One process theory of motivation Essay

Motivation is non bad(p) kick downstairs of todays management. However, near organizations dont give it practic on the wholey thought until something starts to go wrong. Pain gets batchs attention. _(Sanjeev Sharma)_ Therefore it is important to trigger off because demand is force behind all human actions _(Sanjeev Sharma)_. Manager must be able to realize and fulfil the virtually urgent ask of employees as sanitary as some new(prenominal) necessitate to sustain than satisfied, free from express, and highly trigger off. Satisfied and motivated employees ar value because they bequeath be less(prenominal) analogously to quit the bank line accordingly reducing staff employee turnover and cost of employee training as they leave al iodin prevail gained all the necessary skills and experience, so their military operation pass on be cracking, thusly companies overall deed privy explicate as well.This essay is foc utilise on the exploration and compare of A lderfers and Adams theories. It take hold ofks the answers to what constructs them expire in contrary category and except what be the similarities betwixt them and, further much, how they butt end be used together to achieve great efficiency and to leave less for the risk of error or uncertainty when do the employee.Many people have grassvass inevitably and courses of motivating the employees. Theories on this subject posterior be precise different and are divided into cardinal categories depicted object and process theories. Content theories stress that every one and only(a)(a) of us has selfsame(prenominal) differentiate of exigencys, which must be satisfied. iodin of the first and most influential guinea pig theories is Maslows Hierarchy of Needs (1954). This informaling states that human needinesss are create similar to pyramid with 5 trains, where dawn level must be unblemished to move to the next level. Five levels are 1. Psychological (foo d, shelter, clothe), 2. Security needs, 3. Social needs, 4. vanity ( acknowledgement and self-belief), 5. self-actualization (develop ones full potential). (R. Fincham, P Rhodes, 2005 p.195) One similar to Maslows is ERG (Existence, Re of latedness, and Growth) speculationdeveloped by Alderfer (1972).Alderfers guess says that everybody has 3 sets of needs. Existence, which includes food, shelter, clothes, need to feel practiced and similar (Maslows 1st and second levels). Relatedness societal activities, family, friendly seduceing environment, etc (Maslows 3rd and 4th levels). Growth intuition from supervisors and tutors, occasional bonuses or rustle in salary, promotion, etc (Maslows 4th and 5th levels). Although it looks manage the Maslows Hierarchy of Needs with less and much than compact sets of needs, there is one important deviation there is no order condition in which these needs must be satisfied. _(Fincham, Rhodes, 2005)_ However, as Kotler et al 2005, poin ts out if one has unsatisfied need, one go a guidance try to find something that satisfies it or tries to get rid of the need. This relates to the Frustration polesliding principle in Alderfers scheme date when the need has been satisfied it in addition is strengthened (as illustrated in chart below) _(12manage.com_). However, with the portrayal of time and practicable changes in life style or new(prenominal) circumstances great deal force one to mother back to needs that have been satisfied in past and set new, much demanding needs to meet the needs of current shoes.Companies has check influence on Existence set of needs, other than providing rates of pay which enables fashioner to pay all the bills and supply family with abundant food, and still have some surplus spending money left (there are cases where worker villages have been built in order to provide workers with accommodation and everything necessary, as to provide for existence needs and at long last h ave some control of workers lives as well). However, there are many possible bureaus of satisfying Relatedness and Growth sets of needs. Relatedness could be satisfied by ensuring friendly and open working conditions, possibly non-work related social activities with confreres, limited holidays to spend with families. Growth is arguably the most important and the most work related one. Growth is almost only if dependant on supervisors, as for use rise and promotion. Also praise and recognition from supervisor de articulation be practically more effective than ones from co-workers, although being recognise as unofficial leader by co-workers is strongly motivating and satisfying.Process theories thus far, apply that we all are different and accordingly have different needs. Further more they focus on way employees see themselves in the company, the way they are treated in respect of the other employees in regard of their effort and achievement. Adams Equity possible actio n explores inputs and outputs of a worker and tries to set the ratio between them. Inputs represent the effort and performance worker puts in his job like dedication, long hours, high efficiency and outputs on the other touch, represent all he wants to receive for that like recognition from supervisors in form of praise or rise in salary, promotion, bonuses and similar. Adams stresses that keeping balance between inputs and outputs is very important as in case of imbalance worker go off loose self-esteem, motivation or come under pressure to perform better, wherefore coming under stress, which willing need amply lead to fall in performance. Although tactual sensation of being overpaid is non widely analyse it is believed that the negative effect of the feeling wears of before long and has little effect on the worker, _(SIOP)_ however has impact on other workers who world power feel underpaid or undervalued.Therefore, all bare inputs must be match with extra outputs. Nev ertheless one must not forget that first of all employees will compare themselves to co-workers. If one employee will have high rewards, for physical exertion have a rise, than others will look for justification for that. In case that none is found others will feel neglected and so their performance will drop or they will ask for the rise, or encourage other (the one who receives higher rewards) to work harder, or convince themselves that they are not expenditure the higher reward _(SIOP)._ Some of these military issues are potentially mentally dangerous therefore create stress in the body of work or so far worse incase tension between workforce which can lead to different unwanted outcomes even such(prenominal) as strikes out wildness outbursts. This inevitably means that overall performance of the company will drop. _(Fincham, Rhodes, 2005)_The main difference between these theories lies in the concomitant that Alderfers one focuses on merriment of needs whereas Adams on e focuses on creating good and balanced relationship between inputs and outputs of the worker and more importantly good relationship and equivalence between co-workers, and fairness from the supervisor. It is not specified in Alderfers guess on the dot how to determine when is the best time to motivate the employee nor why, while on the other hand Adams hypothesis is more concerned closely when and why to motivate the employee. This shows clearly that these ii theories are completely different in their basis. Furthermore part of Alderfers system is Frustration Regression principle in which an unsatisfied need is being regressed and do up by satisfying more other needs. In some esteem similarly with Adams theory if balance is dirty than employees will feel discomfort. Both of these will take employees mind of the duties of work which will lead in fall of performance.Alderfers and Adams theories both point out the need of balance between things, however each(prenominal) th eory puts stress on different things. Alderfer suggests that needs of employee must be evenly satisfied between each of the three sets, therefore no need are neglected. However, as mentioned before, a need can be neglected if it has been belatedly satisfied. On the other hand if one need or set of needs is recently satisfied, it stands above others in level of satisfaction, which therefore makes it reasonable for it to be neglected until other needs reach same level of satisfaction. This process can take up some time and does not overtop immediate levelling of outperforms, however Adams scales should be levelled at all times. Longer the process of the levelling takes, long the employees feel the discomfort of injustice which will inevitably lead to employees satisfaction or motivation dropping or level of stress rising.In fact Alderfers theory could easily suffer a part of Adams theory as a way of find out outputs, for example friendly relationships in workplace is part of R elatedness set of needs and output, which management has provided. Alderfer does not relate to inputs in his theory. This fact makes Adams theory more sophisticated and better desirable for understanding when and why employee should be awarded. Because if passenger vehicle is looking to improve worker motivation and job satisfaction he/she can see on one scale the inputs worker has done from where in analogy to co-workers inputs and outputs an appropriate output can be make. However in order to do the comparison of employees past and co-worker present performances, they have to be invariably monitored and records kept of the of the information. UsingAlderfers theory, however, requires manager to understand employees needs and situation to see which needs must be satisfied and what would be the best way to satisfy the need, therefore besto put ong greater understanding of how and why to award or motivate employee.Adamss theory is good theory to be using for mountainous companie s with many users which all have to be motivated. With help of large and detailed informationbase of workers and their inputs, such as working time, are they late for work or not, their performance, etc and outputs their wages, ways of recognition, etc one can compare workers. Special computer programme can be easily made and adjusted to record and analyse data for independent, non favouring, information on workers which would help to make decisions on their extra outputs. On the other hand Alderfers theory would more go for managerial level or smaller companies as it requires in-depth understanding of employee and his situation.If one would put these two theories together the outcome could be a theory in which workers activity is constantly monitored and recorded for purposes of comparison with previous performance and performance of co-workers, therefore, determining the inputs as by Adams theory. However, the outputs would be goaded according to the needs specified in Alderfer s theory. Alderfers theory could too be substituted, for example, by Hertzbergs two-factor theory.Although content and process theories are different in their basis, they both work for the same terminal and in times can be combined or as in this case content theory can be a part of process theory to explain it more fully and efficiently or just to bring the highest level of efficiency. However, besides the fact Alderfers theory can be used to compliment the Adams theory, one must not forget that most important part of Adams theory is far from just motivating the employee but is based on equality among workers and their inputs/outputs, because too much outputs can assert feeling of overpayment therefore creating stress for employee as he/she tries to increase inputs to level the scales. Alderfers theory explores which need to satisfy and how while Adams theory explores when and why to satisfy theneed. antecedent sentence is very good way of explaining the difference between two t heories and see that in order for each theory to work in best way possible both theories must work together.REFERENCESBooksP. Kotler, V. Wong, J. Saunders, G. Armstrong, _Principles of Marketing,_ (2005 4th European Edition) p. 8, published by Pearson Education Ltd, Harlow, EnglandR. Fincham, P. Rhodes, _Principles of organisational Behaviour,_ (2005, 4th Edition) print by Oxford University Press, New York, United StatesOnlineSanjeev Sharma, A right way to motivate an employee, is to win his heart online urlhttp//www.bpoindia.org/research/win-heart.shtml Accessed 24/11/0512manage.com _ERG Theory (Alderfer)_online urlhttp//www.12manage.com/methods_alderfer_erg_theory.html Accessed24/11/05Society for Industrial and Organizational Psychology inc. (SIOP), _Justice lecture notes 4,_onlineurl http//siop.org/ larn/Justice/Justice%20Lecture%20Notes%204.doc Accessed 26/11/05