Empoyee Motivation Theories And Process †MyAssignmenthelp.com

Question: Discuss about the Empoyee Motivation Theories And Process. Answer: Empoyee Motivation Motivation is the process of increasing perfoemance through creating conditons that meet the conditions of employees. Lecture slides present theories of motivation by focusing on positive reinforcement factors through extrinsinc rewards and at the same time meeting intrisinc factors needed by employee. The theories presented are reinforcement theory, Hezbergs two factor theory and Masslows hierachy of needs. In the video Pink (2009), analyzes the failures of positive reinforcement through the reward system by giving examples on how use of the reward system filed. To him, the talk is about the puzzle of motivation presented as a battle between intrinsic motivators and extrinsic motivators, autonomy, mastery and purpose against carrot and sticks. This essay analyses similarities and differences between the two resources on motivation. The key argument put forward by Pink (2009) is the use of intrinsic motivation patterns that have been partly discussed in the lecture slides. In the notes, there is the Herzbergs two factor theory which talks about intrinsic factors that appear in motivation. In the video, the argument is based on the use of autonomy and intrinsic factors to motivate employees. Autonomy has been used as a factor that motivates employees by giving them the freedom to work the way they want (Schultz Schultz, 2010). For example, the results only work environment was used as an illustration of how autonomy can motivate employees to achieve better results. The lecture slides points out on the use of motivation factor in the theory to establish conditions that make the employee motivated. These conditions include satisfaction, recognition and the work itself. This similarity appears in both when employee conditions are simplified to allow the employee to make choices in their own work. The common factor that links the two resources is the creation of work conditions and autonomy that allows the employee to enjoy the work environment and yield more results. However, the video highlights how reinforcement patterns of using rewards have failed to bear the expected results. Pink (2009) in the video argues that rewards do not always lead to positive results or improved outcomes since there are internal factors that push employees to work harder such factors do not rely on reinforcement but rather creating conditions that make the work environment better Yusoff, Kian, Idris (2013. The lecture slides talk of reinforcement that is sued to satisfy the needs of employees as a way of keeping them motivated. Further, Khan (2016) suggests that Maslows hierarchy of needs is used to justify how meeting employee needs motivates them to work harder. At the bottom level of the hierarchy, employees are struggling to meet their physiological and biological needs, thus supporting them to meet such needs can motivate them. However, in the video experiments in India indicted how reinforcement rewards failed to bear fruits. The lecture slides support the the ories of rewards reinforcement as a way of motivating employees. The lecture slides and the video are connected through the idea of creating work conditions that allow the employees to maximize their potential. This is through autonomy and good working conditions that increase individual achievement. On the other other hand, the video criticizes the use of rewards by showing examples of failed cases where rewards have been used to motivate employees but failed. Therefore, the video and the slides have some differences and at the same time some similarity. References Khan, M. (2016). Developing a supportive and inclusive workplace culture in Bangladesh. The Daily Star. Pink, D. (Producer), Pink, D. (Director). (2009). The puzzle of motivation [Motion Picture]. Retrieved from https://www.ted.com/talks/dan_pink_on_motivation/transcript?language=en#t-1075111 Schultz, D. P., Schultz, S. E. (2010). Psychology and Work Today: An Introduction to Industrial and Organizational Psychology. New York City: Prentice Hall. Yusoff, W. F., Kian, T. S., Idris, M. T. (2013). Herzbergs Two Factors Theory on Work Motivation: Does Its Work for Todays Environment? Global Journal of Commerce Management Perspective, 2(5), 18-22.