Motivation In Business Management 2022

 

Motivation plays a vital role in making something happen; In Business Management, employees and managers must be motivated to perform effectively. Motivation in business management is related to how upper management inspires their employees to achieve their organizational goals. It is essential to keep the spirits high to get things going every day.

Motivation managers and leaders have derived various theories which help organizations maintain the level of Motivation in the business. In this article, we will look at famous motivational theories which will help organizations and businesses to keep and run their operations successfully and more productively.

Motivation in Management

Motivation is defined as an inner desire to perform anything; Everyone needs Motivation to perform a task. The same is the case with Businesses, employees, and managers who need the Motivation to perform the business’s day-to-day operations. Managers consider Motivation to be the crucial factor in achieving the objectives of businesses; They arrange seminars, workshops, conduct performance appraisals for employees, and appreciate their work. Motivation is the inner force that motivates employees and keeps them productive. Therefore Motivation is a crucial factor in the success and prosperity of a business.

Theories of Motivation in Management

Motivational theories play a vital role in helping organizations apply various techniques to motivate their employees. There are numerous motivational theories by business philosophers and psychologists created to increase workplace productivity. As human beings are motivated by different factors, psychologists and behavior experts have considered different scenarios and developed different theories. Some of the famous theories include Maslow’s hierarchy of needs theory, Herzberg’s two-factor theory, Douglas McGregor’s, McClelland’s theory of needs, and many others. Now we look at these motivational theories in detail:

#1: Maslow Hierarchy of needs

One of the most famous and widely cited motivational theories is known other than Maslow’s Hierarchy of needs; Abraham Maslow developed it. Maslow’s Hierarchy of needs deals with the classification of human needs and how these needs transform into more complex ones. There are five needs in Maslow’s Hierarchy of needs, and every individual, when he fulfills one need, moves on to the other one. These are as follows:

1: Physiological Needs:

Physiological needs include the basics and fundamental requirements of human beings. It includes food, shelter, and clothing, etc. The workplace may include necessary resources to perform the job and a salary, which is essential for an employee.

2: Safety Needs:

The second need in Maslow’s hierarchy theory includes a sense of protection for an individual. Everyone wants to feel protected from threats, dangers, and life safety. The workplace scenario would include that an employee has job security.

3: Social Needs:

The third most essential and crucial need of an individual is to feel a sense of belonging. We as humans need to fulfill our emotional requirements by socializing with friends and family. Similarly, employees need an environment where they can socialize with a coworker; Where their colleagues accept them and create teamwork to work effectively.

4: Self-Esteem needs:

The fourth need on Abraham Maslow’s Hierarchy of needs list is self-esteem needs; Everyone likes to get appreciated and have a sense of respect. When an individual fulfills the above, he moves on to self-esteem needs. An employer in a workplace will want respect from his colleagues and upper management; He would expect appreciation of his work and recognition of his hard work.

5: Self-actualization:

The last need in Maslow’s hierarchy theory is self-actualization. When an individual has fulfilled his physiological, safety, social, and self-esteem needs, he moves on to self-actualization. It is the highest level of personal desire a man can acheive. An employee in the workspace can achieve self-actualization by achieving the goals and objectives of the organization.

#2: McClelland’s theory of needs

It is a known fact that every individual and employee has different needs. Managers need to understand the needs of a specific employee to motivate them and increase workplace productivity. According to David McClelland’s theory of needs, every individual has three kinds of needs: affiliation, need for achievement and need for power. Now we look at each of these below:

1: Need for Achievement

The person who needs achievement will work hard to achieve his goals. He will strive hard to fulfill his daily tasks and responsibilities; He would be motivated to get the job done and achieve the reward of fulfilling the task.

2: Need for Affiliation

The Need for Affiliation is looking to connect and socialize with his colleagues and create a good impression. He works hard to get the approval of others; he is more interested in creating a name for himself among others rather than working solo for his dreams. Such type of employee will work great in teams and group tasks.

3: Need for Power

A person motivated to get a higher place in the workplace environment or achieve higher power in life needs power. He desires a place in the world where he can guide and influence others; A person with the need for power wants higher status and authority in his life.

#3: Incentive Theory

The Incentive motivational theory defines a person motivated by incentives, bonuses, rewards, reinforcement, and recognition. It suggests that an incentive like a bonus and increment in salary can influence an individual’s behavior. Managers can provide their employees with the following incentives:

1: Praise

The most obvious and effective incentive to give to employees is praising and appreciating employees. This can easily be done by giving positive feedback to employees, which will increase their productivity.

2: Promotion

Managers can promote their employees based on their hard work, which will greatly affect their motivation level; As a result, they will work hard on their new role and increase productivity.

3: Vacation

Giving employees some days off to go on vacations will greatly increase their Motivation; They will refresh their minds and return with more energy to the workplace; Which would eventually increase their productivity.

4: Other incentives

Managers can give many other incentives to employees, like an increase in wage and providing additional learning environments, job rotation, and job enrichment. It is essential to keep in mind the personalities of employees to provide incentive which works best for them.

Conclusion

To conclude, Motivation is an inner desire and a state of mind; it varies from person to person. Managers can utilize different theories and techniques to know what works best. Only this way can they find appropriate motivation trigger for their employees and increase productivity.