Content and process theories. Content Theory of Motivation: What Are They? What Does it Mean? 2019-02-17
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The strength and weaknesses of Content and Process Theories of Motivation Essay Example
If all the needs are unsatisfied, and the organism is then overruled by the physiological needs, all other needs may turn into the background. Hygiene factors are needed to ensure that an employee is not dissatisfied. Therefore, in organizations it is very much essential to identify the requirements that satisfy and motivate the employees in order to get their maximum contribution. So the most basic level of needs must be fulfilled before a person wants to focus on the secondary or higher level needs. According to this theory, individual strives to seek a higher need when lower needs are fulfilled. Sometimes financial rewards motivate people and sometimes it is just an inner drive to make a difference.
What is the difference between Content Process Theories of Motivation
Several views suggest that internal motivational drives control the lives of peak performers. Now, lets rise on the shoulders of the giants : A Classification of Motivation Theories Content vs. The content theories cannot entirely explain what motivate or demotivate us. Maslow ordered these needs in his hierarchy, beginning with the basic psychological needs and continuing through safety, belonging and love, esteem and self-actualization Figure 2. I strongly belive that motivating people with visionary and shared goals is more favorable than motivating through tactics, incentives or manipulation through simple carrot and stick approaches because motivating with vision is natural wheras the former is artificial and ephemeral. These theories primarily fall into two categories.
Content Theory of Motivation: What Are They? What Does it Mean?
If an employee does not engage in improper behaviour, he or she will not experience the consequence. Think about your teachers and professors! For example, for some people, self-esteem may be more important than love, or the creative drive for self-fulfilment may outweigh even the most basic physiological needs. Process theories are on the outside influences or behaviors that people choose to meet their needs. Another important process theory is the goal setting theory that was developed by J Stacey Adams, a psychologist for General Electric. These persons are authority motivated.
Content Theory of Motivation: What Are They? What Does it Mean?
When goals are difficult, people persist in trying to attain them. Also, it is a general desire or willingness of someone to do something. Readers who are familiar with the sonnet form notice the contrast, and this foregrounds the perversity of Eliot's characters. Most research has focused on pay, but employees seem to look for equity in the distribution of other rewards. Activity Why do you think the content theories have received so much workplace attention, particularly given their very real limitations? If you reach just one you are a success. The strength and weaknesses of Content and Process Theories of Motivation Essay People are an organisations most valuable and expensive resources but they are the most difficult element of an organisation to manage. Higher your self-efficacy, the more confidence you have in your ability to succeed in a task and respond to negative feedback with increased effort and motivation.
The Distinction between Content and Process Theories
A theory that says that specific and difficult goals with feedback, lead to higher performance. Alderfer also agreed that individuals generally move up the hierarchy in satisfying their needs; that is, they satisfy lower-order before higher-order needs. In the field of organizational behavioral studies, there are two different categories called content theories also known as need theory and process theories. Physiological needs: The need for food, shelter, and clothing. Achieving the goals, the goal accomplishment further motivates individuals to perform. Motivation is simply the methods by which an organisation can encourage it employees to increase their performance, both in quantity of output and in quality.
What is the difference between Content Process Theories of Motivation
T … here may be several different forms of Indexes---words found in a publication, Index of Authors, of Articles, of References. Seek and accept responsibility and do not need much direction. Have you ever heard of a man with a broken spirit? Two very different films but they share the same content: love story. McGregor recognized that X-Type workers are in fact usually the minority, and yet in mass organizations, such as large scale production environment, X Theory management may be required and can be unavoidable. A lot of research has been undertaken in the past several decades to uncover the factors underlying motivation. From a Human Resources Management perspective, formal and informal performance management processes are used to identify and adjust inequities. X-Type organizations tend to be top heavy, with managers and supervisors required at every step to control workers.
What is the difference between Content Process Theories of Motivation
This is especially true when dealing in compensation and theorizing what types of compensation is ore motivating to different individuals. A sense of instrumentality, or belief that there is a way to complete the goal, must be present. Four of the most common content theories are. Herzberg — Two factor theory It is also called motivation-hygiene theory. There are four process theories such as Reinforcement, Expectancy, Equity and Goal setting. She creates copy for websites, marketing materials and printed publications. Esteem respect for a person as a useful, honourable human being In our society most people long for a stable and high valuation of themselves, for the esteem of others and for self-respect or self-esteem.
Remember, plagirism is not acceptable in academia. The assumptions here are virtually the opposite to Theory X. Individuals with high need for achievement like to receive regular feedback on their progress and achievements; and often like to work alone; seek challenges and like high degree of independence. If people feel like they are contributing to the great good, are personally invested in the success and have an emotional connection, they will be more motivated for success. He showed that the elements which give most job satisfaction had little to do with money or status, and far more to do with achievement and responsibility within the job. Reward must meet someone's needs, expectations, must be applied equitably, and must be consistent. Theme - overall sense of the delusion: Paranoid, Grandiose, Erotic, etc.
How can you improve the process that you are using? Abraham Maslow developed a classification of need, publicly recognised as the hierarchy of needs. It emphasizes that setting specific, challenging performance goals and the commitment to these goals are key determinants of motivation. Reinforcement theory focuses on the relationship between operant behavior and its consequences. This is referred to as discontinuous development. Vroom's expectancy theory The expectancy theory places an emphasis on the process and on the content of motivation as well, and it integrates needs, equity and reinforcement theories. Were you surprised by your score on this exercise? If they perceive there is a significant difference between their level of effort and their fellow workers, they will endeavour to bring about equality of effort for everyone—by adjusting up or down their own performance or by taking measures to adjust the level of their fellow workers. Children have a greater need to feel safe.
Hygiene factors are extrinsic and include factors such as salary or remuneration, job security and working conditions. Three variables within the Expectancy Theory can affect Process Theory and worker motivation -- valence, instrumentality and expectancy. Satisfaction at a lower level means that satisfying the need at the next level becomes the prime motivator. According to this theory, knowing that we have multiple, particularly defined tasks to complete within a finite amount of time will motivate us to complete the tasks more quickly than if we had one ambiguous, long-term goal. Maslow emphasized, our body and mind cannot function well if these requirements are not fulfilled. Difficult goals lead us to discover strategies that help us to perform the job or task more efficiently. It is why managers study motivation with keen interest.
