Essay About Applicable Motivation Theory And Specific Needs

Motivation in Employee Retention – Term Paper – dmasai
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Motivation in Employee Retention
[pic 1][pic 2]1.0 Preamble  Ligonier Steel Corporation is located in Ligonier, Pennsylvania. It’s a small plant with 250 employees. Tom Fry is the plant manager. At the time, it is observed that the firm faced productivity growth rate issues –resulting to stagnation for 2.5 years. This necessitated concerns from Mr Tom Fry, the plant manager, in intervening motivation as factor of enhancing performance at the firm. From the case, it is observed;Sticky Issues –Management AttentionNo employee interactions ; and no recognition for staff ideas input Management Interventions –New ProgramReward scheme for performance Establishing quotas targets as performance management toolSet up bonus for exceeding quota targets – enhances productivity gains Employees interactions promoted Recognitions for individual accomplishments Public raise for notable productivity suggestions Publishing/ display of employee of  the month Employees retraining and or college education opportunities Set up of career development plans – promote employee growth potentials Facilitate conducive work place environments – Drive job satisfaction Q’n 1.0 Description of relevant/applicable motivation theory to the case  *Content theory of Motivation (Needs)It focuses on the factors within a person that energize, direct, sustain and stop behavior. They address the specific needs that motivate people- it explains why human needs change with time. Content theory includes the work of David McClelland, Abraham Maslow, Hertzberg Mintzberg and Alderfer’s. Abraham Maslow’s hierarchy of needs theoryAbraham Maslow defined need as physiological or psychological deficiency that a person feels the compulsion to satisfy. In his theory, Maslow identified five levels of human needs. Higher level NeedsSelf-actualization needs: including creative and challenging work, participation in decision making, job flexibility and autonomy. Esteem needs: including responsibility of an important job, promotion to higher job status as well as praise and recognition from the boss. Lower level needsSocial Needs: including friendly co-workers, interaction with customers and pleasant supervisor Safety needs: including safe working conditions, job security and physical comfort on the jobPhysiological needs: including base compensation and benefits, rest and refreshment, breaks as well as reasonable work hours. Hertzberg’s two-factor Theory Frederick Hertzberg offers another framework for understanding the motivational implications of work environments. In his two-factor theory, Hertzberg identifies two sets of factors that impact motivation in the workplace; Hygiene factors including salary, job security, working conditions, organizational policies and technical quality of supervision. Although these factors do not motivate employees, they can cause dissatisfaction if they are missing. Satisfiers or Motivators include such things as responsibility, achievement, growth opportunities and feelings of recognition, and are the key to job satisfaction and motivation. For instance, managers can find out what people really do in their jobs and make improvements, thus increasing job satisfaction and performance. Therefore, following Hertzberg’s two-factor theory, managers need to ensure that hygiene factors are adequate and then build satisfiers into jobs. Alderfer’s ERG Theory Clayton Alderfer’s ERG (Existence, Relatedness and Growth Theory) is built upon Maslow’s hierarchy of needs theory. He infact collapses Maslow’s five levels of needs into three categories.Existence needs –are desires for physiological and material well-being. (In terms of Maslow’s model, existence needs include physiological and safety needs)Relatedness needs- are desires for satisfying interpersonal relationships. (In terms of Maslow’s model, relatedness corresponds to social needs)Growth needs- are desires for continued psychological growth and development. (In terms of Maslow’s model, growth needs include esteem and self-realization needs)McClelland’s Acquired Needs TheoryDavid McClelland’s acquired needs theory recognizes that everyone prioritizes needs differently. He also believes that individuals are not born with these needs, but that they actually learned through life experiences. McClelland identifies three specific needs:Need for achievement is the drive to excelNeed for power is the desire to cause others to behave in a way that they would not have behaved otherwise.Need for affiliation is the desire for friendly, close interpersonal relationships and conflict avoidance. Higher achievers differentiate themselves from others by their desire to do things better. These individuals are strongly motivated by job situations with personal responsibility, feedback and an intermediate degree of risk. In addition, high achievers often exhibit the following behaviors:

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“Motivation in Employee Retention” EssaysForStudent.com. 03 2016. 2016. 03 2016 < "Motivation in Employee Retention." EssaysForStudent.com. EssaysForStudent.com, 03 2016. Web. 03 2016. < "Motivation in Employee Retention." EssaysForStudent.com. 03, 2016. Accessed 03, 2016. Essay Preview By: dmasai Submitted: March 31, 2016 Essay Length: 2,075 Words / 9 Pages Paper type: Term Paper Views: 457 Report this essay Tweet Related Essays Managing Employee Retention and Turnover Managing Employee Retention and Turnover Employee retention has always been an important focus for human resource managers. Once a company has invested time and money 2,066 Words  |  9 Pages Motivated Employees Researches indicate that the main reason for an employee to leave an organization is the failure of the organization to acknowledge the employees work. Rewarding 703 Words  |  3 Pages Individual Level - Highly Motivated Employees Individual Level - Highly Motivated Employees Competitive Compensation Package Expectancy Theory (Valence-Instrumentality- Expectancy Theory) The strength and tendency to act in a certain way depends 398 Words  |  2 Pages Employee Retention The topic I chose to research was “Employee Retention.” The reason I chose this topic was because I wanted to know what keeps employees 3,277 Words  |  14 Pages Similar Topics Employee Motivation Motivation Employees Get Access to 89,000+ Essays and Term Papers Join 209,000+ Other Students High Quality Essays and Documents Sign up © 2008–2020 EssaysForStudent.comFree Essays, Book Reports, Term Papers and Research Papers Essays Sign up Sign in Contact us Site Map Privacy Policy Terms of Service Facebook Twitter