How motivation theories help elicit effort from employees

How motivation theories armed service elicit move from employeesFor a play along to successfull run, company should come up with germinal brains and high efficiency of the feat, and to do that, a watertight should be able to motivate each worker of the firm to elicit each of their discretionary effort. It is be pillow slip, it at a time links with the total net income spending of the company which should be linked to outcome and cost of monitoring effort and holding all of those making employees testamenting to work allow for endpoint in greater efficiency of the company.Employees argon the core or the main body of all the production of product and service. So how goat a company which does non even satisfy their own workers will possibly satisfy the customers with high quality product and service?()Therefore, there is an idea weighing on the worldly concernagement style of of the workers, by the workers, for the workers().Following to above management style, manager of big companies are developing or considering variety propel techniques and motivation theories. So firms not only need deal fast with each of their own fast-changing environment just now also concentrate to create outstrip working condition for the workers to maximize motivation.Like firms mentioned above with motivation, they are nimble to listen to the claims of the employees. They apply techniques wish project team-work, performance-linked pay and incentives to reach perfect inner-service to the workers.So, like above, there is gaining importance of giving motivation to workers. In this es read, I will search and study theories of motivation and look in to detail of successful firm Nokia and analyze this firm by doing it so, I would like to find out the meaning of motivation and how well those managers of Nokia waste elicited discretionary effort from workers for the company. speculationMaslows Hierarchy of Needs theoryMost famous is Abraham Maslows hierarchy of demand the ory. He believed that there is 5 take of hierarchy of needs exist deep down tender-hearted nature. (A.H. Maslow, A surmisal of Human Motivation, Psychological Review 50(4) (1943)370-96)Physiological NeedsIt is simply most basic needs for human to survive. Things like needs of oxygen for breathe, fulfillment of hunger, thirst, sex and sleep. They are the biological needs which are most essential, it comes front of all the desires that human would want.Safety NeedsWhen physiological needs are fulfilled, the needs of security are followed.Human should fill consciousness of safety of their own health, employment, property and resources. Those factors wee-wee them feeling safe.Needs of Love/ beHuman is social animal, when the front two needs are filled, third need can become dominant. Human nature always seeks for the sense of belong and love/friendship. Maslow describes people seek to overcome feelings of loneliness and alienation (Maslow, Abraham (1954). Motivation and Personalit y. New York Harper).Needs for EsteemWhen the first terce needs reach to copacetic level, the needs for esteem can become next. It is like self-esteem and respect from others. When these self-esteem and respect is gratified, the person feels confident and of import as a mapping of person in a society. Deficiency of those needs would make a person feels weak, inferior and nothing.Needs for Self-ActualizationWhen each level of foregoing needs is fully meet, then the last level of needs self-actualization is activated. According to Maslow, self-actualization is what a persons need to be what they are born to do. There is a famous quote by Maslow, Abraham H. A musician must make music, an artist must paint, a poet must write, if they are to be ultimately at peace with themselves. These needs make people to feel progressing, reach-potential and self-fulfillment. (Psychology The Search for Understandingby Janet A. Simons, Donald B. Irwin and Beverly A. DrinnienWest Publishing Compan y, New York, 1987)By observing hierarchy of needs, each level tends to be satisfied to progress on next level of hierarchy. However, from the point of giving motivation view, none of those desires or needs could not been perfectly satisfied. Maslow theory describes that somehow-satisfied need could not stimulate the people any longer. How hierarchy of needs Theory could be used in managementAccording to Maslow, if someone wants to motivate somebody, there is a need of understanding what that specific person wants and find out where his or her need is located in hierarchy of needs and provide the upper level of hierarchy.Adamss Equity TheoryAdams, J.S. 1965. Inequity in social exchange. Adv. Exp. Soc. Psychol.An individual always do canvass himself to others. Lets say, an individual got offer of 2500 pound per month and he supposes it is genuinely good deal and took the job, he will do his job with passion and he will be satisfied with his work. However, if someone else or his acq uaintance forces the like job with 3000 pounds with same as his ability/work time/contribution, probably he will not be happy about his earning and job. Even if he was satisfied with his earnings in the beginning, as soon as he feels that its not fair or equal treatment, the matter that he gets good give it will not consider him practically, but rather obsessed with others payment.The problem is that individual starts to think comparatively and starts to believe it is not fair. An individual always compare within his mind and think about the effort he put in and the rejoin. By doing so, if an individual thinks that he is not fairly handle, the input effort will be directly affected (demotivated).Above examples idea is called Equity Theory and it was developed by Stacey Adams in 1965.It is simply, an individual comparing his input-reward and others input-reward proportion.For an employee to compare himself in equity theory, the referent is important variable. There are three ty pes of referent system, self and other.For system, the referent is the system of individuals belonged organization. Individual will take wage structures, wage policy and decision-making process into the consideration. Also, organization will need to make important decision with organizations system to an individual as a comparison to others.Putting self as a comparison referent, result ration of input will be referenced to individual.This is reflected by ones experience or standard wage or family maintenance-need allowance.Equity theory is not only interested in absolute reward, it also has interest in others reward. An individual do compare others input-reward, foot on effort, experience, education, and ability over their wage level, promotion and recognition. If an individual feels unfair and inequitable over reward ration of input, this feeling will make him/her to experience stress. This tension will continually provide motivation until he/she is treated in equity to him. How Equity Theory could be used in managementmonthly paid employees will enhance quality and quantity to feel the fairness with tension and increase input factor for fair wage proportion.When compensation is make with Production quantity, over-rewarded worker will have lower quality but high quantity just to increase their income. However, an individual who receive payment founding on price ratio will increase in effort to accomplish fairness and this will lead to increase in quantity and quality. But, this energy result in excess payment and unfairness. Therefore, managers should direct employees to enhancing in quality rather than quantity.Also motivation is influenced by not only absolute reward but also relative reward. Each time when employee feels that s/he is unfairly treated, it will follow an action to fix about that inequity, like ameliorate or diminished productivity or quality, absence and turnover. Therefore, it is most important factor to make employees to feel in equit y in equity theory. Vrooms anticipation theoryMost comprehensive explanation about motivation is performed within Victer Vrooms apprehension Theory.Expectancy theory is well described by Montana (Montana Patrick J Charnov, Bruce H, Management 4th edition (2008) Barrons Educational Series, Inc.), This theory emphasizes the needs for organizations to relate rewards directly to performance and to ensure that the rewards provided are those rewards deserved and wanted by the recipients.The antepast theory suggest that action is followed the expectation from the result and the amount of effort is decided by how attractive the result is to an individual himself. Below, there are three linkages with this theory. Effort-performance linkage Possibility of reward expected by putting certain amount of effort. Performance-reward linkage Beliefs which expect right reward will be devoted by doing certain level of performance. Attractiveness a persons target and desire of potential result or reward which could be obtained by doing his job successfully. each explanations seem similar, but simply there are three points.First, how much an individual should work for certain level of outcome and whether that outcome is possibly achieved.Second, what will be the reward for doing such work?Third, how attractive the reward is from the effort of doing such work and how does this job help with goal achievement? Applying Expectancy TheoryHow Expectancy Theory could be applied? For to link with motivation, I will example myself and try to find out how this theory used.Most of students have taste perception on professors or lecturer expecting for something that they would like to learn from the course unit. They would like to know when the exam will be, what kind of assignment they need to do and how much percentage will be taken to get maximum trend or how much amount of time will going to be needed, and think logically about whether this course is linked with what they need.Lets say that I feel in the way above. I liked this course unit and worked really voteless to get good mark on this essay. I have prepared for long time for this and believed that this will be helpful when I graduate and get good job or get into master course. Then, result came out, my average score of all the course units were 72 percent, however, this specific course was 41 percent. And I got angry and frustrated. Like other assignments, I prepared exact amount of time and put effort, but how could only this specific unit gets such a low score?From here there will be some interesting facts will be coming out. Suddenly, he (I, from others perspective from now on) will be constantly missing this unit course lecture and do not revise.Even if he attends the lecture concentration for this course is hugely dropped.So, we could say that his motivation is lacking with the related subject. Why did he change? To explain this using motivation theory termAt the beginning, the merit of good grade (Effort-performance linkage) was high. However, the result was not good (Performance-reward linkage). In other words, if the assignment was fairly graded based on what he did and got good score, the Performance-reward linkage is satisfied and it would have motivated him more. However, if he is demotivated, it is from his belief that his knowledge was not incongruous with fair grading system. How Expectancy Theory could be used in managementFirst, Expectancy Theory emphasizes on pay and reward. As a result, organization should believe that employees also want the same reward and compensate. This kind of perspective is from egoism that an employee interest group expected-satisfaction to be maximized. So that manager needs to try to fulfill that expected-satisfaction wisely.Second, theory points up understanding of attractiveness by the workers. Employees will want to be treated reasonably with positive result/target/outcome they expected. Therefore, the firm should try to satisfy emp loyees attractiveness.Third, theory highlights on expected performance. Does an individual understands what is expected on s/he and how could it be compensated. If workers do not grasp the point of this relation, the ultimate goal of organization will be never met. So, this is essential to make twain manager and workers to understand clear of performance-reward relation.Last, theory relates with perception. No matter what actually happens, a persons perception decides level of effort according from not objective result but from performance, reward and goal achievement. Therefore, there is a need for continuous feedback to match the reality and perception of workers.Case Study What is Nokia?Nokia is a Finnish multinational network corporation is headquartered in Keilaniemi, Espoo (Nokia in brief (2007) (PDF). Nokia Corporation. March 2008.)Nokias main industry is in the manufacturing of fluid devices and in converging Internet and communications industries, with 128,445 employees in 120 countries, sales in more than 150 countries and global annual revenue of EUR 50.7 billion and operating profit of 5.0 billion in 2008. It is the worlds largest manufacturer of mobile phones its global device market share is approximately 38% in 2009, (Q3 2009 Quarterly and annual information. Nokia Corporation. 2009-10-15)The Nokia brand, valued at $34.9 billion, is listed as the fifth most valuable global brand in the BusinessWeek, Best spherical Brands list of 2009 (first in non-US Company). It is the number one brand in Asia (as of 2007) and Europe. Also Nokia is the 42nd most estimable company worldwide in Fortunes Worlds Most Admired Companies list of 2009, and the worlds 85th largest company as measured by revenue in Fortune Global 500 list of 2009. (Fortune Global 500 2009. Fortune. 2009-07-14.) Nokias Case study for motivationIncentive Program Monetary Incentives work performance wage structure, Global subvention plan (when profit exceeded 20%, 5% cash payback), pr oduction and researchers incentives. Non-monetary performance bonus system and Complete and Fair AssessmentNokia motivates employees by providing rewards according to their performance. However, its grueling to see that they only motivated people with monetary returns, Non-monetary performance bonus system also help to motivate workers. Things like promotions and possibility to self-development will help and also a clear and fair system for this is needed.Nokia is not in seniority system, there was a case 34 years old man became vice president by his ability. Nokia tried to achieve highest level of work satisfaction.2. Empowerment organization Allowing autonomy, leads to motivationBureaucratic chain of command provides high efficiency, but this has disadvantage of blocking creative ideas coming up from bottom line of workers. And this is one of the factors blocking motivation. Exampling Nokia, they allow significant amount of autonomous decision to workers. This provides sense of b elonging to a company and people feel that they are taking part for companys profit. This leads to motivation of workers due to Maslows hierarchy of needs theory (sense of belonging).Case Nokia at once supported 6,000,000 dollars for the marketing for Pacific-Asia market as they received idea of competition going harsh in China.3. Project manager systemTechnology, marketing, production and salesman unites as one team and work for 1-2 years for specific project and managers for the project are empowered like chairman in that specific project this stimulates workers as it has venture business attributes. Nokia has number of small projects teams. Those groups decide everything like estimated budgets too. This gives power to agilely response to market changes.4. Human resource development programProviding self-developing opportunities to employees / maximise self-development and self-actualization at workHuman resource is crucial factor for economical production in industry f like Nok ia with high knowledge and technology. hawkish power is human resources. Modern employees tend to think a company as not only regulate for earning-money but also as place for self-actualization. Therefore, a company with no self-development lacks power to attract more human resources (Attractiveness, Vrooms expectancy theory). So, firms should provide more opportunities and sense of duty of the company like Nokias human resource development program.(In Nokia, they value employees through 180 inspections list, helps to find out each workers adaptation-skill and decision-making skills in five levels. By doing so, it tells what that employee needs in specific expand and gives job according to it and provide staff training service) and they also provided for experience improvement program by going around world branches. Based on Nokias motivation system, 19% of market share in mobile technology in 1999, increase up to 35% in 2001. Also, total sales were increased 48% leaving total pr ofit 56% higher.Matthew J. (1996), Future management () 11, Dae-kyung publishing company.Nokia homepage http//www.nokia.comAnalyzing Nokias success From www.hunet.co.krConclusionManagers tend to think that talented-employees turnover is cause by higher financial reward from other company. However, many of employees turnover reasons are like vision-realization, challenging to new work, harmony of both life and work, higher opportunity of recognition and flexibility of culture and organization. These kinds of reasons suggest that motivation is not only from financial issues but also from Non-monetary issues like mentioned above. I believe what employees consider most is winning recognition from their bosses about work-performance. If this is not done, its evitable to demotivate workers. In this contrast, Nokia has well understood workers, with fair assessment they have suggested sense of duty to their workers for the company and made them feel as important part of Nokia. As conclusion Nokia got grater profit and it can be said that Nokia has successfully motivated their employees. Those kinds of techniques of motivation are all founded from the theories of Maslow, Adams and Vroom and Nokia successfully adopted in reality.