Some motivational theories in HRM

There are many different theories on motivation and access many forms separately.

However theories share a common conclusion that the increase motivation for employees will lead to increased productivity and better organization's successes.

Maslow's hierarchy of needs

Unlike other researchers contemporary, Abraham Maslow theory building human needs based on creative people, who know they are using all of the talent, potential, and their ability in life (Bootzin, Loftus, Zajonc, Hall, 1983). His method differs from other psychological researchers when they focus only observe those with mental instability.

Maslow (1943) found that human needs are arranged in a hierarchical order and can be divided into two main groups: basic needs and high demand:

The basic needs related to human physiology, such as food, drink, sleep; and psychological factors, such as emotions, safety, and self-esteem. The basic needs are also called "deficiency needs" because if an individual is not able to meet these needs, then he will always try to make up for that shortfall.

Demand is high and demand exists (developmental needs), including fairness, kindness, beauty, order, unity, ... These basic needs often take precedence over the needs Career this high. For example, a lack of food or water will not usually a strong emphasis on the need for justice and beauty.

These needs Maslow listed in a hierarchical order pyramid. Tower demonstrate that basic needs (bottom) must be met before the demand at higher levels:

Figure 2.1 Maslow's hierarchy of needs

• Self-actualization - know exactly who you are, what you are doing and what you want to achieve. This is a state of happiness

• Esteem needs - feel success, recognition, confidence in yourself

• Social Needs - a member of a certain group, with many close friends to confide

• Safety needs - do not feel the imminent danger

• Physiological needs - food, water, shelter, sex

Note: After this, Maslow adds the higher demands on his theory.

Maslow acknowledges that people want and never stop striving to achieve many different goals. The demand in the lower level needs must be met quickly, so if these demands were not met, they will dominate the whole of human goals.

According to Maslow, a low level when the demand is satisfied, the high demand will become a driving force for all human behavior. The lower level needs are not met often creates resentment in the demand for higher order, so we often have to be satisfied before a person can advance to the next level in the hierarchy level.

Knowing the location of a person on the pyramid will help you determine their dynamics effectively. For example, creating a motivation for the middle class has been satisfying the first four needs will be easier to motivate the development of a minimum wage to live in the slums.

Criticism and strengths of Maslow's needs theory

Maslow's theory is often criticized for not applicable in cases such as the military, police, fireman However, there is a theoretical bias going into the analysis at the individual level. Even the physical theories of Newton, although the law has become a popular, well not exactly going into the atomic level.

A recent study shows (Du Toit, D. & Coetzee, M. 2012), people always believe in the theory of Maslow, and they tend to satisfy the basic needs and safety needs before the needs to the needs other. However, to satisfy the needs of the people are less related to the views of individual happiness. However, Maslow's theory is still a classic theory because it provides results based on people with mental health. Moreover, this theory was one of the first theories about human psychology, so it's inevitable shortcomings.

Theory Herzberg's two-factor.

Herzberg theorized two factors in job satisfaction and motivation; he divided the elements into two groups as follows.

Group 1 includes the key to motivation and job satisfaction in the following.

• Achievement.

• The recognition performance.

• The nature of the work.

• Responsibility for labor.

• The advancement.

It is the element of the job and the needs of the workers themselves. When these needs are met, it will create motivation for employees.

Group 2 includes elements of environmental organizations.

• The policy regimes and corporate governance.

• The monitoring work.

• Wages.

• The human relationships within the organization.

• The working conditions.

This theory has shown a series but factors affecting motivation and satisfies the needs of workers, and also influence fundamental to the design and redesign of many.

"These factors make the environment clean" or "People of discontent" must exist before the motivating factor is applied in the work to promote each individual. In other words, you will not be able to use these factors to promote this work until all the factors that make a clean environment are met. Models for special needs Herzberg work properly. They also reflect some differences that people want to get away from their work, which contrasts with the level of Maslow's needs while reflecting all the needs in the life of a human being.

Based on this model, Herzberg has created the term: enriching work (job enrichment) - the process of restructuring work to create momentum by diversifying the task of co-workers the control task. This is closely related to the design work and the "Extending the work" (The increase in the number of tasks that staff undertakes). Note the term "Extending the work"

means a series of tasks to be done to alleviate the boredom, and not put too many tasks for a person that they are overloaded.

Theory X and Theory Y of McGregor Theory X:

• People who do not fancy work and will avoid it whenever possible.

• To accomplish the organizational goal, managers must coerce, control, direct, or threaten to punish employees.

• Most employees like to be guided, don’t want to be responsible, and have little or no ambition.

• Above all, people seek safety

• In an organization is assumed to X theory, the task of the management and control is forcing employees.

Theory Y:

• The work is evident as recreation and leisure.

• When committed to their goals, employees will make adjustment themselves.

• Commitment to the goals and create benefits for their achievements.

• People learn to accept and seek responsibility.

• Each person possesses the creativity, ingenuity and imagination. Humans have the ability to manipulate the capacity to solve problems in the organization.

• People are always hidden potential.

In an organization with the theoretical assumptions of Medicine, the role of management is to help develop the potential of each employee and help them liberate potential towards common goals.

Note that all theories of Maslow, Herzberg, and McGregor are linked to each other:

• Herzberg's theory is a small version of Maslow's theory has focused on content working environment.

• McGregor's Theory X is based on the formation of the workers are in the lower level (1-3) according to Maslow due to the mismanagement. While his theory Y applies to employees on level 3 by progressive management methods.

• McGregor's Theory X was formed based on the workers forced to labor in the state of discontent and the "factors in the environment clean" Herzberg's not guaranteed. While developing his theory of Y based on the employees are satisfied or motivated.

Adams (1965) equity theory as presented in Spector (2008) and Herzberg‘s two-factor theory provided theoretical background to the study. Yang et. al., ( 2008) considers the organization-based motivational variables which are responsible for employees‘ job satisfaction. Motivators are those aspects of the job that make people want to perform and inform their decision to stay or quit an organization. These motivators are considered intrinsic to the content of the job and include variables such as achievement, recognition, the work itself, responsibility, advancement, and growth (Yang et. al., 2008). So motivation would occur only as a result of the use of intrinsic motivational variables. From this issue, this study based on Spector (2008) and Herzberg‘s intrinsic motivational to developed scale of this study.