The given proposal provides the analysis and evaluation of the current perspective on motivation, the role it plays in organizations, and strategies that might be utilized to attain its higher levels. Investigating the given issue, specific literature devoted to it is reviewed and discussed. At the same time, regarding the fact that some strategies fail to succeed and promote the beneficial result, the paper investigates the possibility of Maslows hierarchy of needs application to motivate workers and attain desired outcomes. All important findings related to the discussed question are presented in the proposal and discussed.
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The proposal assumes that people working in different organizations might have diverse needs that should be satisfied using multiple strategies and utilizing tools that are available to employers. At the same time, the utilization of Maslows hierarchy of needs might help to indicate the current state of individuals and their demands that should be satisfied. For this reason, its use can be considered an efficient strategy to analyze the existing working environment and suggest an appropriate method to meet current demands and ensure the gradual rise of satisfaction levels that are closely connected with motivation. Moreover, multiple shareholders have their perspectives on motivation because of the peculiarities of factors that impact their needs and demands.
The project recommends utilizing Maslows hierarchy of needs to determine the current state of employees and select the most appropriate motivational strategy to attain improved outcomes and motivate employees. At the same time, it is also advised to devote significant attention to the problem of motivation because of its critical role in the functioning of multiple organizations and management.
Statement of the Problem
The problem of motivation is one of the most topical concerns of modern management. The majority of scientists working in the given sphere determined it as a reason or a particular fact that makes a person act in a certain way (Daniels &Bailey, 2016). As it comes from the definition, the given phenomenon directly impacts peoples actions. At the same time, regarding the fact or cause that makes an individual do something, the levels of commitment and performance vary. A highly motivated person uses all available tools and strategies to attain a particular goal because it is significant for him/her (see Fig. 1) (Daniels &Bailey, 2016). In terms of management, the given aspect becomes one of the central moving forces that make employees work with devotion and be interested in outcomes (Daniels &Bailey, 2016). However, the main problem of modern management is the choice of strategies to motivate people to do their best. The diversity of peoples needs and demands precondition the emergence of multiple aspects that should be considered to provide workers with the stimulus for their professional development that will help to satisfy their wants
The significance of the problem of motivation resulted in numerous attempts to analyze it and determine aspects that impact its levels in workers. One of the approaches presupposes the use of Maslows hierarchy of needs as one of the possible tools to reveal the current state of an individual (Furnham & MacRae, 2017). By the given model, all individuals are motivated to achieve certain goals because of physiological, safety, belongingness, esteem, and self-actualization needs (McLeod, 2018). They are arranged in a particular hierarchy with the self-fulfillment needs on its top. In such a way, the choice of the motivational strategy should rest on the dominant motifs for persons actions. For instance, the competitive remunerations, teamwork, and medical coverage recommended by some specialists can be efficient if some low-level needs are fulfilled; otherwise, they will not suffice (Furnham & MacRae, 2017). At the same time, the analysis of the functioning of certain organizations might help to evaluate the way efficient motivational practices impact their work and how their utilization helps to attain better results by demonstrating employee benefits that might be generated due to their efficient functioning and commitment.
Analyzing motivation and the way it impacts the functioning of companies, it is critical to consider different stakeholders perspectives on the question because of the critical differences. The fact is the majority of employees are motivated to work because of wages that guarantee their survival and help to support their families. For this reason, the increase in salaries should be associated with the rise in the levels of motivation (Daniels &Bailey, 2016). However, the given statement is relevant only to the low-level needs from Maslow’s model such as food, clothes, and rest. More developed individuals might have esteem and self-actualization needs that cannot be fulfilled by offering higher payments. The satisfaction of these demands might demand the utilization of new strategies aimed at the development of employees potential and providing them with opportunities to achieve significant goals (Osabiya, 2015). The given difference in perspectives on motivational factors is essential for companies because of their central role in the emergence of the desire to perform some actions appropriately. In other words, employees perspectives on motivation and motivational strategies are impacted by their current demands and problems they face.
Employers or directors utilize another approach to motivation. Being responsible for the functioning of organizations and their final success, they consider this aspect as a potent tool that can help to attain improved results and inspire workers. For this reason, they utilize multiple approaches to cultivate the desirable organizational culture that has a beneficial impact on workers and their desire to engage in numerous processes significant for the development of the company (Osabiya, 2015). However, they also demand tools that will help to determine the existing needs and help to select the most appropriate strategy that will assist to fulfill diverse needs starting with the low and ending with the high-level ones (Said, Zaidee, Zahari, Ali, &Salleh, 2015). They might suggest health insurance, training programs, and multiple programs to interest individuals and inspire them to work with a high level of motivation and commitment (Daniels &Bailey, 2016). Nevertheless, the complexity of the given task is evidenced by multiple failures to create an environment that might help to increase motivational levels and make workers recognize benefits that can be generated due to their efficient functioning.
The given graph can be used to demonstrate the mechanism of the formation of motivation to perform a particular action. First of all, an individual understands the existence of a certain need that should be fulfilled to guarantee the improvement of the quality of his/her life and further development. Having recognized this need, the person starts to determine the resources that might be needed to achieve the goal and satisfy his/her growing demand for particular objects. During the given phase the person realizes the fact that at the moment they are unavailable and some effort is needed to acquire them. In such a way, he/she passes to the next stage characterized by the development of high motivation to act to find the above-mentioned sources and improve the quality of his/her life. Finally, the individual engages in a particular activity (work, or other) to earn money or find some ways to acquire objects that are needed for the fulfillment of the existing demand. The given process is cyclic because as soon as one want is satisfied, a new, more complex one belonging to the higher levels by the Maslows hierarchy, appears. It guarantees the existence of constant motivational levels that should be considered by employers while trying to inspire their workers to do their best.
Altogether, motivation is one of the central aspects of the functioning of any organization. The modern management considers it the main moving force that drives change within companies and makes employers work harder. However, the complexity of this phenomenon preconditions the emergence of numerous difficulties related to its cultivation. Many motivational strategies might fail to succeed because of their inability to meet the existing demands and help individuals to evolve. That is why the utilization of Maslows hierarchy of needs can be considered one of the potent tools that can help to determine the existing wants and differentiate them regarding their level and role in individuals lives. The selection of the appropriate strategy should also rest on the given model to guarantee enhanced outcomes and high levels of satisfaction in workers and their recognition of benefits that can be generated due to their commitment.
Daniels, A., &Bailey, J. (2014). Performance management: Changing behavior that drives organizational effectiveness (5th ed.). Atlanta, GA: Performance Management Publications.
Furnham, A., &MacRae, I. (2017). Motivation and performance: A guide to motivating a diverse workforce. London, UK: Kogan Page.
McLeod, S. (2018). Maslow’s hierarchy of needs. Simply Psychology. Web.
Osabiya, B. J. (2015). The effect of employees’ motivation on organizational performance. Journal of Public Administration and Policy Research, 7(4), 62-75. Web.
Said, N. S., Zaidee, A. S., Zahari, A. S., Ali, S. R., &Salleh, S. M. (2015). Relationship between employee motivation and job performance: A study at Universiti Teknologi MARA (Terengganu).Mediterranean Journal of Social Sciences, 6(4), 632-638.