"Life is about making an impact, not an income"
- Kevin Kruse
Motivational Theories
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Motivation Theories are used in attempt to explain how the complex phenomenon of motivation works. In management motivation theories are often used based upon the requirements of an individual. They are used to increase employee motivation and therefore create a successful workplace environment.
· Expectancy Theory
Expectancy theory assumes that behaviour results from choices regarding maximizing pleasuring and minimizing pain. Together Victor Vroom, Edward Lawler and Lyman Porter proposed that the relationship between work behaviour and goals was not as simple as originally thought. Vroom discovered that an employee’s performance is based upon their factors including personality, skills, knowledge, experience and abilities. Expectancy theory suggests that although each individual has different goals, they are able to be motivated if they believe that;
o There is a positive association between performance and effort
o Good performance will result in a desired reward
o The reward will please an important need
o The pleasure obtained from the reward in satisfying the need will make the work all worth while
Expectancy Theory is demonstrated in the St Andrew's Catholic College when teachers put in extra effort and hours into helping students. Often teachers will offer to stay behind after school to help an individual with an assignment, catch up on work they may have missed or help a group of students with some extra assistance and tutoring. The goal for teachers putting in extra work is so they can see their students succeed. Teachers do not teach for the money, they teach as they love to see students succeed at life and have the best opportunities possible. The reward for teachers is seeing their students graduate become successful in life.
· Need Theory – Maslow’s Hierarchy of Needs
Maslow’s Hierarchy of Needs states that people are motivated to work to achieve certain needs. When one stage is attained, the person seeks to fulfil the next stage and so on. The five stage model consists of;
o Physiological needs – food, water, clothes, shelter, warmth and sleep
o Safety requirements – security, stability, freedom from fear
o Social – friendships, intimacy, affection, love
o Esteem – achievement, independence, status, dominance, prestige, self-respect, respect from peers
o Self-Actualization – reaching personal potential, self-fulfilment, seel personal growth and peak experiences.
Maslow’s Hierarchy of Needs is shown in St Andrew’s Catholic College as it gives all staff members the opportunity to achieve each stage on the pyramid. All staff members are able to meet their psychological needs of being fed, hydrated, clothed and sheltered through the money they earn teaching. The College assists staff in reaching safety and security through the stability of having a job and also through Workplace Health and Safety. Love and belonging is aimed to be achieved through staff interactions and friendships and the sense of belonging being a part of a community. Self-esteem would be met by staff members when they have not only achieved a task and are proud of their efforts, they are acknowledged for their efforts. Self-actualization can only be met when the individual reach their personal potential.
· Equity Theory
Equity theory acknowledges that subtle and variable factors influence an employee’s assessment and perception of their relationship with their employer and work. The theory was structured around the belief that employees lose interest in their jobs when they feel as though their inputs are greater than the outputs. The theory by John Stacey Adams suggests that manager should endure to find an equal balance between the inputs an employee provides and the outputs received. Once establishing a balance, employees should ultimately be content.
Equity Theory is demonstrated in the St Andrew’s Catholic College when staff members are able to express their opinion to management regarding their sense of unfairness. Their opinions will always be valued and taken into consideration and likely to be shared in meeting as others may too feel the same way.
· Expectancy Theory
Expectancy theory assumes that behaviour results from choices regarding maximizing pleasuring and minimizing pain. Together Victor Vroom, Edward Lawler and Lyman Porter proposed that the relationship between work behaviour and goals was not as simple as originally thought. Vroom discovered that an employee’s performance is based upon their factors including personality, skills, knowledge, experience and abilities. Expectancy theory suggests that although each individual has different goals, they are able to be motivated if they believe that;
o There is a positive association between performance and effort
o Good performance will result in a desired reward
o The reward will please an important need
o The pleasure obtained from the reward in satisfying the need will make the work all worth while
Expectancy Theory is demonstrated in the St Andrew's Catholic College when teachers put in extra effort and hours into helping students. Often teachers will offer to stay behind after school to help an individual with an assignment, catch up on work they may have missed or help a group of students with some extra assistance and tutoring. The goal for teachers putting in extra work is so they can see their students succeed. Teachers do not teach for the money, they teach as they love to see students succeed at life and have the best opportunities possible. The reward for teachers is seeing their students graduate become successful in life.
· Need Theory – Maslow’s Hierarchy of Needs
Maslow’s Hierarchy of Needs states that people are motivated to work to achieve certain needs. When one stage is attained, the person seeks to fulfil the next stage and so on. The five stage model consists of;
o Physiological needs – food, water, clothes, shelter, warmth and sleep
o Safety requirements – security, stability, freedom from fear
o Social – friendships, intimacy, affection, love
o Esteem – achievement, independence, status, dominance, prestige, self-respect, respect from peers
o Self-Actualization – reaching personal potential, self-fulfilment, seel personal growth and peak experiences.
Maslow’s Hierarchy of Needs is shown in St Andrew’s Catholic College as it gives all staff members the opportunity to achieve each stage on the pyramid. All staff members are able to meet their psychological needs of being fed, hydrated, clothed and sheltered through the money they earn teaching. The College assists staff in reaching safety and security through the stability of having a job and also through Workplace Health and Safety. Love and belonging is aimed to be achieved through staff interactions and friendships and the sense of belonging being a part of a community. Self-esteem would be met by staff members when they have not only achieved a task and are proud of their efforts, they are acknowledged for their efforts. Self-actualization can only be met when the individual reach their personal potential.
· Equity Theory
Equity theory acknowledges that subtle and variable factors influence an employee’s assessment and perception of their relationship with their employer and work. The theory was structured around the belief that employees lose interest in their jobs when they feel as though their inputs are greater than the outputs. The theory by John Stacey Adams suggests that manager should endure to find an equal balance between the inputs an employee provides and the outputs received. Once establishing a balance, employees should ultimately be content.
Equity Theory is demonstrated in the St Andrew’s Catholic College when staff members are able to express their opinion to management regarding their sense of unfairness. Their opinions will always be valued and taken into consideration and likely to be shared in meeting as others may too feel the same way.