Discuss the six theories of motivating personnel

Question

What will be an ideal response?

Answer 1

• The most recognized theory of motivation derives from the work of Abraham Maslow, who developed Need theory, based upon human's physical and psychological needs. Maslow argued that these needs affect human behavior patterns. His list of needs include, physical, safety and security, social or belonging, self-esteem, and self-actualization.
• The second theory of motivation is called Theory X and Theory Y. This theory was developed by Douglas McCregor in the late 1970s. Theory X maintains that management must direct the efforts of personnel and must motivate and control their actions. The belief is that people would ignore organizational needs if left to their own devices. Theory Y posits that people have only become ignorant or resistant to organizational needs due to prior bad experiences. As a result, it is management's job to arrange organizational conditions so that people can achieve their own goals by working towards organizational objectives.
• The third theory of motivation is Achievement-Power-Affiliation Theory, originally developed by David McClelland. This theory argues that workers seek to achieve success through their own efforts, not necessarily based on other factors. The theory also posits that people like to work on projects that are challenging, but not impossible. Finally, proponents of this theory would argue that people like to receive identifiable and recurring feedback about their work.
• Fourth is Expectancy theory, which posits that if a certain amount of work or effort is put forth, a calculated outcome will result. That is to say, there is a certain expectation that hard work will produce a predictable result.
• The fifth theory is called Equity theory. This theory holds that an individual's motivation level is affected by her or his perception of fairness in the workplace. Individual motivation must be understood in relation to how other employees are treated by management and/or the organization.
• Theory Z is the final theory of motivation. Theory Z is actually an extension of Theory Y and posits that management must come to grips with the fact that organizations, both private and public, can no longer exist in a social vacuum. Management must learn to deal with employee motivational problems in unique and diverse ways.