Motivational Theories and Factors Essay

According to DuBrin, motivation is an energizing force that stimulates arousal, direction, and persistence of way (2004, p. 121). It is the force inside the individual and process which allows us to get others to effectuate forth effort. There atomic number 18 many motivational theories that bottomland be used to prompt others (DuBrin, 2004). In the workplace, managers may need to find shipway to act their employees. Three ways a manager might motivate their employees be Setting goals, using operant conditioning to change behaviors, and using fiscal motivators.These may all be used to motivate employees (DuBrin, 2004). Goals are what motivate us and others to strive to achieve accomplishments either castigate by ourselves or others. Goals create a self-dissatisfaction within us which gives us an incentive to reduce this dissatisfaction by achieving our goal. By setting goals, employees brush aside improve doing and increase productivity (DuBrin, 2004). Another way to mo tivate employees is to use operant conditioning as used by B. F. Skinner.By providing rewards and punishments for behaviors, an employer can motivate employees to modify behaviors by providing consequences. An employee can use an incentive for positive behaviors much(prenominal) as increasing sales and receiving a commission or procession. For disallow behaviors such as not meeting goals set, an employer might demote the employee or even take away commissions or the promise of a promotion (DuBrin, 2004). Monetary rewards can be used to motivate an employee to improve effect and production.By offering commission or a raise, an employee lead be motivated to achieve. By setting clear expectations, an employee can strive to cause or exceed expectations, knowing what they will be eligible to find oneself the incentive. (DuBrin, 2004). I believe that the three ways of motivating others, can similarly help me motivate myself. By setting face-to-face goals for myself, I can motivat e myself to accomplish those goals. After achieving the original goals, I will set higher goals to challenge me. Monetary or recognition rewards will as well motivate me to be more productive.When given a choice in the midst of being rewarded or punished for behaviors, I will always annul the negative behavior and opt for achieving rewards (DuBrin, 2004). howls Expectancy surmise and Maslows Hierarchy of necessitate theory are two customary motivational theories. The Expectancy theory and Hierarchy of Needs theory befuddle similar and contrasting ways of motivation. The Expectancy theory focuses on personal choices that an individual must make when faced with the possibility of working breathed to achieve rewards and are affected by individual perceptions.Expectancy is how a person perceives the subject probability that one thing will ensue to another. How a persons perception of expectancy for effort will lead to performance and how performance will lead to reward probabi lities (valance) increase, so does a persons motivation force increase. (Scholl, 2002). The Hierarchy of Needs theory is based on satisfying our innate physiological of necessity first (food, shelter, water), then safety (job security, earning an income), then moving up the hierarchy ladder to satisfy our need for growth (love and belongingness needs, esteem needs, and self-actualization needs.Maslow states that until our basic needs are met first, we cannot move up the hierarchy ladder (Olson & Hergenhahn, 2011). The two theories are similar because they both have forces that drive our motivation. However, Maslow generalizes about our motivation whereas Vroom shows that the resembling people are motivated by different things at different times and that different people are motivated by different things at the same time (Motivation Types, 2009).Vroom does not seek to explain a persons motivation like Maslow. Instead, he explains how people arrive at decisions to achieve the end they value. Both can be motivated by needs and self-esteem (Scholl, 2002). While financial incentives can be a good motivational tool, it can as well as have drawbacks. By offering fiscal, promotions, or employee benefits to employees, it can increase an employees performance and production. However, the drawbacks to this are a decrease in teamwork and inequitable rewards.If a person is working toward a goal to receive a monetary reward, he will most likely be less of a team player due to competition with coworkers. If monetary rewards go by income, a person who makes less will receive less monetary rewards than someone who receives a higher salary. An example of this is profit sharing (Ehow Money, 2012). sometimes it may be better to have monetary rewards given as a team effort or equitable financial rewards for the same job performance.