Assessment 2: Individual Assignment

4/14/2019
Motivation Theory

Presented by: Riddhi Ramrekha- 19547020

Tutor name: Kayle Slade

Tutorial time: Monday 10am-
12pm
Word count: 1059
Contents
Introduction: ....................................................................................... 2
Maslow’s hierarchy of Needs .............................................................. 3
Vroom’s Expectancy Theory ................................................................ 3
Compare and Contrast: ....................................................................... 4
Usefulness of both theories in real-life organization: ......................... 5
Conclusion: ......................................................................................... 6
References: ......................................................................................... 7

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Introduction:

Motivation is one of the major factors that give reasons, incentives, enthusiasm or interest

which affects the performance and behaviour of a person. Dubin (1958) defines motivation

as ‘’the complex forces that keep an individual at work in the organization, move the

individual to do actions and continue him in the progression of an achievement that has

already started.’’ There are many different theories that enlighten the motivation but

Maslow’s and Vroom’s theories will be considered and discuss. Lester (2013) stated that

Maslow has established the hierarchy of needs which suggests that human desires to be in

the pyramid that involve physiological, security, affiliation, esteem and self-actualization

needs. However, according to Suciu, Mortan and Lazar (2013), Vroom advised that humans

select w deeds that they trust lead to results they consider as worth and his model is built

around their expectancy, instrumentality and valence. This essay will focus on the topic of

Motivation by engaging with the Organizational Behavior Theory. It will also critically

compare and contrast the Content Maslow’s concept of motivation (Hierarchy of Needs)

with the Process Concept of Motivation (Vroom’s Expectancy Theory), discuss about the

usefulness of both theories in real-life organization and conclude with their implications.

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Maslow’s hierarchy of Needs

Maslow assumes that every person must be inspired to accomplish his particular

requirements and therefore transferred his idea into a Hierarchy of needs which looks like a

pyramid/triangle.

Each individual begins at the lowest level of the triangle and makes efforts to attain the aims

of the following stage until they reach the highest segment. One cannot go to the next stage

of the triangle until the requirements of the primary stage are met. These requirements

persuade individuals to upkeep for themselves and live a well-off life (Baldoni, 2009, p.50)

Vroom’s Expectancy Theory

Tolman (1951) argued that the basic assumptions in Vroom’s expectancy model are likely to

influence individuals to be highly motivated.

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First of all, there is the Expectancy is the intensity to which persons assume that additional

efforts will assist to achieve a higher stage of performance. Secondly, we have

Instrumentality which is the intensity to which people assume that a certain stage of

performance will lead to some results/recompense. Finally, Valence is the degree to which

anticipated results are appealing or unappealing. Thus, Iancu and Badea (2015) argue that

directors should as far as possible try the best that they can to make sure that their staffs

have faith that the efforts they will put will ameliorate performance which in turn will lead

to esteemed outcomes.

Compare and Contrast:

Maslow’s theory establishes the foundation on which Vroom’s model constructs on and

both theories allow an individual to tackle a deed relying on the importance they have on

the predictable outcome in the whole process and what they comprehend about effort and

productivity. Moreover, Maslow’s comprehension on the consequence of discontented

requirements is linked to the expectancy philosophy. Additionally, both models allow a

human to prove which outcomes are most probable to inspire individuals and this will

command the greatest procedures to take as aspects of their skills and opportunities.

Furthermore, ‘’the supplementary opportunities workers have on their work, the better

inspiration they will have to accomplish’’ is familiar in both Maslow and Vroom’s concepts of

motivation.

The expectancy concept of inspiration does not put emphasis on desires but focusses on the

outcome and performances whereas the hierarchy of needs focusses on the relation of

inner requirements of a human and the anticipated determination required to please them

such as money and time. Expectancy Concept demonstrates to more enlightened compared

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to Maslow’s model in inspiring workers as the effort to assume a mission will correlate to

the ability to command the deriving attainment/success of a person. Contrary to the

concept of expectancy, the concept of the hierarchy of needs has the opportunity of doing

work regarding self-achievement, instead of essentially accomplishing it can be the eventual

inspiration for most individuals. The expectancy concept is about supervisors giving their

reward based on distinct accomplishment as to how improved that worker narrates

contribution and productivity paying consideration of any likely fluctuations in the

procedure to decrease risk. Nevertheless, Maslow’s concept will provide resilience for

managers to let progress up the grades of their workers in the best means they feel pleased,

expanding motivation. Additionally, Maslow’s model permits managers to recognize the

substantial requirements active for precise worker safeguarding incentives.

Usefulness of both theories in real-life organization:

Celik and Akin (2013) states that each worker is unlike and has diverse requirements and

director need to take into consideration and identify the dissimilarity among each worker to

ensure that they are plateful then encounter their requirements. It is very important that

employees trust their manager and that employees feel that they have the sustenance of

their manager and his supervision from their supervisor. Managers should make this their

first concern so that their workers are able to utilize their expertise and capabilities to their

best (Victor and Society for Human Resource Management, 2019, p.23) Maslow’s theory

give workers the occasion to feel that they are appreciated, as well as being used to their

complete ability and this persuades them to do better. As for Vroom’s theory, employees

are motivated to o work towards achieving their own personal goals. Managers should also

ensure that desirable behaviour are rewarded properly, every individual is treated equally,

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and work places should be secured, comfortable and pleasant. It is also very important for

managers to take into consideration the anticipated monetary, political, and societal

position; profession goals; the necessity to stabilise occupation, household, education,

public, faith, and other issues of their workers. Managers should also be able to provide

monetary and non-financial gratitude. On the other hand, it is important that employees

ensure that they are gaining the inspiration from inside that is an employee should be open

to communication, coaching, challenging, and recognition

Conclusion:

Inspiration is a vital aspect in the whole development of a successful administration. Each

worker of advanced stage or inferior stage of supervision has the capacity to achieve his

responsibility precisely and efficiently. The concept of expectancy split up determination,

achievement, and attainment of a specific duty making it hard and advanced for many

persons to discover their abilities as the determination to start a mission will correlate to

ability to command the consequential accomplishment of an individual. This can be a

compound procedure. Thus, the pyramid of needs has a bigger inspiration to workers, is

more accurate and inexpensive in inspiring in contrast to Vroom’s motivation concepts. A

work placement atmosphere is more expected to flourish if everyone is enthusiastic to

contribute

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References:

Baldoni, J. (2009). Lead by example: 50 ways great leaders inspire results. New York:

American Management Association.

Celik, Akin. (2013). A Study on the Effects of Managers' Behaviors and Attitudes on Job

Satisfaction and Motivation of Workers in the Directorate of Sports and Youth Services

through the Eyes of Workers. Educational Research and Reviews, 8(9), 462-470.

Dubin, R. (1958). The world of work: Industrial society and human relations. (Prentice-Hall

sociology series). Englewood Cliffs, N.J.: Prentice-Hall.

Iancu, D., & Badea, D. (2015). Perspectives on Using Theory Porter-Lawler Student

Motivation Military. International Conference KNOWLEDGE-BASED ORGANIZATION, 21(1),

208-213.

Lester, D. (2013). Measuring Maslow's Hierarchy of Needs. Psychological Reports, 113(1),

15-17.

Suciu, L., Mortan, M., & Lazar, L. (2013). VROOM'S EXPECTANCY THEORY. AN EMPIRICAL

STUDY: CIVIL SERVANT'S PERFORMANCE APPRAISAL INFLUENCING EXPECTANCY.

Transylvanian Review of Administrative Sciences, (39E), 180-200.

Tolman, E. (1951). Behavior and psychological man: Essays in motivation and learning.

Berkeley: University of California Press.

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Victor, J., & Society for Human Resource Management (U.S.). (2009). 2009 employee job

satisfaction: Understanding the factors that make work gratifying: a survey report.

Alexandria, VA: Society for Human Resource Management.

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