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motivation theories – Understanding the theory of the contents of the grounds

before going to see the contents of four major theories of motivation for theorists is therefore essential to get the general idea of what the content of theories in the first place. Thus, as the content of theories is also called “the necessity of theories” are based on individual needs. In other words, these theories is mainly because people’s needs are constantly changing overtime to focus in particular on the factors that motivate them. In this way, what they’re trying to explain that people’s needs must be taken into account and, therefore, be met in order to motivate them. So if the needs of these people are not happy or satisfied, it is unlikely that people are motivated to perform their functions to meet the goals and objectives. That said, we must now examine each of the four content theories separately. Need Hierarchy Theory of needs theory is one of four major content theories of Maslow developed by Ibrahim in 1943. This theory is based on the fact that there was need to motivate people to drive. It also provides an understanding of why individuals’ needs change throughout the period of overtime is important to identify what each individual is, when those needs. This is because that is likely to provide information on what exactly the individual needs that must be met in order to motivate them. Having said that Maslow identified five levels of needs, which, in principle, Pleasure (level 5 -) self-esteem (level 4) Social & belonging ; Love (level 3) Security (level 2) Physiology (level 1) According to Maslow, these five levels must be met if the people to be motivated. In other words, it is said to believe that motivation is, therefore, directs the existence These unmet needs, which means to say that unless they have satisfied the need, we are motivated to do so. However, his idea was that, in order to motivate people to be more than satisfied first before the next level of needs. And only once in the lower level needs are met the next level of needs is a motivator. For example, a person who is starving will begin to be motivated to satisfy the hunger to earn a wage. But when his basic needs are met, then this is no longer active motivator, but after that it is only the need for second level, as a good and safe working environment, etc. that lead him motivated. Eli Maslow stressed that meets the individual needs of a gradual process that should be observed at the lowest to the highest level to meet the needs and requirements of a single layer at a time. Herzberg Two-Factor Theory Herzberg Two factor theory is the second major content of the theory, which focuses on individual needs of people. According to Herzberg, basically defined in two different categories of factors that had a major impact on motivation. His first group of factors hygiene factors constituted by factors such as working conditions, quality of supervision, salary, status, company policy and administration. What is generally believed that he was that hygiene factors are strongly influenced by feelings of dissatisfaction with the manner in which paves the way for workers affect work performance. He went to say that the presence of these factors do not motivate employees per se, but rather should be hygiene factors right first of all, if employees are motivated. What does this really mean that, if these hygiene factors are not an organization that is not entirely possible to motivate employees as well, because these factors are the basis of a strong motivation. For example, without a good and safe working environment must not give the worker the responsibility, because the potential to motivate him very low. That said, another group called the factors motivating factors which consisted of factors, recognition, achievement, responsibility, interesting work and career advancement for higher-level tasks and growth in view Herzberg, motivations, etc. do not meet the employees, leading to employee motivation. But he also went on to say that the reasons for acting are agents of hygiene. Alderfer’s ERG Theory ERG is another form of the content of the theory developed by Alderfer. This is also based on individual needs. Eli ERG theory proposes, therefore, think that it is in principle overcome the limitations on the needs of Maslow’s theory. However, this is a form of hierarchy, but only consists of three levels. In other words, unlike Maslow’s theory, which has five levels of needs, ERG theory is a simplified level of individuality, only three levels. Three levels of needs identified by Alderfer are (physiological and safety needs), orientation (social and external esteem) Growth (internal evaluation and self-realization is) substantially reduced

Alderfer levels of its hierarchy, thus combining all the layers together. In other words, the first level of its hierarchy, and was the size of physiological needs and security together. Then he combined the social needs and external prestige level of the second and last of all internal assessment and self-realization is the third and final level. However, he went on to say that the first level of which there are still two levels of priority for other needs. So, it needs to do exactly the same for all individuals, and therefore easier to change, depending. It is not always true that people are motivated to reach the lowest level first go to the next level of Maslow’s hierarchy of needs theory. For example, an individual is motivated to perform duties because he has met need for recognition, instead of a safer working environment. Unlike Maslow’s theory provides different ERG should be continued at the same time. In addition, he had to say that in his view, the theory people can expect to meet the higher requirements and that fail to meet this level (the frustration of the process of regression) at the end and not be deemed to satisfy the lower level, which seems to be much easier to meet in order to motivate them. This motivates people to hope that can only meet the times to come. In such situations, it is important for employers to recognize this and help them to meet the needs of low to motivate them. McClelland three theory must 3 needs a theory known as acquired or learned the theory theory is another theory of content developed for McClelland Approximately 1961 . As with the other content theories, this theory is also based on the needs of individuals. His theory, McClelland try to explain what the reasoning is that a person could theoretically be due to three dominant needs. Needs identified three dominant need the power requirement of affiliation need

McClelland, human motivation is dominated by these three requirements. In other words, some people are looking for activities that will help them achieve something, so be prepared to substantiate. Similarly, others need the power and some may find the insured. However, he had to say that although all These needs are present for Each and Every individual is sufficient which is essentially dominated people in it comes to most people. For example, an individual wants to accomplish certain things, wants to maintain good relations with each other, but at the same time, more than anything else you might want to lead others in order to motivate them. The need Achievement However, the need for achievement refers to in principle extend to which the individual wants to perform tasks that are difficult and very challenging. Say, in order to motivate a person needed a result that might be difficult and challenging task. Basically do to achieve the goals that are challenging and realistic. In other words, what they really want the success and positive feedback, avoiding both low risk and high risk situations, and prefer to work alone or with other high-performance team. So in reality are usually motivated, if you happen to believe tasks are allowed to do really challenging. The need for power Similarly, individuals with power need to basically do not want to lead others. This can be of two types, namely the importance of personal and institutional. . In other words, some people are seeking personal power, while others may need institutional power. Individuals who need personal power, therefore, to guide and influence others. What does this really mean that, if not lead to another, it probably will be de-motivated. Saying that people who are in dire need of institutional power wants to organize the efforts of other organizational success. For example, individuals with the need for institutionalization of power is likely to be motivated if they are equipped with state-oriented positions, management positions and leadership. The partners need And to think that individuals need to belong essentially to find a good, friendly interpersonal relations. In other words, you really want to feel will accept the other and kept the other, Basically aim to maintain good relations of trust and understanding, they want to cooperate more as a result of competition of individuals with high need for affiliation to prefer to work as a team and customer service in relation to the environment, leading to motivate. And finally, it is clear That all of the content of theories based on the fact that, in order to motivate people to meet their own needs or are met. The individual must vary from one individual to another, and so it is important to understand these theories appropriately in order to effectively motivate people. When Silva