Herzberg's Theories Of Motivation

Antoine de Saint-Exupéry once said, “A goal without a plan is just a wish.” Throughout my life I have always set goals and worked extremely hard to achieve them. Planning realistic goals give me clarity on what I ultimately want. It makes me crystallize and articulate the desires floating in my mind. Setting goals have always helped me achieve my highest potential.

Motivation is a strong internal force that drives one to get what they need. In 1943, an American psychologist named Abraham Maslow developed a theory of hierarchy involving needs that are driven by motivation. Our basic needs from most important to least are physiological needs, safety needs, social needs, and esteem needs. The lower needs cannot not be obtained without first fulfilling our higher needs (D. Jary and J. Jary 2006).

His theory is mainly based and created in order to attract the people to work, he is re-known for his creation of Maslow`s Hierarchy of Needs. He also tried to understand what peoples` interest to get them motivated. In his theory he came up with five (5) important needs that can be satisfied in order from one stage to another. The needs that Maslow describes, state that every persons` needs are different from other person, and to satisfy those needs, each case must be taken and evaluated individually to full fill their expectations. Physiological Needs: The first step of Maslow`s Hierarchy of Needs explains that every worker must satisfy his physical needs such as basics needs which refer to food and water.

If you want to have the right mindset of success in what you’re doing, you need the right role model. You firstly need to determine what your pursuit is. There’s always a high likelihood that some have succeeded in that field. Choose your role model(s) among them. It would be more beneficial if you’re able to find those among them who have either a little or a lot of things in common with you.

Intuitive nature is the awareness of emotions. It is this strength that supports practitioners in using the theory. Each person has an individual motivational framework which they work and behave; this framework differs from person to person and even for a single individual from day to day. Practitioners of the theory, those who put it into practice when working within their organisations, understand this flexible, individualised theory as a dynamic solution to motivating members of an organisation. Another strength of Maslow's theory is the fact that it focuses on the individual's own constructs and experiences instead of focusing on the mentally

With the self-regulation article and the time study project they both taught me how to manage my time and work on things and are going to help me with my goals. Goal Setting by Morisano’s and Shore’s article also connects to the Time Study Project by saying you should have goals but to make sure you can fit ways to reaching your goal into your life. In the Time Study Project by fitting studying in my schedule that’s a benefit for me and in the article it talks about General Benefits of Goal Setting. In the time study project, I have change by schedule and take out things I don’t that aren’t that important and that I don’t have to do. In the article in the titled General Benefits of Goal Setting it states “both cognitively and behaviorally directing attention and effort toward goal-relevant activities and away from goal-irrelevant activities” (Goal Setting, Morisano’s and Shore’s,

Maslow's hierarchy of needs, represented as a pyramid with the more basic needs at the bottom One of the main theories relating to motivation is Maslow's hierarchy needs. This is theory in the field of psychology proposed by Abraham Maslow an American psychologist in his 1943 paper " A theory of human motivation". This is a theory predicted on fulfilling innate human needs in priority. In this Maslow stated that most basic needs should be satisfied before the next level of needs emerge.

Although motivating employees can be a challenge, a number of theories about motivation at work can be used as a basis for creating practices, procedures and processes to affect employee

Motivation is essential for a group as well as an organization. In the eyes of the leader of organization McDonald’s, authorizing and inspiring staff members to do the best in their job and they’re capable of helps create job satisfaction, lowering gross revenue in an industry that has a standing for stimulating its employees. In addition, a glad, stable workforce not just conveys better customer service; it is likewise more compelling at building deals and attracting repeat business. There are five concentrate benefits of employee motivation which Mc Donald’s approached at: 1. Improved Productivity 2.

However, there are strengths and limitations of Maslow’s hierarchy of needs, some strengths are that it emphasises choice such as free will and responsibility

Maslow’s hierarchy of needs. This theory lies on the premise that people can rarely achieve their full potential without having met their basic needs; if the target population lacks of basic needs, any intervention that does not address this particular issue will fail. Maslow’s hierarchy of needs is based on the physiological and psychological needs. Once these needs are covered, we will be able to engage someone to change habits in order to achieve our goals. It is highly important to recognize the target population and their basic needs.

From time to time, refer to your plan to remind yourself of your aims and to fire your motivation. Written goals will make you feel more serious about and connected to your aims and it will also free you from having to work out every day what your goals are. This will save you time which you can then use on fulfilling your self-improvement

Goals evaluate and define the steps you must take. They are the directory that let you know you are moving in the correct direction at work. They are determinable and answer questions like when, what and how? When goals are not connected to a clear purpose and values, people often work at purposes different with each other, not going in the same direction and unsure of the purpose of their actions and without values to guide them, they remain dependent on authority figures to provide direction. (Guzzo and Dickson, 1996) Mutual Respect within the team.

The main purpose of your setting goals is to increase your motivation levels. Locke defines goal as “the object or aim of an action.” Any goal has two main features – content and intensity. Content of a goal is the desired result, while intensity is the needed efforts. There can be two systems of setting goals effectively – SMART method, and HARD method.

Colton and Roberts (2007), says that burnout of social care staff is often caused by heavy workloads, poor pay and poor supervision, perceptions of work was low-status, staff feeling unsupported in work in very challenging environments. Blankertz and Robinson (1997) state social care staff need clear defined job roles, pleasant working environments, competent and cohesive co-workers and the availability for staff to provide input on decisions all contribute to low turnover of staff. Therefore it may be assumed that the challenges social work proposes create a need for the motivating of subordinating staff by the social care manager. Lalor and Share (2013), confirm that Social Care work poses various challenges as a practice, both physically