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Motivation can be a successful mechanism for personnel management if a competent approach to the encouragement of employees is used. In order to improve performance and increase productivity, it is necessary to maintain employees’ willingness to work for the benefit of a particular company. If a sufficient level of initiative is not achieved, it can lead to a decrease in productivity and adversely affect the situation in the team. The terms of the theory of motivation provide for the satisfaction of needs, and the task of an experienced leader is to maintain the interest of subordinates in achieving high results.
Satisfaction of Needs
In order to ensure that all employees have sufficient motivation to perform work at a high level, the team leader should take into account some theoretical aspects. In particular, Ganta (2014) mentions the hierarchy of needs proposed by Maslow and notes that this model can be implemented in the workplace as a mechanism for managing the initiative of employees. The five basic needs included in this hierarchy can be considered in order to draw a conclusion about the way they can be addressed.
A psychological need can be realized by supporting subordinates and providing them with moral help if necessary. The need for safety can be achieved by giving employees all the guarantees of their stability in the workplace. When talking about social needs, the opportunity for communication and knowledge sharing should be provided to workers. Esteem can be satisfied by respecting subordinates.
According to Acevedo (2018), a personal approach to each employee and maintaining the dignity of all team members are important conditions that determine workers’ interest in achieving high results. Finally, the satisfaction of the need for self-actualization can give subordinates an opportunity to develop their potential and to take the initiative in their workplace. If employees feel that all these needs are met, they will be able to fully devote themselves to work and be committed to the business and the team, which will have a positive impact on productivity indicators.
Difficulties of Implementing the Theory in Practice
In the process of implementing the theory of motivation in practice, some difficulties may arise. As Guillén, Ferrero, and Hoffman (2015) note, the manager may face some ethical problems, for example, cultural diversity of subordinates. In this case, additional efforts should be made to ensure a favorable microclimate and support for employees. Certainly, implementing the theory in a particular company can be difficult, and the features of such work may differ in practice from those suggested in the concept of motivation.
Nevertheless, in case the management is interested in achieving high results, it is necessary to do everything possible to control the interest of subordinates in the manifestation of the initiative. According to Osabiya (2015), an organizational performance depends on all members of the team. Therefore, it is essential for the staff to be ready to perform immediate duties and to be aware of the need for making efforts.
Satisfying the needs of employees in accordance with the theory of motivation can be a successful mechanism for achieving high performance. A specific hierarchy reflects the interest of the staff in certain values, and the task of an experienced leader is to meet these needs. At the stage of implementation of the theory, some difficulties may arise, which, however, should not become an obstacle in the process of increasing subordinates’ motivation.
Acevedo, A. (2018). A personalistic appraisal of Maslow’s needs theory of motivation: From “humanistic” psychology to integral humanism. Journal of Business Ethics, 148(4), 741-763.
Ganta, V. C. (2014). Motivation in the workplace to improve the employee performance. International Journal of Engineering Technology, Management and Applied Sciences, 2(6), 221-230.
Guillén, M., Ferrero, I., & Hoffman, W. M. (2015). The neglected ethical and spiritual motivations in the workplace. Journal of Business Ethics, 128(4), 803-816.
Osabiya, B. J. (2015). The effect of employees motivation on organizational performance. Journal of Public Administration and Policy Research, 7(4), 62-75.