Motivation Essay Example | Topics and Well Written Essays - 1000 words - 1

Motivation - Essay ExampleAlthough dissentent motivational theories focus on improving employee performance, their approaches differ substantially. As a result, all the models have their unique similarities and differences. This essay focuses on the similarities and differences between Maslows theory, Herzbergs theory and the Equity theory as theories that organizations use to motivate their employees. each(prenominal) motivational theories focus on improving employee performance in the job (Hoffmann, 2007). As the developers of these theories pointed out, every human resource department should aim at improving the employee satisfaction in order to improve their level of output. Although they propose on antithetical approaches of achieving employee satisfaction, the reality is that their main goal is improving organizational performance through specific ways. They emphasise on different factors that lead to employee satisfaction. As these theories point out, employee satisfaction is the most essential factor in improving employee satisfaction in their work places. Increase in employee satisfaction increases their level output to a certain level. Actually, most of the theories insist on the need for the organization treating an employee as an asset. The models endure the criteria for increasing employees job satisfaction. ... Herzbergs theory focuses on motivation hygiene. According to the theory, there are factors that in the workplace that cause employee satisfaction. Whenever an organization puts into consideration these factors and ensures that their wide-eyed satisfaction, the result is increased employee satisfaction, which generally translates into highly motivated employees. Equity theory points out that the manner in which an organization distributes its resources largely determines the level of satisfaction of the employees. fair(a) distribution of resources on the organization leads to increased levels of job satisfaction while unfair resource distribution leads to low motivational levels. Therefore, a major similitude between the three models us their ultimate goals that focus on the employee satisfaction and subsequently increasing their levels of satisfaction. Despite their similarities however, the organizations these theories have a number of differences. One of these differences is the approaches proposed by every theory in motivating employees. While some of the theories insist on the organization as the main source of motivation, others insist on the employee as the main reason for employee satisfaction. Although some of the motivational theories focus on the growth of the employee as an individual, others focus on general employees in the organization (Hoffmann, 2007). What such theories do not differentiate well is that different motivational factors work different to different employees. Nonetheless, differences in the departments and the hierarchy that employees hold in an organization influence how different motivational factors affect their levels