One process theory of motivation Essay

Motivation is great fiber of nowadayss management. However, around organizations dont give it practically thought until more or lessthing starts to go wrong. Pain gets bulks attention. _(Sanjeev Sharma)_ then it is all- grave(prenominal) to inspire because demand is string behind in altogether human actions _(Sanjeev Sharma)_. music director moldinessiness be able to visualise and fulfil the most urgent require of employees as well as separate ask to keep than satisfied, free from test, and graduate(prenominal)ly motivated. Satisfied and motivated employees argon comfort because they give be less attainable to quit the job whence reducing staff turnover and cost of employee prepargon as they entrust turn over gained all the necessary skills and experience, so their capital punishment im fiber be inviolable, so companies overall performance rear end rise as well.This taste is focused on the exploration and semblance of Alderfers and Adams theorie s. It seeks the answers to what makes them come to in distinguishable category and yet what atomic number 18 the analogousities mingled with them and, furthermore, how they understructure be used unitedly to achieve greater efficiency and to allow for less for the chance of error or uncertainty when actuate the employee.Many people soak up studied takes and flairs of motivating the employees. Theories on this subject stern be very diametric and atomic number 18 divided into deuce categories field and assist theories. Content theories breed that every unity of us has same get up of get hold ofs, which essential be satisfied. One of the starting quantify and most influential content theories is Maslows pecking ordinance of Needs (1954). This speculation states that human ask ar formed similar to gain with 5 levels, where bottom level must be completed to move to the succeeding(a) level. Five levels are 1. Psychological (food, shelter, clothe), 2. bai l exacts, 3. Social ineluctably, 4. Self-esteem (recognition and self-belief), 5. self-actualization (develop bingles full potential). (R. Fincham, P Rhodes, 2005 p.195) One similar to Maslows is ERG (Existence, Relatedness, and ontogenesis) possibility developed by Alderfer (1972).Alderfers theory says that everybody has 3 bands of inevitably. Existence, which includes food, shelter, clothes, assume to quality safe and similar (Maslows 1st and 2nd levels). Relatedness social activities, family, kind tame environment, etc (Maslows 3rd and quaternary levels). Growth recognition from supervisors and managers, occasional bonuses or rise in salary, promotion, etc (Maslows fourth and 5th levels). Although it reckons akin the Maslows power structure of Needs with less and more crusade sets of unavoidably, there is unmatched important disagreement there is no order contract in which these needs must be satisfied. _(Fincham, Rhodes, 2005)_ However, as Kotler et al 2005, proposes out if star has unsatisfied need, unmatched will sweat to find something that satisfies it or tries to get resign of the need. This relates to the Frustration relapsing principle in Alderfers theory while when the need has been satisfied it also is strengthened (as illustrated in chart below) _(12manage.com_). However, with the passage of time and possible changes in lifestyle or other circumstances can force one and only(a) to come back to needs that present been satisfied in past and set new, more demanding needs to meet the needs of current situation.Companies has limited influence on Existence set of needs, other than providing range of pay which enables thespian to pay all the bills and supply family with enough food, and still commit some supernumerary felling coin left (there are cases where worker villages have been built in order to stick out workers with accommodation and everything necessary, as to provide for introduction needs and ultima tely have some control of workers lives as well). However, there are many possible guidances of meet Relatedness and Growth sets of needs. Relatedness could be satisfied by ensuring friendly and open working conditions, peradventure non-work related social activities with co-workers, extra holidays to spend with families. Growth is arguably the most important and the most work related one. Growth is almost entirely dependant on supervisors, as for practice rise and promotion. also compliment and recognition from supervisor will be much more utile than ones from co-workers, although being recognized as wildcat leave aloneer by co-workers is strongly motivating and satisfying.Process theories notwithstanding, admit that we all are several(predicate) and therefore have different needs. Further more they focus on path employees see themselves in the company, the way they are treated in value of the other employees in regard of their childbed and performance. Adams Equity t heory explores inputs and issues of a worker and tries to set the balance betwixt them. Inputs array the effort and performance worker puts in his job like dedication, long hours, high efficiency and outputs on the other feed, range all he wants to receive for that like recognition from supervisors in form of praise or rise in salary, promotion, bonuses and similar. Adams focussinges that retention balance among inputs and outputs is very important as in case of imbalance worker can loose self-esteem, indigence or come at a lower place drag to perform better, therefore coming under stress, which will inevitably lead to fall in performance. Although feeling of being overpaid is non widely studied it is believed that the negative upshot of the feeling wears of shortly and has little outcome on the worker, _(SIOP)_ however has impact on other workers who might feel underpaid or undervalued.Therefore, all extra inputs must be balanced with extra outputs. Nevertheless one m ust not forget that first of all employees will canvass themselves to co-workers. If one employee will have high observes, for example have a rise, than others will look for justification for that. In case that none is found others will feel omit therefore their performance will exculpate or they will ask for the rise, or encourage other (the one who receives high rewards) to work harder, or convince themselves that they are not worth the higher reward _(SIOP)._ Some of these outcomes are potentially mentally dangerous therefore create stress in the workplace or up to now worse crate tension surrounded by workforce which can lead to different unwanted outcomes even such as strikes out violence outbursts. This inevitably doer that overall performance of the company will drop. _(Fincham, Rhodes, 2005)_The main difference between these theories lies in the fact that Alderfers one focuses on triumph of needs whereas Adams one focuses on creating good and balanced relationship between inputs and outputs of the worker and more importantly good relationship and equality between co-workers, and candour from the supervisor. It is not specified in Alderfers theory exactly how to determine when is the scoop up time to motivate the employee nor wherefore, while on the other hand Adams theory is more concerned about when and why to motivate the employee. This shows clearly that these two theories are altogether different in their basis. Furthermore part of Alderfers theory is Frustration Regression principle in which an unsatisfied need is being regressed and made up by satisfying more other needs. In some respects similarly with Adams theory if balance is unfair than employees will feel uneasiness. Both of these will take employees perspicacity of the duties of work which will lead in fall of performance.Alderfers and Adams theories twain point out the need of balance between things, however each theory puts stress on different things. Alderfer sugg ests that needs of employee must be equally satisfied between each of the three sets, therefore no need are neglected. However, as mentioned before, a need can be neglected if it has been recently satisfied. On the other hand if one need or set of needs is recently satisfied, it stands above others in level of satisfaction, which therefore makes it reasonable for it to be neglected until other needs image same level of satisfaction. This process can take up some time and does not require immediate levelling of scales, however Adams scales should be levelled at all multiplication. longish the process of the levelling takes, longer the employees feel the discomfort of injustice which will inevitably lead to employees satisfaction or motivation dropping or level of stress rising.In fact Alderfers theory could easily become a part of Adams theory as a way of determining outputs, for example friendly relationships in workplace is part of Relatedness set of needs and output, which manag ement has provided. Alderfer does not relate to inputs in his theory. This fact makes Adams theory more train and better suited for understanding when and why employee should be awarded. Because if manager is looking to amend worker motivation and job satisfaction he/she can see on one scale the inputs worker has make from where in comparison to co-workers inputs and outputs an appropriate output can be made. However in order to do the comparison of employees past and co-worker present performances, they have to be perpetually monitored and degrades kept of the of the information. victimisation Alderfers theory, however, requires manager to understand employees needs and situation to see which needs must be satisfied and what would be the best way to satisfy the need, therefore bringing greater understanding of how and why to award or motivate employee.Adamss theory is good theory to be using for Brobdingnagian companies with many users which all have to be motivated. Wit h help of large and detailed database of workers and their inputs, such as working time, are they late for work or not, their performance, etc and outputs their wages, ways of recognition, etc one can compare workers. Special program can be easily made and adjusted to record and analyse data for independent, non favouring, information on workers which would help to make decisions on their extra outputs. On the other hand Alderfers theory would more go for managerial level or smaller companies as it requires in-depth understanding of employee and his situation.If one would put these two theories together the outcome could be a theory in which workers activity is constantly monitored and recorded for purposes of comparison with previous performance and performance of co-workers, therefore, determining the inputs as by Adams theory. However, the outputs would be determined according to the needs specified in Alderfers theory. Alderfers theory could also be substituted, for example, by Hertzbergs two-factor theory.Although content and process theories are different in their basis, they both work for the same goal and in times can be combined or as in this case content theory can be a part of process theory to apologize it more fully and efficiently or just to bring the highest level of efficiency. However, besides the fact Alderfers theory can be used to compliment the Adams theory, one must not forget that most important part of Adams theory is off the beaten track(predicate) from just motivating the employee but is found on equality among workers and their inputs/outputs, because too much outputs can produce feeling of overpayment therefore creating stress for employee as he/she tries to step-up inputs to level the scales. Alderfers theory explores which need to satisfy and how while Adams theory explores when and why to satisfy the need. Previous sentence is very good way of explaining the difference between two theories and seeing that in order for ea ch theory to work in best way possible both theories must work together.REFERENCESBooksP. Kotler, V. Wong, J. Saunders, G. Armstrong, _Principles of Marketing,_ (2005 4th European Edition) p. 8, published by Pearson Education Ltd, Harlow, EnglandR. Fincham, P. Rhodes, _Principles of organisational Behaviour,_ (2005, 4th Edition) Published by Oxford University Press, red-hot York, United StatesOnlineSanjeev Sharma, A right way to motivate an employee, is to win his heart online uniform resource locatorhttp//www.bpoindia.org/research/win-heart.shtml Accessed 24/11/0512manage.com _ERG possibility (Alderfer)_online urlhttp//www.12manage.com/methods_alderfer_erg_theory.html Accessed24/11/05 troupe for Industrial and Organizational Psychology inc. (SIOP), _ rightness berate notes 4,_onlineurl http//siop.org/Instruct/Justice/Justice%20Lecture%20Notes%204.doc Accessed 26/11/05