When we refer to someone as being motivated, we mean that the person is trying hard to accomplish a certain task. The theories of motivation maybe categorized according to their definitions and purpose but critical analysis reveal that they are all linked, they lead to serving satisfaction in employees. Yet, studies point to a different factor as the major influence over worker motivation job design. Oldham university of lllinois a model is proposed that specifies the conditions under which individuals will become internally motivated to perform effectively on their jobs. An analysis of the implications of maslows hierarchy of. Motivating employees performance article pdf available in journal of management development 256. Theories of motivation and their application in organizations.
Taylorism, or scientific management, is the original job design theory. The key inputs for a strong job design are a task, motivation, resource allocation and a compensation system. Motivation is one of the forces that lead to performance. The maslows theory is based on the need and requirements of the workforce. Job design is the systematic and purposeful allocation of tasks to individuals and groups within an organization. Job design is an effective tool which is used in order on the one hand to meet the needs of the employees and on the other to satisfy the interests of the organisation. Many of us assume the most important motivator at work is pay. Following are the theories put forward by maslow in 1987, mcgregor in 1985, vroom in 1964 and herzberg in 1975 in order to promote workforce motivation. Some of the most important theories of motivation are as follows. Motivation the desire to achieve a goal or a certain performance level, leading to goaldirected behavior.
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