Why is it important for managers to know about motivation theories?

Why is it important for managers to know about motive theories?IntroductionThe pick up function of managers is getting things done through employees. The spare-time activity assignment looks at the role of need and why it is essential for managers to be aware of the various motivatingal theories and how the motivational theories could be implemented in a professional context to give organizations goals and objectives.Motivation has been defined as the psychological process that gives behaviour purpose and direction (Kreitner, 1995) a sensibility to be pass water in a purposive manner to achieve specific, unmet inescapably (Buford, Bedeian, Lindner, 1995) an internal drive to satisfy an unsatisfied need (Higgins, 1994) and the entrust to achieve (Bedeian, 1993).Organisations exist to achieve corporate objectives and employees fiting in those organisations aide in achieving those objectives by working towards their unmarried(a) goals and targets. In an ideal world, if eve ry idiosyncratic was providing his best executing then organisational goals would be met sooner too until now in the real world it is often not the case. Organisations lag mountainful and to a greater extent often than not the reason is a de affectd staff. An understanding of the staple valet nature is important for effective employee motivation in the oeuvre and withal for effective management and go acrossership.In todays business world with rapid changes happening all well-nigh, it has become even more important for managers to egg on their staff and help their staff in optimising their performance. Besides, research and observation proves that incite employees are more creative and productive in the work place. some(prenominal) theories of motivation charter been presented amongst which Maslows theory states the purpose of human race existence is Self-actualisation and the exclusively way that state butt be attained is when the introductory human unavoidably a re met. Thus according to Maslow, human inescapably behind be represented in the form of a pyramid.According to Maslow, the basic human take arePhysiological needsSafety needsLove needsEsteem needsSelf-actualisation.Whilst Herzberg theory states that in a work environment context there are mainly deuce factors which determine the motivation levels of employees. The first set of factors which he termed as the hygienics factors do not lead to positive motivation, however a privation of those hygiene factors could lead to de-motivation. Herzbergs theory is particularly useful as it discussed the immensity of providing a good working environment and to a certain tip highlighted the vastness of a good working environment in achieving a better performance from employees. Herzbergs work categorized motivation into twain factors motivators and hygienes (Herzberg, Mausner, Snyderman, 1959).Motivator or intrinsic factors, such as achievement and recognition, offer job satisfaction. Hygiene or extrinsic factors, such as assume and job security, produce job dissatisfaction. McGregors theory stated that staff would turn over more to the organisation if they were treated as responsible and valued employees. Likert (1967) suggested that for an organisation to perform better, managers must adopt a participative-group system, whereby, attractership is by the superiors who drive home complete confidence in their employees and motivation takes the form of economic rewards which is moreover based on goals set by participation.Various other theories presented by Vroom, equity theory etc all discuss how employees butt be incite and should be motivated to enhance performance. As stated above individual performance taken collectively determines organisational performance and when organisational performance is not up to the required level, the organisation would not be able to sustain itself and exponent loose out in competition.Motivation theories provide an insight into what makes an employee perform better. It provides managers with a tool to motivate employees and helps them in understanding how the staff can be managed better. It is therefore no surprise that the area of human imaging management and organisational behaviour is looking into how important it has become for organisations to focus on retaining employees. Recent literature has emphasised the importance of knowledge management. It is a cognise fact that high labour turnover, costs the company which results in great(p) the level of profits. Profit maximisation is the ultimate corporate objective, it would be fairish to say that is the sole reason why companies exist to maximise profit, cede revenue and anything that can result in increasing profit levels will be looked upon favourably.Lack of knowledge about motivation theories might lead the managers to believe that monetary incentives are the only way of motivating staff, however, the theories has helped the managers in un derstanding that individuals have different needs. It might be that employee A prefers to have more tariff as compared to employee B. Hence increasing As responsibility and appreciating A motivates him more than B who would be satisfied with getting a monetary incentive. Similarly, employee C might be a single mother who would prefer to have more flexibility in the job and would be able to perform better if the work that she is doing enables her to look after her small fry and work. The above examples prove that in a professional environment for a manager it has become even more important to understand the needs of his internal customers.A concept which can be borrowed from marketing is if the customers needs are met the organisations objectives can be achieved. The argument can be extensive in this context as well where it can be state that when internal customers are kept happy, external customers will automatically be happy. The above is an example to apologize Vrooms theory, according to which rewards and incentives should be based on what the employee perceives to be important rather than what the managers perceives to be important. Thus he aimed to explain employee motivation by explaining the link between how individual goals influence individual performance. Thus the knowledge of motivational theories provides a deeper insight into the psychology of employees and staff.The importance of organisational performance cannot be highlighted enough. Research and surveys are being conducted to understand what can improve the organisational performance and the obvious link is individual performance. Performance more generally is defined as a function of ability and motivation. However, in order to motivate staff it is important to have an effective performance management system. In order to provide rewards to the staff it is imperative to have appropriate benchmarks to measure the performance. Literature in this area has highlighted the importance of having ceremonious appraisal systems which can either be in the form of self-evaluation or 360 degree appraisal, top-down, bottom up etc. The above mechanism enables managers to scientifically assess and then provide appropriate rewards and incentives to the staff, whether monetary or non-monetary in nature.In addition to the performance levels, retaining staff by continuously seek to motivate them helps managers to retain knowledge which the employees have acquired over the period, it helps the employees to complete tasks instantaneous as they are already aware of how things are done around here and more importantly it helps the systems to be developed so that work can be done quickly. It helps in achieving specialisation and employees acquiring key skills.Thus the main tools a manager must have to motivate his/her staff areApproval, praise and recognitionTrust, respect and high expectations fealtyRemoving organisational barriers which might stand in the way individual performance blo od enrichmentProviding Financial incentivesGood communication.Even though there is not a perfect formula for motivation in the workplace however, an understanding of how the human nature works can help managers to perform better and keeping the end goal (corporate objective) in mind the challenge for every leader and manager to reach a balance where organisational and individual performance can be maximised to reach the same goal.ConclusionFrom the preceding paragraphs it can be concluded that it is imperative for managers to have a thorough understanding of the motivation theories. However, it is easier state than done. There is no simple answer of how to motivate people, though an understanding of the theories does help. It enables the managers in enhancing not only the individual but also the organisational performance. The primary objective of organisations is to survive, sustain and grow and the objective can be met when the employees and staff are happy.This can be achieved b y understanding the motivation theories and implementing them effectively to achieve optimal results for the organisation. Thus it can be said that effective implementation of the motivation theories can help the organisations to have a competitive edge and it can serve to be a stemma of sustainable competitive advantage which would ensure its growth, survival and maximised revenue generation in the long run. Thus, it can be concluded for managers to perform expeditiously it is imperative for them to have knowledge of the motivation theories.BibliographyArmstrong, M., A Handbook of human being imaging wariness Practice, (2003), Kogan Page.Bratton, J. and Gold, J., tender-hearted Resource Management Theory and Practice, (2003), Palgrave MacmillanHall, L., Torrington, D. and Taylor, S., military personnel Resource Management, (2004), FT Prentice HallHook, C. and Foot, M., Introducing human Resource Management (Modular Text for Business and Economics), (2005), FT Prentice HallMar chington, M and Armstrong, A., Human Resource Management at Work, (2005), Chartered Institute of Personnel ripeningMullins, L.J., Management and Organisational Behaviour, (2004), FT Prentice HallPurcell, J and Boxall, P., Strategy and Human Resource Management (Management, Work and Organisatons), (2002), Palgrave MacmillanSchwarz, R.M., The Skilled Facilitator A Comprehensive Resource for Consultants, Facilitators, Managers, Trainers and Coaches, (2002), John Bass and Wiley.