 ) showed that top incentives of employers were good wages for over 40 old ages, but employees select different factors over clip, such as interesting work and full grasp of work done. Therefore, it is undeniable that acknowledging single differences is the ancestor of employee motive, the directors can avoid doing some possible error for the employee motive.