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Motivation Concepts Table

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Using the "Motivation Concepts Table" describe how a theory would or would not be applicable if applied to two or more workplace situations drawn from a personal experience.

In the instance in which the selected theory of motivation was not applicable to your workplace experience, assess the need to develop and create a new theoretical model of motivation in today's changing work environment. What are the ramifications of failing to meet this challenge?

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This posting discusses the motivation concepts table and how a theory would or would not be applicable to different workplace situations. In addition, this posting discusses the applicable concepts of motivation.

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STEP 1

Using the "Motivation Concepts Table" describe how a theory would or would not be applicable if applied to two or more workplace situations drawn from a personal experience.

Different motivation concepts are applicable to the situations that I have drawn from personal experience. The organization that I have worked for is Accurate Weighing Machines that makes mechanical weighing machines of two types.
The two workshop situations where I would like to apply the motivation theories are the tools and means that are used to motivate workers in the six departments of the company and the motivation that is provided to the production manager for coordinating the entire production process on the basis of the production plan.

The Motivation Theories that I would like to use for the two positions are:

The Hierarchy of Needs theory of Maslow:

In case of the employees, in my company there is a system of giving two awards, one for the most liked employee and one for the most efficient employee. Each of these awards meets the esteem needs of the employees. In case of the production manager, if he is given a reward that can be seen by employees it will motivate him.

If we consider the Theory Y assumptions according to McGregor's model, in my company the employees on the shop floor do view work as being natural as play and rest. In addition, the workers exercise self direction when they strive to complete their work So, theory Y is applicable. In case of the production manager, I have observed that the production manager accepts and seeks responsibilities.

In Accurate Weighing machines in case of workers, the motivator/hygiene factors theory of Fredrick Herzberg is applicable. I have observed that workers respond favorably to recognition and responsibility. Often I have seen them complete their work without direct supervision. They also respond to the need for advancement. In case of the production manager: He takes pride in the machines finished under his supervision. Herzberg's theory is applicable because he takes pride in the work of making the machines.

If we apply David McClelland's theory of achievement, we find that the workers in my organization are open to feedback, take personal responsibility for the parts they produce and take moderate risks, in other words they have a strong need for achievement. On the other hand the production manager also takes personal responsibility for the ...

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