Analysis of Motivational Factors That Effects Human Behavior

Analysis of Motivational Factors that Effects Human Behavior

David Brookshire

Ed Aidoo

Brandon Rogers

North Carolina A&T State University

MGMT 720: Management & Organizational Behavior  

Table of Contents

Table of Contents. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  2 Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  3 Content Theory of Motivation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  3 Process Theory of Motivation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  5 Compare & Contrast Content & Process Theories of Motivation. . . . . . . . . . . . . . . . . . . . . . . . .  7 Contingency Model of Motivation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  9 Figure 1 Contingency Model. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  10 Leadership Situation Categories . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  10 Work Cited  . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13

Introduction

In today’s economic market, leaders continue to practice and apply innovative principles that can guide the company and employees towards defined objectives. One method that serves a significant part in guiding the company is by introducing a system that promotes motivation to the employees. Delivering a sense of motivation to employees should serve as a primary objective of the company’s daily routine. By introducing a motivational analysis system, companies would expect an increase in the employee’s performance, energy, creativity, commitment to the work (Lovering, 2011). Because of this introduction, the company will succeed in increasing its productivity.  The primary concept of motivation offers a strong drive for individuals to perform well. As leaders continue to identify different motivational factors, the study of motivation is divided into two different theories. These theoretical cases would include the content theory of motivation and the process theory of motivation. Over the course of time, companies have studied both theoretical models in efforts to apply a variety of innovative principles to motivate its employees. The structure presented in both theories are completely different from each other. However, the notion presented in both theories offer the company a better and diverse understating on how various individuals are best motivated.

Content Theory of Motivation

Unlike other perceptions of delivering motivation to individuals, the content theory of motivation demonstrates a strong influential framework to any class of people. Studies of the content theory of motivation provides detailed information on the specific needs that promote motivation in that individual (Stotz, Bolger, CPIM, & Maritz, n.d.). The notion of this idea helps corporations, leaders, and managers to understand how to implement forms of motivation to its personnel. Proponents of this content theory would include Maslow’s need theory, Herzberg’s two major factors, McClelland’s learned needs acquired from culture, and Alderfer’s three level hierarchy theory (Stotz et al., n.d.).The concept of all four theories of motivational help support the practice demonstrated by the content theory of motivation.

As organizations continue to adopt the content theory of motivation, management practice has had a tremendous impact. Understanding employee motivation is one of the most important assets that a company could possess. Today, business operations that continue to experience successful practices can sometimes be derived from motivated employees (Babatunde, & Osabiya, 2015). As a result, employees who display a strong sense of motivation are consider valuable assets to the company. Therefore, under the policies of the content theory of motivation, it is important for companies to satisfy their wanted needs. Unfortunately, companies who fail to meet the personal needs of the employee may face several problems in the future. In the event that an employee’s needs become unsatisfied, it would create an unwanted tension and a state of disequilibrium in the environment (Babatunde, & Osabiya, 2015).

The content theories provide leaders with detailed information on how to fulfill the needs of the individual with efforts to motivate them. Theories used to support this philosophy delivers several outlines that describe how to manage the motivation of that individual. The outline of the theories will include:

• Specific needs trigger desired behaviors.
• Meaningful rewards help individuals satisfy their needs.
• Companies who offer suitable rewards are capable of improving the performance.
• The needs of an individual will change as time progresses (Stotz et al., n.d.).

Process Theory of Motivation

In efforts to deliver an efficient motivational analysis system, companies rely heavily on integrating the content theory of motivation in the work place. In spite of having a tremendous impact on the work environment, the content theory of motivation demonstrates several disadvantages when used. One of the many disadvantages demonstrated from this system is that the theories are universal and designed to apply to everyone (Sydney TAFE, n.d.). For example, in efforts to identify the specific needs of the individual, the content theories of motivation disregards the individuals gender, age, culture, religion, and other personal factors that pertains to that person (Sydney TAFE, n.d.). As a result, this system completely ignores the substantial differences between each individual. Another disadvantage portrayed by this motivational system is that it failed to identify that each individuals needs are continuously changing over a period of time (Sydney TAFE, n.d.). As a result, the attribute of this system does not support the company’s ability to alter the program to meet the needs of the employee at a given time.

As stated previously, understanding employee motivation is one of the most important concepts that a company could understand. In addition to utilizing the content theory of motivation, companies have also adopted the process theory of motivation to help. Unlike the content theory, the process theory of motivation provide a description and analysis on how an individual’s behavior is energize, directed, sustained, and stopped (Stotz et al., n.d.). This type of motivational analysis is highly differentiated from the content theory. This system of motivation signifies how an individual’s behavior is energize, directed, sustained, and stopped (Stotz et al., n.d.). Companies, organizations, and leaders who integrate this motivational analysis in the environment are capable of identifying various behavioral patterns portrayed by individuals. Such proponents of this process theory include the expectancy theory, equity theory of motivation, and goal setting (Stotz et al., n.d.). Unlike the content theory of motivation, the process theory concentrates on issues that directly affect the individual’s motivation (Sydney TAFE, n.d.). Such issues may include:

• How the process works and sustains itself over time.
• What factors would determine the degree of effort.
• What is required to modify the company’s efforts (Sydney TAFE, n.d.).

The process theory of motivation delivers a unique and innovative method for companies, organizations, and leaders to promote a sense of motivation. Because of adopting the process theory, the motivational analysis offers the strongest foundation for motivation and performance improvement (Stotz et al., n.d.).  In efforts to introduce process theories of motivation to the environment, companies are required to integrate the process in several manners. These manners include:

• Companies, organizations, and leaders must establish goals that will manage and direct the behavior of the individual. Establishing objectives such as this play a significant part in creating motivational programs.
• Motivational programs should be identified as reasonable and deliver a desirable outcome to the individual (Stotz et al., n.d.).

Programs established from promoting process theories are analytical and study the psychological and behavioral process, which motivates the individual (Warrilow, n.d.). As a result, those who utilize the process theories of motivation are capable of identifying how the needs of an individual would influence their behavior at a given time (Warrilow, n.d.). Therefore, this theoretical case is significantly valuable to use in the environment.

Compare & Contrast Content & Process Theories of Motivation

Both theories aim to understand and explain the factors that influence motivation among individuals or groups of people. The content theory of motivation focuses on the needs of an individual. This theory proposes that in order for individuals to be motivated, the outcome of the task should fulfil a particular need in their lives. Furthermore, the process theory of motivation focuses on the psychological processes. This process affects motivation with regard to expectations, goals and perceptions of equity (A., & Says, J., 2014). This theory answers the question “how is an individual motivated?”