Assignment – Business Effectiveness

Introduction

We Will Write a Custom Essay Specifically
For You For Only $13.90/page!


order now

Motivation
is a key factor in determining an employee’s commitment to their daily job
roles. This means that managers need to be certain that their employees are
happy where they are working by ensuring that the basic of needs are met, such
as job security, acceptable working conditions and fair wages. The use of
motivation is vital in every business to ensure that the workforce morality is
high and positive. Motivation requires specific aspects that activate and
direct the behaviour of people

Intrinsic
Theory – Abraham Maslow’s Hierarchy of Needs (Motivation Theory – Maslow’s Hierarchy of Needs, 2017)

“Motivation
is the will to work” (The Exam
Performance Specialists | tutor2u Business, 2017),
it requires specific aspects that activate and direct the behaviour of people. Maslow’s
hierarchy of needs is an intrinsic theory, which is when an individual will
only work more efficiently if treated with specific rewards, for example an
office of their own, thus dramatically increasing the individual’s self-esteem.

Maslow’s
theory consists of five core needs, ordered in a hierarchy, which Maslow states
are highly influential and are needed to be fulfilled in a business so that
employees feel belonged in the business(citation). This theory highly impacts a
business as when a need is satisfied, the employee can move up to the next
layer on the hierarchy, thus significantly increasing the individual’s morality
and workforce morality. The hierarchy of needs influences employees by
encouraging them to fulfil certain needs in order, which helps escalate them to
the top, so they can redeem high incentives or rewards. For example, the basic
needs for an employee at the bottom of the hierarchy (physiological needs)
would be fair pay so that they are able to afford basics such as food and pay
for their homes. Only then can employees progress to a higher need, which in
this case is safety, and of course employees will be looking for job security,
so having the certainty that when they arrive, they are indeed safe around work
will ensure that the employee feels as if they belong to the business and have
no worries about waking up the next day and going into work feeling safe.  Overall, by implementing Maslow’s hierarchy of
needs into a business, can the business in fact succeed in managing their
employees effectively as they are able to view the certain tiers at which each
employee rests in, and implementing the needs in order allows the business to
ensure most of its employees are feeling belonged, safe and trusted.

Maslow’s
hierarchy of needs can be implemented into a multicultural business. For
example, a Muslim man or woman may be more hesitant to work with the opposite
gender, which factors into Maslow’s theory as team building is an essential
factor however it is subjective. (Tice, 2017)

 

Satisfactory
Theory – Frederick Herzberg’s Two Factor Theory (Motivation Theory: Herzberg (Two-Factor
Theory), 2017)

Frederick Herzberg’s two factor model is the assumption that
factors of satisfaction which fulfil people who work, aren’t the same as the
elements which in fact dissatisfy people who work. He had discovered that when
individuals were excelling in their roles and were consistently praised for the
labour they were doing, was due to them already being capable and satisfied of the
required skill set and the knowledge of their role, which would significantly
result in them outperforming people who weren’t satisfied with their job role.

According to Herzberg the two factors that he
had identified were the motivator (satisfaction) and (dissatisfaction) hygiene
factors. The motivator factors are elements which inspire and satisfy
individuals to work harder and the hygiene factor can de-motivate or dissatisfy
employees significantly if they are not present in the organisation. However,
Herzberg had also noticed that even if the hygiene factor was present, it was not
enough on its own to act as a motivator factor to make employees work harder,
thus why he had separated the factors into the two-factor theory. Wren had stated “Hygiene factors act in a manner analogues to the
principles of medical hygiene. Hygiene operates to remove health hazards from
the environment of man.”

Motivation factors that influence people at
work, were non-financial methods identified by Herzberg. This included elements
such as: significantly giving more responsibilities to individuals at work, so
that their job role was more detailed and satisfactory (acting as recognition
by their managers in the employees’ eyes, thus satisfying the employee);
implementing and creating jobs which were fulfilling or challenging with rewards
both financial and non-financial; and he had also stressed that a key element
would be recognising the achievement of when their employees were executing
their jobs strategically and the contribution they had towards the company’s
success as a whole. (Motivation Theory:
Herzberg (Two-Factor Theory), 2017)

Hygiene factors that satisfy people at work, were
recognised mostly as financial methods by Herzberg. This included essentials
such as: Appropriate wages and financial rewards (pay rise, bonus pay, paid
time off) that employees believe they should be given, suitable working
conditions to what employees expect they should have, and appropriate
supervision (lack of guidance and management, bad decisions being made) and
policies (health and safety policies met) in place to ensure the employees are
feeling wanted, safe and satisfied. Herzberg strictly argued that if these
hygiene factors were not put into place, in the organisation, it would lead to
the negative effect of being demotivating and dissatisfying its employees. This factor is vital to include (and should be regularly updated) which
will help the workforce reach a healthy level of satisfaction. (Motivation Theory: Herzberg (Two-Factor Theory),
2017)

A multicultural business can accept and implement
this theory by…

Multicultural – people from dif ethic
backgrounds don’t have same motivator e.g. people from asia don’t have same as
ppl from UK.

Incentive
Theory – Douglas McGregor’s Theory X & Theory Y (Lisa Buchanan,Youtube,2015) (Theories of Motivation | Part 4 of 4: X &
Y Theory, 2017)

An incentive
theory is an individual that requires specific motivators, for example wage
increase

Douglas
McGregor’s Theory X and Theory Y centres on how the manager portrays and
influences its individuals of the business. He had discovered that there are
two types of individual characteristics and thus named them X and Y. The theory
fundamentally looks at the individuals who behave with X characteristics or Y
characteristics.

Theory X concentrates
on people who are illustrated as being unmotivated, this may be due to them
disliking their job role; therefore managers need to control them and put them into
place. It also assumes that individuals are motivated mostly by incentives such
as bonus pay or bonus breaks and therefore are subject to avoiding responsibility
of certain tasks; however, it also assumes that employees try to seek security
in the decision-making process. This theory is generally popular in more
hierarchal organisations as there is often, no opportunity for independence as
depicted by its managers.

Theory Y
concentrates on individuals who are portrayed as being generally self-motivated
and happy to work, this is mostly due to them being self-directed and already have
the skills capable of committing to their job initiative. However, McGregor
also stressed that the individual is motivated by achieving a specific goal,
thus illustrating to managers that they seek a promotion or added responsibilities
to their role. They tend to want, to able to commit to the decision making
aspect of the business, and assumes that the decisions made by these
individuals will be respectable decisions.

McGregor stressed
that if this theory were to be implemented, managers would need to understand
that the employee behaviour and management of its employees are dependent on
the situation of the workforce before taking action. As a manager, McGregor
strictly argued that people generally don’t have the characteristics of “X” or “Y”,
that they need to look at the overlapping areas between “X” characteristics and
“Y” characteristics because certain individuals may be motivated more towards “Y”
or might tend to be more active with “X” characteristics, this is why he
stressed that managers need to have a wider look at the bigger picture of its
employees, so that they mistakenly don’t start to label their employees with
all of the general assumptions of an individual listed above.

A multicultural
business can accept and implement this theory by

Conclusion
300 word