Motivational Theory

Describe Maslow’s theory & other theories related to management.

How these theories applicable in managing people/nurses.

Why you choose such theory in management

Reflect your experience in ward

Maslow’s theory

Maslow (1970) believed that people are motivated to satisfy certain needs, ranging from basic survival to complex psychological needs, and that people seek a higher need only when the lower needs have been predominantly met.

Maslow's Hierarchy of Needs Chart

Skinner: skinner’s (1953) research on operant condition and behavior modification demonstrates that people can be conditioned to behave in a certain way based on a consistent reward or punishment system.

Herzberg (1977): Herzberg maintained that motivators, or job satisfiers are present in the work itself and encourage people to want to work a d to do that work well. Hygiene or maintenance factors keep that worker from being dissatisfied or demotivated but do not act as true motivator.

Herzberg’s motivators and Hygiene Factors

Motivators Hygiene Factors

Achievement

Recognition

Work

Responsibility

Advancement

Possibility for growth

Salary

Supervision

Job security

Positive working condition

Personal life

Interpersonal relationshipsCompany policystatus

Vroom (1964): Vroom’s expectancy model says that people’s expectations about their environment or a certain event will influence their behavior.

McClelland (1971): McClelland’s studies state that all people are motivated by three basic needs: achievement, affiliation, and power.

Gellerman (1968): Gellerman states that most managers in organizations over manage, making the responsibilities too narrow and failing to give employees any decision – making power to stretch them often enough.

McGregor(1960): it shows the importance of a manager;s assumptions about workers on the intrinsic motivation of the worker. These assumption; Theory X and Theory Y.

McGregor’s Theory X and Theory YTheory X Employees Theory Y Employees

Avoid work if possible

Dislike work

Must be directed

Have little ambition

Avoid responsibility

Need threats to be motivated

Need close supervision

Are motivated by rewards and punishment

Like and enjoy work

Are self –directed

Seek responsibility

Are imaginative and creative

Have underutilized intellectual capacity

Need only general supervision

Are encouraged to participate in problem solving

Alderfer’s ERG Theory

Clayton Alderfer's ERG (Existence, Relatedness, Growth) theory, collapses Maslow's five levels of needs into three categories. Existence needs, Relatedness need and Growth needs.

Why you choose such theory in management?Because motivation influences productivity,

manager need to understand and motivate employee. Motivation is driving force within individuals, thus the manager (motivator) should influence factors that motivate employees to gain higher levels of productivity.

Motivation theories are important to managers in attempting to be effective leaders.

Maslow’s hierarchy of Needs identifies five levels of needs.

Level one consist of physiological needs which are the most basic human needs. They included food water and comfort. This helps to satisfy the employees physiological need by a pay check.

Level two is safety need which are the desire for security and stability, to feel safe from harm. Helps to satisfy employees need by benefits.

Level three – social needs, desires for affiliation . they include friendship and belonging. The manager can help fulfil social needs by showing direct care and concern for the employees

Level four - esteem needs, desires for self-respect and respect or recognition from others. Helps to satisfy employees' esteem needs by matching the skills and abilities of the employee to the job. Manager can help fulfill esteem needs by showing workers that their work is appreciated.

Level five - self-actualization needs, desires for self-fulfillment and the realization of the individual's full potential. Manager can help fulfil self-actualization needs by assigning tasks that challenge employees' minds while drawing on their aptitude and training.

REFLECTION