The answer is motivation. The subject of motivation has been complex not only to the managers of this twenty first century, but it also existed in history. This is the reason several scholars as Fredrick Taylor put forth some management theories that could give a solution. They are meant to guide them as they interact with their employees and help them built into their workers the desire to wake up each morning and look forward to going to work.
According to Fredrick Taylor, the motivation should be inform of payment whereby workers are paid according to a piece rate method, which in practice would not motivate them. It is assumed that human beings to be like machines and completely ignored the fact that they are social beings. He further argued that employees should be delegated work, and specialize in the areas they are best. On the contrary, management would fail to exploit the creativity and knowledge of the workforce. The theory also explains adverse relationships between the management and the workforce. He only concentrated on improving the productivity of the organization and ignored the needs of the workforce.
This is not the right approach of management towards workers. There should be a human resources department, which deals with workers. It should have the following tasks: determining the organizations workforce needs, assist in the design of work systems, recruiting, and selecting, training and developing, counseling, motivating and rewarding employees. It has also the mandate of handling all matters of employees wellbeing workforce engagement helps employees to find a passion in doing their work and cement their bond to their organization.
This would help create trust on the management, encourage creativity, skills and innovation within the individuals. It will also increase their morale and commitment towards their work and improve the quality and productivity of their work.
Abraham Maslow is one of the scholars who put forth theories in order to explain needs as a source of motivation others who contributed in the same manner were Frederick Herzberg, David McClelland, and Clayton Alderfer.
A need is a mental deficit that an individual feels the duress satisfy. A want creates tensions at work, and this can influence their attitude towards work and their behaviors. This presumption was based on the knowledge of needs that humans are motivated by several needs. These needs exist in a categorized order. It is only a disgruntled need that can control behavior while satisfied need cannot. Human needs exist in a categorized level of five according to this theory and in their order of importance are one physiological needs, the second is the belonging needs. The third is the self-esteem needs and finally the self-realization needs.
Fredrick Herzberg suggest that motivation affects motivation in the workplace’ identified two major ones that are the sanitation factors in the workplace such as remuneration, job security, operational conditions, managerial policies, and industrial quality of administration.
Lacking the above factors can cause discontent among the employees though they are not motivators. The solution to occupation satisfaction is factors such as duty, accomplishment, development opportunities, and mind-set of appreciation.
David McClelland has recognized the needs theory. He explains that recognized that everyone recognizes needs differently. He said that persons learn these needs through life experiences. He recognized the need for accomplishment, authority and attachment. He connects each want with a different set of employment preferences, and managers can help mold the atmosphere to meet these needs. Three categories, which are existence needs, relatedness and growth, needs exist according to Clayton Alderfer.
Amusingly enough, a high want to accomplish do not automatically lead to being an excellent manager, mostly in big organizations. Employees with elevated success needs are frequently concerned in how well they do individually and not in influencing others to do well. The best managers are soaring in their desires for authority and stumpy in their desires for association.
Finally, there is the theory x and y by community psychologist Douglas McGregor. Hypothesis y is the foundation of excellent administration performance. The theory revolutionizes the argument workers are not simply devices in the company equipment, as hypothesis x type organizations believed.
The theories give the idea of how a manager's belief of what motivates his or her group members affects the way he or she behaves. By considering how your thoughts on about employees’ motivation can influence your management style, one can familiarize themselves with the approach to managing people more successfully. Thus, these theories are the most appropriate approach towards good management. One’s administration approach is powerfully prejudiced attitude and assumptions about what influences members of a team. If you think that the team members loathe work, you will be apt towards a dictatorial style of management. Moreover, if you assume that employees take delight in doing an excellent job, you will be likely to assume a more participative style.
In conclusion, the needs theory is the most appropriate method for motivation as it gives a participative approach, which include the formation of teams like management teams and virtual teams and put into place matters of compensation recognition and encourages performance reviews.
Evans, J. R. (2010). Managing for Quality and Performance Excellence (10th ed.). South Western Educational Publishing.
Mcreynolds, J. (2012). Motivational theories & psychology. Delhi: English Press.