Motivation has been a major function of human resource in most organizations. This is because they have realized that this is the only way through which organizational success can be realized. In this paper, several types of motivation at the disposal of the organization will be discussed at length.  Different levels of motivation have been put forward to explain how human resource management in different organizations has managed to motivate its employees (Pinder, 2008).

According to Steers, motivation to the employees forms a very essential component of management. It is in public domain that managers are obligated to ensure job commitment at work place and this can only be achieved through motivation.  Motivation is also attributed with increased performance among the organizations employees. In this paper, it will be of great importance if light is shed on the different ways through which motivation can be realized. The study will be concerned with unearthing on how best the performance of employees can be enhanced through motivation (Miner, 2006). Extrinsic and intrinsic motivations will be discussed at large as well as other empirical evidence on this topic will be discussed at large.

Text analysis

Motivation has been a major area of concern to many scholars and in different disciplines ranging from psychology, sociology, political science and business just to mention a few. As a result, several definitions have also been put across to explain the phenomenon. According to Badu, motivation is defined as a human psychological characteristic that adds to a person’s degree of commitment towards a certain course.

However, Bartol and Martin relate motivation to the forces responsible for stimulating behavior, provide direction to behavior and overall influence to their action. According to these scholars, individuals must be sufficiently stimulated and energetic, be clearly focused on expected achievement, and must be willing to commit their energy for a long period of time in attempt to realize their target. Several other authors have put forward different concepts in relation to motivation. However, all these definitions have three common aspects i.e. they are all concerned with factors or events that stimulate, channel and prolong human behavior overtime. In essence, motivation is a force that drives human behavior.

In the current scholarly framework, two components of motivation have been put across especially as evidenced by the work of Lakhani and Wolf. In their work, they discuss both the intrinsic and extrinsic classes of motivation. Intrinsic motivation refers to the degree to which feelings of self esteem, growth and competence are expected to result from task performance.  The intrinsic component of motivation is based on expectancy approach and expectancy theory which defines the extrinsic and intrinsic motivations summate (Miner, 2006). According to Amabile, persons are said to be intrinsically motivated when they seek interest or satisfaction of curiosity, self expression or personal challenge in the work place. On the other hand, extrinsic motivation occurs as a result of employees engaging in a task in order to achieve certain goals that form part of the work itself.

Several theories on the concept of motivation have also been put forward by different authors. The earliest theory of motivation was put across by Frederick W Taylor in his scientific management theory.  According to Taylor, men are economic and should be motivated through being paid higher wages.  Taylor asserts that money is the chief motivating factor in any work set up. He argued that the higher the wage rate, the higher the level of motivation and consequently increased productivity. Taylor also noted that payments should be made according to the number of units produced in order to further increase the level of motivation. He categorically noted that many payment methods were ineffective since they failed to reward efficiency and thus advocated for piece-work incentive system.

Another motivation theory is put across by McGregor who explains theory X and theory Y and their relationship with the workers. His theory is based on two assumptions regarding the employees’ behavior. For instance, theory X assumes that workers are generally lazy and therefore in order to motivate them, an autocratic style of management should be applied. On the other hand, theory Y assumes that workers enjoy work and thus are self motivated to achieve organizational goals (Pinder, 2008).

Herzberg was also not left behind in developing the motivation theories. His work is mainly referred to as the motivation hygiene theory. The theory is described in two dimensions of conditions classified as motivators and hygiene factors.  Motivator needs are the essential needs that lead to job satisfaction and are in most cases associated with the nature of work. Motivators are mostly intrinsic factors associated with job satisfaction. On the other hand, hygiene factors are extrinsic factors that simply reduce job dissatisfaction (Miner, 2006).

Maslow’s theory of motivation is based on hierarchy of needs. He argued that human beings are always motivated by a series of unsatisfied needs where one level of needs should be satisfied before others until they reach self actualization stage. Maslow’s work remains one of the most cited works as far as motivation is concerned (Pinder, 2008). The human needs that has been put across in this theory includes; physiological, safety, love, esteem, and self-actualization.  Maslow argued that once a lower order need is fulfilled, the next level of needs in the hierarchy comes into play that is once employees satisfy the lower order needs they will next consider the next level of needs. Maslow further argues that unfulfilled lower needs dominate ones thinking and behavior until they are satisfied. All these needs must be fulfilled until the workers level of motivation is realized.

Reflection

After proper analysis of the essential concepts related to motivation and organization behavior, it is crystal clear that motivation is an important aspect in the management process. The level of productivity within an organization is highly dependent on the level of motivation within the organization. From the texts, it is clear that workers are not only motivated through monetary rewards but are also entitled to a conducive working environment so that they can feel motivated in the course of their service delivery (Lavergne & McRae,  2007).

However, the literature review leaves areas that require further research. For instance, the paper does not offer recommendations on the best combination of both intrinsic and extrinsic factors at which optimum motivation can be realized. The most interesting part in this work is that it will forever remain difficult to ensure total satisfaction to the employees since human needs are insatiable.

References

Lavergne, R. N., & McRae, M., 2007. Understanding factors influencing motivation to work among women of color in substance abuse treatment: The role of self-esteem and self-efficacy. New York: ProQuest.

Miner, J. B., 2006. Organizational Behavior. Chichester, UK: M.E. Sharpe.

Pinder, C. C., 2008. Work motivation in organizational behavior (2nd ed.). New York: Psychology Press.

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