Psychology and Motivation
This essay examines the topic on ‘psychology and motivation’, where money has long been considered the most effective motivator of staff. Therefore, three specific management theories would be used in this paper to evaluate the use of monetary incentives in employee motivation. Motivation is purely a simple active process of leadership behavior. It creates conditions which drives an individual to do things right. Motivation is a built-in response in an individual and it appears within an individual instead of establishing from the outside (Baldoni, 2005).
Motivation is the key to performance improvement. Unfortunately, in today’s working society, the traditional approach of monetary incentives tempts individuals only to a certain extent. Though monetary incentives are able to fulfill the basic needs (hunger, thirst and daily necessities) of an individual, it cannot ‘buy happiness’ like work satisfaction or help people attain power. Money makes people feel self-sufficient. Human beings are thus more likely to put forth effort to attain personal goals (Buchanan, 2009).
Instead of using the traditional approach, employers can consider adopting another method of motivating their staff – Maslow’s theory of motivation – Hierarchy of needs. Maslow’s motivation theory shows that individuals are being motivated by unfulfilled needs (Clifford & Thorpe, 2007). According to Maslow, there are five types of needs. These needs are illustrated in the figure below. Maslow Theory of Motivation – Hierarchy of Needs (tutor2u)
Maslow identified these five needs which are considered the “deficiency needs.” When one is motivated to satisfy these needs, one will work hard to achieve it. Therefore, these needs must be satisfied in order for work productivity to be improved. When these needs are satisfied, naturally, employees would want to remain in the company.
Thus, employers can motivate individuals by satisfying these five types of needs mentioned by Maslow
Motivation is the key to performance improvement. Unfortunately, in today’s working society, the traditional approach of monetary incentives tempts individuals only to a certain extent. Though monetary incentives are able to fulfill the basic needs (hunger, thirst and daily necessities) of an individual, it cannot ‘buy happiness’ like work satisfaction or help people attain power. Money makes people feel self-sufficient. Human beings are thus more likely to put forth effort to attain personal goals (Buchanan, 2009).
Instead of using the traditional approach, employers can consider adopting another method of motivating their staff – Maslow’s theory of motivation – Hierarchy of needs. Maslow’s motivation theory shows that individuals are being motivated by unfulfilled needs (Clifford & Thorpe, 2007). According to Maslow, there are five types of needs. These needs are illustrated in the figure below. Maslow Theory of Motivation – Hierarchy of Needs (tutor2u)
Maslow identified these five needs which are considered the “deficiency needs.” When one is motivated to satisfy these needs, one will work hard to achieve it. Therefore, these needs must be satisfied in order for work productivity to be improved. When these needs are satisfied, naturally, employees would want to remain in the company.
Thus, employers can motivate individuals by satisfying these five types of needs mentioned by Maslow