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Conclusion

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  Conclusion    The purpose of this blog post to understand the factor affecting for employee motivation and benefit of employee motivation. Adding further, consider management should adjust their motivation techniques. There are few conclusions.    Motivation is an internal feeling which can be understood only by the Manager since he is in close contact with the employees. Needs wants and desires are inter-related and they are the driving force to act. These needs can be understood by the Manager and can frame motivation plans accordingly Motivation therefore is a continuous process since the motivation process is based on needs which are unlimited ( Hong, J. ,  Yang, S. ,  Wang, L. ,  Chiou, E. ,  Su, F.  and  Huang, S. ,1995).    The process has to be continued throughout and can summarize by saying that motivation is important both to an individual and a business (Korzynski, 2013). Motivation is important to an individual as:       Motivation will help to achieve personal g
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McClelland’s Achievement Motivation Theory

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  McClelland’s Achievement Motivation Theory    “Achievement Motivation Theory” attempts to explain and predict behavior and performance based on a person’s need for achievement, power and affiliation” (Lussier & Achua, 2007, p. 42). This is also referred to as the Acquired Needs Theory or the Learned Needs Theory (Daft, 2008). Achievement motivation has been defined as the extent to which individuals differ in their need to strive to attain rewards, such as physical satisfaction, praise from others and feelings of personal mastery (McClelland, 1985). This means the Achievement Motivation Theory explores the idea that there are three major needs that working employees will acquire over their lifetime as a result of the experiences in their career or in their own personal lives (Schermerhorn, 2003).    McClelland’s work was primarily concerned with human motivation, but he also studied personalities in a broader sense (Harvard University Library, 2016). Over the course of McClel
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Alderfer –ERG Theory

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  Alderfer –ERG Theory      ERG is a motivational construct concerned with understanding the factors that contribute to individual human behavior. It is one of four content approaches that consider the intrinsic factors that cause a person to take specific actions (Ivancevich, Konopaske, & Matteson, 2008). As a model of human need, however, ERG theory has been validated by human experience (Ivancevich, et al., 2008).    Alderfer distinguished three requirements instead of the five needs outlined in Maslow's theory, this theory pushes it into three categories that may include all the needs of human experience (Farnham, 2008). 1.     Existence Needs - These include basic material needs. In short, it involves a person's physical and physical safety needs (Song, Wang, and Wei 2007). 2.      Relationship Needs : People need significant relationships (with family, peers or top executives), love and belonging and they seek to achieve public fame and recognition. This clas
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Herzberg – Two factor theory

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Herzberg – Two factor theory    Herzberg’s Two Factor Theory discusses about the factors that lead employees of an organization either towards job satisfaction or dissatisfaction (Dartey-Baah & Amoako, 2011). It consists of both the hygiene as well as motivator factors. Motivator factor increases job satisfaction while improving the hygiene factors may decrease the chance of employees being dissatisfied about their jobs (Ball, 2003). Figure 1.2: Herzberg’s Hygiene and Motivational factors   (Source:Herzberg, 2005)   1.     Motivator factors – These factors are directly connected to the job and it is the satisfaction that an employee gains through engagement of his/her duties and responsibilities pertaining to the job or the job role (Haruna, 2013).According to (Ball, 2003), job satisfaction can be increased by follows, ·          The employees should feel a sense of achievement - The feeling which appreciates the contribution of each and every employee and his/her role
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