ASSIGNMENT TOPIC: MAKE A SCHOLARLY REVIEW OF MOTIVATION
THEORIES AS PRESENTED IN YOUR ORGANIZATIONAL BEHAVIOR TEXT BOOK.
DEFINITION OF MOTIVATION:
Motivation is a theoretical construct used
to explain behavior. It represents the reasons for people's actions,
desires, and needs. Motivation can also be defined as one's direction to behavior
or what causes a person to want to repeat a behavior and vice versa. A motive is what
prompts the person to act in a certain way or at least develop an inclination
for specific behavior.
Review of the book Organizational
Behavior:
The Book Organizational Behaviour by Prof Grace Chinelo O. Nzelibe and Dr.
Munirat Olafemi Yusuf has the following motivation theories:
1.
Abraham
Maslow
He arranged the hierarchy of needs as thus;
i.
Psychological Need: The need for food, drink, shelter, and relief
from pain
ii.
Safety and security need: The
need for freedom from threat, that is, the security form threatening events or surroundings
iii. Love
and Belongings: Social,
and love. The need for freiendsip,
affliation, interaction, and love.
iv. Esteem: The need for self-esteem and for esteem
from others
v.
Self actualization: The need to fulfill oneself by making maximum use of abilities, skills,
and potentials.
2. ALDERFER’S
ERG THEORY
Alderfer agress with Maslow that individual
needs are arranged in a hierarchy.
Hoevewer, his proposed need hierarchy inovles only three sets of needs:
- Existence Needs: Needs satisfied by such factors as food, air, water, pay, and working conditions.
- Relatedness Needs: Needs satisfied by meaningful social and interpersonal relationships.
- Growth Need: Needs satisfied by an individual making creative or productive contributions.
3. HERZBERG
TWO FACTOR THEORIES
Herzberg developed a content theory know as the
two-factor theory of motivation. The two
factors – are called the dissatisfies-satisfiers or the hygiene motivator or
the extrinsic-intrinsic factors, depending
on the discussant of the theory. The
original research which led to the theory give rise to two specific
conclusions. First, there is a set of
extrinsic conditions, the job context, which results in dissatisfaction among
employees when the conditions are not present.
If these conditions are present, this does not necessarily motivate
employees. These conditions are the dissatisfiers
or hygiene factors, since they are needed to maintain at least a level of “no dissatisfaction.” They include:
1.
Salary
2. Job Security 3. Working Conditions 4. Status 5. Company procedures 6. Quality
of technical supervision 7. Quality of interpersonal relations among peers,
superiors, and with subordinates..
Second, a set of intrinsic conditions – the job content-when
present in the job, builds strong levels of motivation that can result in good
job performance. If these conditions are
not present, jobs do not prove highly satisfying. The factors in this set are called the
satisfiers or motivators and include;
1.
Achievement
2. Recognition 3. Responsibility 4. Advancement 5. The work itself 6. The possibility
of growth
4. MCCLELLAND
LEARNED THEORIES
McClelland has proposed a theory of motivation that is
closely associated with learning concepts.
He believes that many needs are acquired from the culture. Three of these learned needs are the need for
achievement (n Ach), the need for affiliation (n Aff), and the need for Power
(nPow).
RECOMMENDATION:
I will
advice the Authors to add Douglas Mc Gregror Theory, Reinforcement
Theory by B.F. Skinner (1953) ,Self-Regulatory Theory by Higgins (1997, 1998)
and
Activation theory by Anderson (1976, 1983) in their next edition.
Reference:
Please, reference the organizational behaviour
material here:
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