Alderfers Modified Need Hierarchy Model - Free Essay Example

Sample details Pages: 7 Words: 2126 Downloads: 7 Date added: 2017/06/26 Category Psychology Essay Type Narrative essay Did you like this example? Most concepts of motivation that apply to the workforce begin with the assumption that behaviour, at least in part, is directed towards the satisfaction of needs or motives. Definitions of motivation include: Willingness to exert effort to achieve the organizations goals, conditioned by this efforts ability to satisfy individual needs (Robbins Coulter, 1996). An employees motivation to work consists of all the drives, forces and influenced- conscious or unconscious- that cause the employee to want to achieve certain aims (Graham and Bennett 1998 p60) Processes that account for an individuals intensity, direction and persistence of effort towards attaining a goal. Robbins and Judge (2009, p.209) There are many definitions of motivation, however the underlying concept appears to be that, some driving force within individuals by which they attempt to achieve some goal in order to fulfil some need or expectation (Mullins, 2002 p418). Don’t waste time! Our writers will create an original "Alderfers Modified Need Hierarchy Model" essay for you Create order Rudolph and Kleiner (1989) and Armstrong (1999) suggest that it can be divided in to two categories, intrinsic and extrinsic motivation. Extrinsic motivation is related to tangible benefits such as salary, fringe benefits, security, contract of service, promotion, the work environment and conditions of work. Whereas intrinsic motivation relates to psychological rewards such as the opportunity to use ones ability, a sense of challenge and achievement, receiving appreciation, positive recognition, and being treated in a caring and considerate manner. The importance of the construction industry in relation to the general economy The building and construction industry is essential to welfare and prosperity in the UK. In 2011 the Gross Value Added of the construction industry in the UK was  £89.5 billion, 6.7% of total GVA (Gross value added). There were 2.04 million workforce jobs in the UK construction industry in March 2012, 6.4% of all workforce jobs. The GVA of the industry fell in 2008, 2009 and 2010 both in terms of  £billions but also its share of the total economy, 2011 saw a slight recovery but the GVA of the construction industry remained below pre-recession levels. (https://www.parliament.uk/briefing-papers/SN01432) The importance of motivation Motivation is extremely important to organisations and companies of all sizes; in a competitive market place such as the construction industry it is vital that staff members are motivated in order to convert physical and financial resources into useful products, ultimately helping to reduce the cost of operations. According to Sabah Karimi (2010) Motivation is important in order to be able to attain the organizations goals and to accomplish long and short term objectives. Managers strive to motivate people in organisations to perform at high levels. This means getting them to work hard, to come to work regularly and to make positive contributions to the organisations goals. However job performance not only depends on motivation but also ability and environmental factors. The relationship of Performance can be stated as follows: P = M + A + E With, P = performance, M = motivation, A= ability, and E = environment To generate high levels of performance an employee mu st be motivated to do the job, must have the ability to complete the job effectively and must be provided with the necessary equipment/information to do so. Mullins (2002) refers to work by Krietner et al. who proposes that although motivation is a necessary contributor for job performance, it is not the only one. Alongside ability, motivation is also a combination of level of skill, knowledge about how to complete the task, feelings and emotions, and facilitating/inhibiting conditions not under the individuals control. Performance and satisfaction are areas commonly discussed when talking about motivation. Organisations not only want operatives that are productive, but they also want to ensure that their workforce is satisfied in order to reduce employee turnover. Boredom and frustration at work is often the result of an employees lack of involvement with the companys goals and a feeling that their ideas are not wanted or listened to. For the employer, staff turnover incre ases as employees walk out of the door for more interesting jobs. (Management today) Despite being discussed, there has been little scientific research in to the relationship between satisfaction and productivity and whether operatives are motivated so they are satisfied, productive or both. The importance of motivation is clear and can be summarised in the following quotation: Motivation may be de ¬Ãƒâ€šÃ‚ ned as the degree to which individuals commit effort to achieve goals that they perceive as being meaningful and worthwhile Johnson, Johnson, 2003 However, it is slightly unclear are the factors that motivate operatives, if the techniques applied by management are successful, and what the relationship is between satisfaction and productivity. Therefore the aims for this research are to: -Understand what motivates construction operatives, by ranking their needs, motivators and de-motivators. -Establish what site managers perceive motivates operatives, and compare whether they are of the same opinion as the operatives. -Compare the findings of this study with previous research, and establish any differences in opinion -Discuss the issue of satisfaction and productivity and establish if there is a relationship between the two CHAPTER 1- MOTIVATIONAL THEORIES THERE APPLICATION IN CONSTRUCTION There are various theories which endeavour to quantify what motivation is, all which are partially true. However a generalised theory that applies to all individuals in different circumstances has not yet been theorised. It is not essential to discuss all motivational theories but it is however important to identify that each one is different. This project will be expanding on data analysed from previous research which was collected in relation to Maslows hierarchy of needs theory. It also raises key points in regards to issues with satisfaction and productivity, this in which is linked to the work of Herzberg. This chapter will subsequently focus on the work of Maslow and Herzberg; other theories will be outlined briefly. History of motivation Motivation theories can be traced back over two centuries ago to the works of innovative theorists such as Robert Owen, Jeremy Bentham, and Elton Mayo who began to research and implement principles of motivational theories, there be it different models. Robert Owen believed that by caring and looking after the needs of his employees they would be more reliable, efficient and longer lasting. He demonstrated pioneering management and ethical business policies which are now widely recognised and implemented within human resources today. His strategies inspired infant education, the need for safer working practices, the co-operative movement, trade unionism, and garden cities. Jeremy Bentham views are widely known as the carrot and stick approach, a metaphor relating to reward and penalties. Bentham believed that everyone is self-interested, motivated by either a desirable outcome or avoiding an unpleasant one. Although theories of motivation have been explored extensively since, re ward and punishment is still considered strong motivators in our society today. Elton Mayo conducted various behavioural experiments to explore methods of motivating staff, from the research he conducted he concluded that staff were not only motivated by pay, work conditions and moral but also psychological and social factors. He also found that recognition and a sense of belonging are very important and that an individuals attitude towards work is strongly influenced by those around them. Outline of theories It is now possible to divide motivation theories into two categories, content theories and process theories. Content theories may also be referred to as need theories as they focus on the importance of establishing what motivates us, trying to identify the needs of individuals and thus relating motivation to the fulfilling of these needs. These theories are concerned with identifying peoples needs, their relative strengths and the goals they pursue in order to satisfy these needs (Mullins 2002). They include: Maslow hierarchy of needs model Herzbergs two-factor theory Alderfers modified need hierarchy model McClellands achievement motivation theory McGregors X and Y theory Maslows Hierarchy of Needs Abraham Maslow introduced a hierarchy of needs in a paper written in 1943, called A Theory of Human Motivation. The hierarchy attempts to explain/propose factors that motivate an individual, Maslow suggested that people are motivated to fulfil basic needs before moving on to other, more advanced needs. The hierarchy is most commonly displayed in a pyramid format show in figure 1. Figure 1- Maslows Hierarchy of Needs Model (Mullins, 2002 p427) Maslow believes that we must first achieve physiological needs as they are vital for our survival. They include the need for water, air, food and sleep; these are classed as primary needs as all other steps in the tier are secondary until these needs are met. Safety needs may also include factors that improve security; they are not as demanding as the physiological needs. Once we can sustain ourselves (tier 1) it then becomes essential to ensure our safety/security, examples of this may be protection from weather, health insurance, machinery, vehicles etc. Social needs include our natural urge to feel accepted; examples of this may be with family, relationships or colleagues at work. Esteem needs include feelings such as self-worth, accomplishment and social recognition. Self-actualisation needs represent the highest tier of the hierarchy and are needs concerned with self-fulfilment or personal growth. Maslow believed that each tier must be fairly well satisfied befo re the needs of the next tier become important to the individual, however Oldcorn (1989) advocates that individuals may not satisfy the first need to move on to the next until they reach the top of the hierarchy. He implies that in reality we try to satisfy a mixture of various needs at any one time. This can often be seen when individuals are put under pressure, sleep and food (physiological needs) may be deprived in order to complete an objective or goal (esteem needs). This argument coincides with Wahba and Bridwell (1976) who reported that there was diminutive evidence to support the ranking of the needs or the hierarchical order, as his theory was difficult to test empirically; furthermore this meant that there are various interpretations of his theory and the clarity of his work has faded over time due to more recent publications by authors with more current views. Nevertheless the values of the tiers remain, regardless of the overlapping of needs. Herzbergs two-factor theory Dr Frederick Herzberg conducted research in order to gain an understanding of what creates job satisfaction. Herzbergs to-factor theory states there are certain factors in the workplace that cause satisfaction, and in turn different factors that create dissatisfaction. Herzberg divided these factors into two categories, hygiene and motivator factors. Principally hygiene factors are crucial in ensuring that workers are not dissatisfied, whereas motivators are needed to increase performance. Motivators are regarded as factors such as challenging work, recognition, responsibility and personal growth; elements Maslow describes as esteem needs. Hygiene factors are extrinsic, these include; job security, salary, fringe benefits and company policies; elements of Maslows higher level needs. They do not provide positive satisfaction, however if they are not present this will create dissatisfaction. There has since been criticism regarding the accuracy of the results concluded in He rzbergs theory, NEED TO INCLUDE POINT THAT DISPOVES, THEN EVIDENCE OF VALIDITIY. Alderfers modified need hierarchy model (ERG Theory) Clayton Alderfer redefined Maslows hierarchy and re-categorised it into three broader classes of needs. These include: Existence Needs Relatedness Needs Growth needs McClellands achievement motivation theory David McClelland was an American psychologist who conducted research to further the work of Abraham Maslows hierarchy of needs theory. McClelland carried out research and experiments to identify the varying needs and motivators in a variety of people. His research suggested that these needs can be categorised into affiliation, power and achievement. Each of these needs influence motivation within an individual, McClelland suggested that these needs or motivators are acquired over time and vary from person to person dependent on their life experiences. Achievement can be defined as a recurrent concern to excel, to do better for its own sake, for the intrinsic satisfaction of doing better. (McClelland, 1961). The power motive can be defined as a recurrent preference or readiness for experiences of having impact, control, or influence over others and the world (McClelland, 1975; Winter, 1973). The affiliative motive has been defined as the preference for establishing, maintai ning, and restoring a positive affective relationship with another person or persons (Atkinson et al, 1954, p406). McGregors X and Y Theory Theory X and Theory Y are theories of human motivation, developed by Douglas McGregor in the 1960s. The theories describe two opposing models of employee motivation; X theory proposes that employees are fundamentally idle and have no interest in meeting the organisations objectives, therefore management and direction is necessary in ensuring that the workforce operates productively. Y theory still suggests that management are responsible, however McGregor proposes that management should show confidence in their workforce; giving employees the opportunity to exercise creativity, imagination and ingenuity in order to create a work environment where both management and subordinates share co-operative objectives. Weinbach, 2008 states that Most people can handle responsibility, because creativity and ingenuity are common in the population

Freedom of Speech Should We Be Spending Money to Transmit...

The debate on the constitutionality of spending money to transmit a message has been discussed for some time now. Freedom of speech in the first amendment covers the right to express ideas without unjustifiable government control. Should the government decide that spending money to send out a message is unconstitutional or should they step back and remember that restrictions should not be imposed regardless of the citizen or entity? Since freedom of speech should not be restricted for anyone, money used to transmit a belief or an idea should not be restricted either. In order for speech to be heard in almost any facet, money will have to be spent. Political speech requires money in order for it to be heard and if someone decides to†¦show more content†¦The main concern regarding money being used for political purposes or contributions expenses is that the money will be used to boost approval ratings through media outlets. Monies used for airtime that is contributed by the m illions by corporations to help campaign for their choice in officials should be considered their choice and their freedom of expression or speech. Many citizens only have television or internet as their main form of education regarding elections, therefore this may seem threatening to campaigns that may not have the wealthy corporations backing their progress. The problem that we are facing as a nation is not whether someone or something gives money to a political venture; it is simply education of the citizens that are voting. Any amount of manipulation by money or campaigns should not matter if a person is educated properly on who they are voting for and why. Does the freedom of speech amendment protect the right to spend money to transmit a message? It is difficult to determine the ideas of the framers that created the bill of rights in 1789. They did not have the growing media coverage to influence average citizens, instead they relied on public appearances and the occasional print to distribute. The constitution itself is not clear and does not outline the rights speech related to money, however, it should not matter how individual citizens or their entities choose to spend theirShow MoreRelatedLanguage of Advertising20371 Words   |  82 Pagesfirst chapter is given a general definition of advertising language, its history. The second chapter is types of advertising (consumer advertising, media of consumer advertising). In the third chapter we consider slogans, logos, types with tone and some thoughts of colour. In the fourth chapter we study advertising as a service. The fifth chapter includes new agencies such as newspapers, period icals, radio, television. 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Ecology Free Essays

Ecology is the scientific study of interactions among organisms and their environment, such as the interactions organisms have with each other and with their abiotic environment. Topics of interest to ecologists include the diversity, distribution, amount (biomass), number (population) of organisms, as well as competition between them within and among ecosystems. Ecosystems are composed of dynamically interacting parts including organisms, thecommunities they make up, and the non-living components of their environment. We will write a custom essay sample on Ecology or any similar topic only for you Order Now Ecosystem processes, such as primary production, pedogenesis, nutrient cycling, and various niche construction activities, regulate the flux of energy and matter through an environment. These processes are sustained by organisms with specific life history traits, and the variety of organisms is calledbiodiversity. Biodiversity, which refers to the varieties of species, genes, and ecosystems, enhances certain ecosystem services. Ecology is an interdisciplinary field that includes biology and Earth science. The word â€Å"ecology† (â€Å"Okologie†) was coined in 1866 by the German scientist Ernst Haeckel (1834–1919). Ancient Greek philosophers such as Hippocrates and Aristotle laid the foundations of ecology in their studies on natural history. Modern ecology transformed into a more rigorous science in the late 19th century. Evolutionary concepts on adaptation and natural selection became cornerstones of modern ecological theory. Ecology is not synonymous with environment, environmentalism, natural history, or environmental science. It is closely related to evolutionary biology, genetics, and ethology. An understanding of how biodiversity affects ecological function is an important focus area in ecological studies. Ecologists seek to explain: Life processes, interactions and adaptations †¢ The movement of materials and energy through living communities †¢ The successional development of ecosystems, and †¢ The abundance and distribution of organisms and biodiversity in the context of the environment. Ecology is a human science as well. There are many practical applications of ecolog y in conservation biology, wetland management, natural resource management (agroecology, agriculture, forestry, agroforestry, fisheries), city planning (urban ecology), community health, economics, basic and applied science, and human social interaction (human ecology). Organisms and resources compose ecosystems which, in turn, maintain biophysical feedback mechanisms that moderate processes acting on living (biotic) and nonliving (abiotic) components of the planet. Ecosystems sustain life-supporting functions and produce natural capital like biomass production (food, fuel, fiber and medicine), the regulation of climate, global biogeochemical cycles, water filtration, soil formation, erosion control, flood protection and many other natural features of scientific, historical, economic, or intrinsic value. How to cite Ecology, Papers