Motivating employees Essays - Human Resource Management,

Introduction Engendering the emotional energy of employees is the most difficult challenge facing organisational leaders worldwide. Several organisational behaviours can be attributed towards how successful a company will be. Motivation is a crucial aspect in many organisations and is also a key determinant in the triumph of a business. Motivation is defined as the process of initiating and directing behaviour, and willingness to exert high levels of effort to drive toward organisational goals, conditioned by the effort's ability to satisfy individual needs (Gabriel 1989: 224; Mathis & Jackson 2006: 79). Therefore, motivation is considered to be detrimental to the facets of management within the workforce, where the quality of work that people express is often a result of the motivation they possess. This essay will discuss the concept of motivation by focusing on content theories of motivation and its related theories through exploration of the variable nature of needs and expectations. Also, th is essay will discuss the importance of having a motivated workforce and how the application of these theories is pivotal in achieving staff motivation. Lastly, this essay will include an evaluation of Southwest Airlines, with particular emphasis on the links between motivation and value creation for the company, as well as staff satisfaction. Motivation The motivational process in management can be treated as a need satisfying process. Content theories of motivation are primarily concerned with the dynamics of employee needs, in which the Maslow hierarchy of needs and McGregor?s X and Y theory illustrate the vast scope of needs in motivational processes (Mullins 1996: 85). Maslow?s Hierarchy of Needs Sources of motivation can be arranged in a hierarchical structure. Maslow?s hierarchy of needs theory proposes that within every person are five needs that need to be satisfied. These include, from the bottom of the hierarchy to the top; physiological needs ? these include the bodies automatic efforts to function, safety needs ? protection from emotional and physical harm, social needs ? sense of belonging, esteem needs ? receiving of respect, confidence and strength and self-respect and self-actualisation needs. This theory asserts that individuals satisfy these needs in a step like process. Maslow (1943, cited in Mullins 1996 : 40) also suggested that once the low orders of the hierarchy we satisfied they were no longer motivators. These base level motivators are widely accepted as surviving in the world. Within each of these stages there is a vast range of needs that could fit into each category hence suggesting each individuals needs could be different and unique (Gabriel 1989: 2 24; Maslow 1943, cited in Mullins 1996: 40). X and Y Theory Various sources of motivation are accountable for energizing individual behaviour. McGregor?s X and Y theory is primarily a negative and positive view of employees respectively. Theory X assumes employees to be lazy and must be coerced to perform, and that lower order needs dominate individuals. In contrast, theory Y assumes that employees are responsible can exercise self-direction and that higher level needs predominate. In this way both Theory X and Y offer wide-ranging categories of needs, suggesting the needs for motivation are not predetermined, but rather unpredictable for each individual employee (McGregor 1960, cited in Mullins 1996: 41). A Motivated Workforce A successful organization is highly dependent on a motivated workforce. Motivation affects the output of an organization, which concerns both quantity and quality. For instance, an organization relying heavily on the efficiency of their production employees has to make sure that products are manufactured in time to meet deadlines. However, if employees lack the motivation to produce completed products to meet the deadline, then the organization faces dire consequences in reputation and profitability (Certo 2005: 281-282; Tosi, Mero Gabriel 1989: 227; Tosi et al. 2000: