Motivation

Motivation "is the activation or energization of goal-orientated behavior. Motivation is said to be intrinsic or extrinsic. The term is generally used for humans but, theoretically, it can also be used to describe the causes for animal behavior as well".http://en.wikipedia.org/wiki/Motivation

Some motivation theories are used to explain behavior, to predct behavior or to influence behavior.

Douglas McGregor set the theory about different kind of workers satisfying higher or lower needs of the Maslow`s hierarchy. He explained how some employees are motivated because of the money and that most of the time these workers do not care about the organization, they dislike working and are more self-centered. It is more often that these are production workers or mass manufacturing employees. In the other hand, there are some employees that are more capable of developing and creative. Usually these employees are high qualify and organizations tend lo locate them in professional occupations because they can easy align organizational goals to individual`s needs.

Source: http://www.infolizer.com/

There is one more simple theory created by Clayton Alderferer: ERG theory. In this theory he argues that employees usually pursue multiple needs simultaneously, without following any kind of order.

Source: http://mkhanpmp.blogspot.com/2009_10_04_archive.html  

The most known theory is the Maslow`s hierarchy of needs. He argues how some basical needs must be fulfilled at the first place in order to satisfy step by step ore specific needs such as steem needs or self actualization. In order to cover the latest one, the other four steps must be satisfied.

Source: http://www.idealoutcomesystem.com/

Finally, the need theory of Mc Clelland`s relate the acquired needs such as achievement, power and affiliation with the specific motivators that lead employees focus on those needs to feel comfortable.

(Discussion above is based on the information of the slides provided by Cristina Robledo. Organizational Behavior & National and Organizational Culture. July 2010).

What are the Hawthorne Studies? explain its importance for studying motivation at the workplace and its influence over diverse motivation theories.

The Hawthorme studies are based on the idea of paying incentives in productivity and the interpersonal motives, within an organization.

"The Hawthorne studies were carried out by the Western Electric company at their Hawthorne plant in the 1920's. Initially, the study focused on lighting.

Two things emerged from the initial studies: (1) the experimenter effect, and (2) a social effect. The experimenter effect was that making changes was interpreted by workers as a sign that management cared, and more generally, it was just provided some mental stimulation that was good for morale and productivity. The social effect was that it seemed that by being separated from the rest and being given special treatment, the experimentees developed a certain bond and camaraderie that also increased productivity". http://www.analytictech.com/mb021/handouts/bank_wiring.htm

Studying motivation is one of the most important tools for CEOs that must be taken into account. When emplyees realize that their managers really care about them and give special attention to each one of them, it was demonstrated that productivity inmediately increases. An harmonious environment when working elevates the positive attitude from employees and make them be more committed to the goals of their organizations.

This study influences the diverse motivation theories because each person working in one company has different expectations that should be fulfilled in order to perform the progress of the company. This study demostrated how important is to take into account these different motivations of employees that led afterwards to elaborate theories explaining how much an employee differs from one another and how is it possible for organizations to cooperate according to his/her personality, values, beliefs, attitudes, to achieve his/her goals and give him/her appropiate tasks that make him/her feels comfortable with the job, obviously translated to economic and cultural profits for the company.

 

 

¿Which motivation theory do you think has the most relevance for understanding the behavior of Griffin and fostering her motivation at work?

 

Despite of feeling underpaid, I think Griffin stayed at Flight 001 because his key motivator was not the money. In the Mc Clelland`s need theory it is well explained. When the acquired needs are related with achievement, employees are looking for excellence, competition and challenging goals; their main motivators are challenging projects with reachable goals and feedback, and in any case money plays an important role.