Human resource management: motivational theories

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1. Introduction and factors involved in managing human resources
2. Human resource management responsibilities
3. The role of the human resources manager
4. Human resource management: job specifications for human resource managers
5. Human resource management: factors influencing the workforce
6. Human resource management: organisational objectives
7. Human resource management: terms and conditions of employment
8. Human resource management: employee motivation
9. Human resource management: motivational theories
10. Human resource management: strategies for motivating employees

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• Study Notes

  Diploma in Business Management & Entrepreneurship - Human resource management: motivational theories
• Topic Reviews
  Papua New Guinea 1 0 09 April 2017

  

  Bill Tehaitanata K.

  Employees psychological needs attention first for all to fall in line.

  United States of America 0 0 09 April 2017

  

  Tashika B.

  I agree with the last theory. Starting at the lower level allows for training

  Equatorial Guinea 0 0 09 April 2017

  

  Alice B.

  State two similarities and differences within the different theories of motivation.

  Malawi 0 0 09 April 2017

  

  Grayson K.

  what are the other no-monetary motivation strategies apart from car allowance, education allowance that an organisation may adopt..

  United Kingdom 0 0 09 April 2017

  

  Simon M.

  The Pyramid in the graphic seems to have similar descriptions for the Psychological needs and Self Actualization needs; i.e. need to fulfill one's full potential. Are these different levels of the same thing?

  Myanmar [Burma] 0 0 09 April 2017

  

  Khin Mie Mie Z.

  Theory motivations are varied depends on employees' perceptions. HR Manager needs to be controlled with satisfaction & challenging performance.

  South Africa 0 0 09 April 2017

  

  Morne V.

  e classical school of thought said what will motivate employees is constant repetition of tasks associated with the division of labour within the workplace so that their skill levels improve accordingly. The scientific approach extended the classical approach and used remuneration based on output as the motivating force in the workplace together with careful monitoring of work practices. The organisational theory approach used the approach that if employees were correctly managed then motivational levels would improve as shown by Henri Fayol setting out his 14 principles of sound management.

  Nigeria 0 0 09 April 2017

  

  Sunday O.

  human resources are the major player in organization in terms of giving the principle organization and of Theories to be use

  Zambia 0 0 09 April 2017

  

  Rodger B.

  Why motivate workers?

  Zambia 0 0 09 April 2017

  

  Rodger B.

  which one among motivational theories best suits an employee?
• Text Version

  Diploma in Business Management & Entrepreneurship - Human resource management: motivational theories

  XSIQ
  *
  
  Business Management - Human resource management: motivational theories
  
  Motivational theories
  
  There are many motivational theories that Human Resource Managers may use.
  However, what HR Managers must be aware of is that no two individuals are
  alike and that what motivates one individual will not necessarily be
  appropriate for the next employee.
  
  The classical school of thought said what will motivate employees is
  constant repetition of tasks associated with the division of labour within
  the workplace so that their skill levels improve accordingly.
  
  The scientific approach extended the classical approach and used
  remuneration based on output as the motivating force in the workplace
  together with careful monitoring of work practices.
  
  The organisational theory approach used the approach that if employees
  were correctly managed then motivational levels would improve as shown by
  Henri Fayol setting out his 14 principles of sound management.
  
  The behavioural approach adopted the approach that the employees will be
  motivated if management meets their psychological needs. There were
  numerous strategies adopted by theorists that adopt this approach. These
  include:
  
  * Mayo stated that motivating employees was associated with giving
  adequate attention to the employees and improving the social environment of
  the workplace.
  
  * McGregor adopted a theory that stated that employees were motivated
  according to what type of person they were - type X or type Y. Type Y
  people are best motivated by encouraging them to achieve their goals and
  treating them as individuals. Type X people are best motivated within a
  controlled environment where they are told what to do and how to do it.
  
  * Maslow established a hierarchy of needs that must be met if employees
  are to be motivated. The lower levels of need should be met first and
  management should work their way up the hierarchy in order to fully
  motivate employees.
  
  Maslow\'s hierarchy of needs is based on a pyramid structure. IMAGE.
  
  Herzberg also established a motivational theory. This theory was based on
  Maslow\'s theory. He distinguished between needs that he defined as job
  satisfiers (higher order needs) and those he defined as job dissatisfiers
  (lower order needs). Management must find the means to make jobs more
  enjoyable and challenging for employees in order to motivate them. The
  dissatisfiers are associated with external or extrinsic needs whilst the
  satisfiers are associated with internal or intrinsic needs.
  
  Other theorists including Alderfer, Skinner and McClelland - all attempted
  to establish how best to motivate employees in order to improve their
  performance level and to ensure that they stay with the organisation.
  
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