Motivation involves the process of motivating a person to a particular activity in order to achieve goals, both his own and the organization. To stimulate employees, it is important to affect their interests and allow them to be realized in the work. To date, there are several theories that are widely used by managers of different companies.
Modern theories of motivation
The mechanisms proposed by well-known psychologists of the last century increasingly become irrelevant, as the society is constantly evolving. Modern managers increasingly use procedural motivation theories that consider needs as part of a behavioral process associated with a particular situation. Man, to achieve a specific goal, distributes effort and chooses a certain type of behavior. There are several modern theories of motivation in management.
- Waiting . Indicates that a person should believe that a perfect choice will allow you to get what you want.
- Setting goals . Explains that the behavior of the individual depends on the task.
- Equality . It is based on the fact that during work a person compares his own actions with other people.
- Participatory management . Proves that a person with pleasure participates in the intra-organizational work.
- Moral stimulation . It is based on the use of moral motivation for action.
- Material incentive . It implies the use of various monetary incentives.
Basic theory of motivation
More often, concepts based on the study of desires are used to study stimulating factors in humans. To understand the mechanisms of motivation for a particular activity, it is important to take into account the main models of content and procedural nature. The basic theories of staff motivation in management indicate that an important incentive for a person is his internal needs, so managers need to learn how to properly understand them. It is worth noting that many existing systems need improvement in order to operate in the modern world.
The theory of Herzberg's motivation
As a result of numerous studies at different enterprises, the American psychologist found that for most people a good salary is not the main factor in obtaining work pleasure, but only keeps them from being laid off. Two-factor theory of Herzberg in management defines two important categories, which are for people a perfect motivation.
- Hygienic factors . This group includes the reasons that are important for a person so that he does not want to quit: social status, pay, boss policy, interpersonal relations and working conditions.
- Motivating factors . This includes incentives that push a person to perform their own duties. They include: possible career growth, recognition of authorities, the possibility of creativity and success. Satisfaction of all specified details allows to motivate the person to work.
Maslow's Theory of Motivation
This is one of the most detailed and complete methods for classifying a person's needs. According to the well-known psychologist, the quality of life directly depends on how satisfied people have been with their own aspirations. The Maslow theory in management is used more often than others. A special pyramid was developed, based on the most important physiological needs.
Maslow believes that to advance to the top of the ladder it is necessary to satisfy the requirements of each step. It is important to note that the author has repeatedly emphasized that in his theory of motivation in management the pyramid personifies the wishes of society, and not of a particular person, since all people are individual, and, as is known, there are exceptions to an important rule.
McClelland's theory of motivation
The American psychologist has proposed his own model of human aspirations, which are divided into three groups: the desire for power, success and involvement. They arise during life as a result of gaining experience, working and communicating with people. McClelland's theory in management indicates that people who aspire to power need to be motivated, giving more funds and initiatives to achieve the goal, forming confidence in their abilities and competence, and interested in the goals of the whole team.
The second point in the theory of motivation in management by McClelland is the need for success. For people striving for success, the very process of achieving the goal is important, but also the responsibility. Having received the result, they are counting on encouragement. The third group is people who are interested in interpersonal relationships, so for their motivation you need to be interested in their personal life.
The theory of Freud's motivation
A well-known psychoanalyst believed that a person during his life suppresses many desires, but they never completely disappear and manifest themselves in moments when a person does not control himself, for example, in a dream or in reservations. Hence Freud concludes that people can not fully understand the motivation of their own actions, and to a greater extent it concerns purchases.
Experts in management need to study the subconscious motives of consumers, trying to reveal their deepest aspirations, and not to notice what is on the surface. Freud's theory of motivation implies using the following research methods: free associations, image interpretations, role games and sentence completions, which provide more important information than conventional tests.