激励理论对管理者的好处 英语原创论文.docx

“It is useful for a practising line manager to have some knowledge of theories of motivation when carrying out their managerial function at work”. An understanding of motivational theories may be beneficial for a manger to operate effectively when managing people.1. Content1. Table of Content.32. Introduction.42.1 Motivations definition and concept, basic Motivation Process.42.2 Motivation for leadership and management.42.3 The purpose of the essay.43 . In organisation , managers should be taken into consideration these factors.53.1 Related theories and practices.53.2 Two-Factor theory benefits for managers.74. An analysis of how Expectancy Theory(including Porter and Lawler Expectancy Model) and Three Needs Theory might work.74.1 Expectancy Theory and its practices.7 4.2Expectancy Theorys advantages and disadvantages. 94.3 Three Needs Theory and its practices. . 94.4 Three Needs Theorys advantages and disadvantages.114.5 Expectancy Theory and Three Needs Theorys benefits for managers.125. Analyse the objectives of individuals with regard to their motivation .126. Conclusion.147.References.152.Introduction2.1 Motivations definition and concept, basic Motivation Process Definition ：It is a kind of state, it appeared in the process of internal or external to the individual. It is the specific field in which action (or operations) of people chooses to pursue a certain degree under the condition of the vitality and enduring these results (Rollinson, 2008). Concept: It is direction and the target function. Motives are produced by personality, it has certain direction and purpose, peoples action is always in accordance with the direction and goals to achieve (Rollinson, 2008). In the workplace, it is essential to practice line managers to take effective motivated to improve staff motivation and job performance. Effective employee motivation helps improve employees satisfaction and loyalty, thus promoting increase organizational performance (Rollinson, 2008).2.2 Motivation for leadership and management Leaders as managers of the organisation. The nature of their work is the motivation, the purpose is to let the enthusiasm of staff to maintain good and constantly create value and profit. The art of leadership and motivation are the key points in organisation management (Henry, 2011). The core issue of organisation and management is the management of people, how to effectively use motivation, to do well the management of people, increase the efficiency of the leadership, is an important aspect of the leadership and motivation research (Bruce and Pepitone, 1999).2.3 The purpose of the essay The wise managers will always make the best of motives ways to motivate employees to work hard to achieve a specific result. In order to effectively motivate employees, managers need to understand some theories of motivation. In this essay, the author will critically evaluate theories of motivation may be useful for a manager. The author will use useful knowledge of motivational theories (Maslows Needs Theory, Two-Factor Theory, Expectancy Theory and Three Needs Theory) explaining the reasons why an understanding of these theories may be beneficial for a manager to operate effectively when managing people. Microsoft and Apples motivation cases will be referred as practices. In the end, conclusions will give useful judgments and outcomes for motivational theories are useful for a practicing line manager”.3. In organisation , managers should be taken into consideration these factors3.1 Related theories and practices In an organisation, managers should consider many factors for convenience， efficiency and stability. Briefly, according to Two-Factor theory and brief Maslows Needs theory, they should consider Hygiene Factors and Motivators:SalaryJob securityWorking conditionsQuality of supervisionCompany policy and administrationInterpersonal relations (Rollinson, 2008). They are not curative, but preventive. When people think these factors are very good, it just removes unsatisfied emotion. When these factors are far below the acceptable level, organisations will appear dissatisfied with work (Bourn, 1980). Hygiene factors are equivalent to Maslows physiological needs, such as the lower needs (Sun and Li, 2014).In Microsoft, about its policy and administration, it has a distinctive competitive mechanism, it has: Strong technical capability employees were elected managers, different departments allow talented employees to other departments in seeking new challenges. It has wonderful working conditions, it has flat social spaces, internal technical experience sharing session, comfortable working environment, fully functional office equipment and space (Cusumano, 1998). Microsoft has Travel allowance and various medical insurance and comprehensive annual physical examination and health consultation for Job security(Cusumano, 1998).Motivators:Sense of achievementRecognitionResponsibilityNature of workPersonal growth & advancement (Rollinson, 2008). Those who can bring a positive attitude, satisfaction and incentive factors are called the Motivators, they can meet the needs of the individual self-fulfillment (Swenson, 2004). Motivating factors are equivalent to respect needs and self-actualization needs, more advanced needs. High-level needs than low level have greater value (Buford, Bedeian & Lindner, 1995). Microsoft has a variety of training opportunities for Personal growth, the establishment of staff development model to help employees to stimulate interest in the potential development, sending employees to participate in Vocational Software Engineering Conference to help employees understand new developments in the industry (Chakraborty and Barnall, 2010). As for Recognition, Microsoft employees mistakes or poor performance, not in charge of public criticism, but individually tutoring at lunch or casual occasions. The sense of achievement - when outstanding employee performance, executives never neglect reward, the highest award is having with Bill Gates dinner or dance (Foley, 2008).3.2 Two-Factor theory benefits for managers The values of Two-factor theory, the most important thing is that should not take hope only to mobilize the enthusiasm of the employees in the material motivations. It tells managers should pay special attention to balance the relationship between material motivation and spiritual motivation, specifically focus on the spiritual motivation (Henry, 2011). Two-Factor theory promotes organisation management personnels pay attention to the importance of the work content factors, especially their relationship with job enrichment and job satisfaction, this is a good effect (Hackman & Oldham, 1976).4. An analysis of how Expectancy Theory(including Porter and Lawler Expectancy Model) and Three Needs Theory might work4.1 Expectancy Theory and its practices. The Motivation of Expectancy Theory depends on the result of the action value evaluation (i.e. valence) and their corresponding expectancy product:M said Motivational force, it is to point to arouse the enthusiasm of a person, to inspire the strength of the internal potential. V represents the target value (Valence), refers to achieve goals to accord with the needs of employees personal value. E is expectancy, is the possibility of judging oneself to achieve certain goals ( Vroom, 1964).Porter & Lawler model of work motivation, Source: Cole (1993), Management Theory and Practice,pp40. More specifically speaking, according to Porter and Lawler model of work motivation, Personal effort Personal Achievement (Performance) Organization awards (Bruce and Pepitone, 1999). Apples practices reflected on Expectancy Theory: Apples motivation mechanism is very diverse, including equity motivation, target motivation, model motivation, right motivation, etc. From matter to spirit, meet the basic physiological needs to the high level of respect for employees and self-actualization needs (Jeffrey and Simon, 2005). It also makes apple maximum cover to content the excitation of different characteristics in the company, employees of different value pursuit, to maximize the role of motivation management. For examples of Expectancy Theory practices, Apples employees received a free iPhone as a thank you for their achievements. In Apples Blue Sky benefit plans, one of the contents of the plan is according to the degree of staffs contribution for the company size and specific content, to discount the price to buy Apple products, this action can be regarded as Organization awards (Lashinsky, 2011). Apples motivation will not only help employees constantly for self-improvement and ability to ascend, and help strengthen the sense of attachment, identity, and sense of belonging to Apples employees (Kahney, 2008).4.2 Expectancy Theorys advantages and disadvantages Application of Expectancy theory, is to maximize the motivation of people, their inner potential, so that each employee is fully functional, so that organisations are always in an efficient and orderly operation and achieve organizational goals. Expectation theory reflects management psychology theories and methods, through the use of appropriate means to the process of organization and management, concept, psychology and behavior of employees to grasp principles of development, and strive to improve the effectiveness of management (Sun and Li, 2014). However, Vroom clearly argued that it is with the expected reward or result to stimulate employee behavior, do not need to continue to direct reward for specific behavior induced repeatedly to expect the knee-jerk reaction. This is actually exaggerated the role of expectancy theory in practical application, denied the validity of job training and conduct education, and also indirectly denied the meaning of corporate culture (Rollinson, 2008).4.3 Three Needs Theory and its practicesMcClelland summarized humans high-level demands as achievement, power and affinity needs. (source : Swenson, 2004).Need for Achievement：strive for success wants to do the best. People eagerly do things more perfect, and want to gain greater success, they pursue is the fun to overcome difficulties (Swenson , 2004). In Apple, it has extremely confident consciousness of motivation and enterprise culture. Both Jobs and ordinary employees, they believe that Apples products are better than that of any company, Apples employees are excellent than any of the company. This is an obvious achievement need (Vanacek, 2011). Need for power: It is a desire to influence and control others or the driving force.Different people desire for power levels are also different. Demand a higher authority to influence and control other people show great interest, like orders to others, pay attention to strive for the status and influence (Rollinson, 2008).About Apples motivation for Need Power, Apple created the Apple Fellows Program. In this program, a Apple researcher is not only an kind of honor, but also means higher salary and a bigger stock option. Researchers of Apple can do any things of interest, thus maximize stimulate their creative power (Thomke and Feinberg).Need for Affiliation: Establish friendly and intimate relationships needs. Employees have High-affinity motivation, they tend to socialise with others, at least for the sake of others, which will give them more pleasure. High-affinity demanders like cooperation instead of competition environment, hope to communication and understanding between each other (Rollinson, 2008). Jobs had a classic friendship-type management as a practice for Need for Affiliation. At Apple, never appeared hierarchical for employees and executives. They both were Jobs friends. Because Jobs tried his best to keep close cooperation among employees and executives, he thought together communication will make the thought open, this would also minimized internal friction. Finally, Steve Jobs had been committed to eliminate inner communication obstacles of Apple (Markoff, 2011).4.4 Three Needs Theorys advantages and disadvantages McClelland pointed out factors that the best predict performance was not qualifications, skills, such as the external condition, but a deeply human quality(Swenson, 2004). McClelland pointed out the various needs of society tend to the behavior of people works together, and there is a need for behavior plays a main role in the point of view. It is a biggest criticism and development for Maslows hierarchy of needs (Sun and Li, 2014). McClelland study goes further to power (control) needs. Need for Affiliation is not enough to sustain organization operation, as well as to the distinction between the two sides of power, in leadership theory is very enlightening (Rollinson, 2008). However, in different countries, different cultural background, the achievement needs characteristics and the performance are not the same, McClelland not fully expressed. McClelland emphasizes mans achievement motivation will be form the day after tomorrow, can be changed and develop, also the lack of rigorous theoretical proofs. McClelland thought society needs based on the understanding of the physiological needs, but no generality. Many social needs are higher than the physiological needs in the eyes of many outlaws or heros (Buford, Bedeian & Lindner, 1995).4.5 Expectancy Theory and Three Needs Theorys benefits for managers From the perspective of human resource development and management, the application of the Expectancy theory, is to maximize the staff motivation, dig their inner potential, to make every employee give full play to the role, so that the organisation is always in an efficient and orderly running state, achieve organizational goals. Expectancy theory has some enlightenment to the organisation safety management, it explicitly proposes the workers motivation level and organisations set target titer can realize the probability, the measures to arouse the enthusiasm of staff of the enterprise has the reality significance(Sun and Li, 2014).5.Analyse the objectives of individuals with regard to their motivationAbout this part, the author will use psychological contract and reward management as theoretical frameworks to explain. The psychological contract is person will be between the dedication and desire to obtain, and the organization will provide personal expectations and objectives of a match (George, 2009).In the organization, the organization can clearly and meeting the expectations of every employee, every employee is fully dedicated to the development of organization, because employees believe that the organization can fulfill their expectations (objectives) (George, 2009). Reasonable and effective motivation mechanism can make staff willing to work for the organisation, possible the continuation of the psychological contract and strengthen. How to stimulate the enthusiasm of the staff for psychological contract (George, 2009):A. Incentive Compensation1. Competitive salary: psychological contracts bottom line. 2. Good welfares: Let psychological contract more humane. 3. Vocational training Motivation: extend the shelf life of the psychological contract. 4. Incentives to reward and punishment combining: psychological contract scales.B. Cultural Motivation: 1. Mental stimulation. 2. Personal dignity to meet. 3. Equitable working environment. 4. Wide identity.C. The work incentives: 1. Target Motivation. 2. Motivation work process. 3. Achievement motivation. Establish an effective motivation mechanism, train the staffs work motivation, guide the behavior of employees. Managers should be paid attention to in the process of organizational development, and reasonable guide staff expectations (objectives) and psychological contract, and make it consistent with the organizations development strategy and development level(George, 2009). Reward management is the total reward deserved compensation structure of employees by organisations designed (WorldatWork, 2007). Based on reward management concept, for example, high-wage system, because money is an important goal for some employees (WorldatWork, 2007). From the perspective of the function of reward, as a laborer to work reward, for employees not only has the function of economic security, and have the function of psychological motivation(WorldatWork, 2007). Persons behavior is controlled by the work motivation of work, and according to the theory motivation of self-organization goal, motivation in nature is not only a process to motivate the employees work motivation, but also a process of cultivating employe