Abstract
In this research I discuss managerial issue , which is employee motivation , and its
include different methods of motivation also motivation process , ways to motivate
employee.
The role of managers and supervisor in motivation their employee and how react with
different employee behavior .
The distinguish between motivation problem and others work problem , and how deal
with motivation problem.
Introduction
As employee is one component of input on any organizations system , employees
resource is not as any other resource , because we deals with human being which have
psychological factors for examples; emotion , feeling , and psychological status . All
these factors required appropriate understanding to react with them.
The way to understanding psychological factors through determine the employees
need , this is help us perceive employee Motivation.
There is no specific definition for motivation many authors have also defined the
concept of motivation. Motivation has been defined as: the psychological process that
gives behavior purpose and direction (Kreitner, 1995); a predisposition to behave in a
purposive manner to achieve specific, unmet needs (Buford, Bedeian, & Lindner,
1995); an internal drive to satisfy an unsatisfied need (Higgins, 1994); and the will to
achieve (Bedeian, 1993).
For this study, motivation is defined as the inner force that drives employee to
accomplish organizational goals.
Objectives :The first purpose of this study was to explain the importance of
motivating employees: (1) job security, (2) personal loyalty to employees, (3)
interesting work, (4) good working conditions, (5) good wages, (6)promotions and
growth in the organization, (7) feeling of being in on things, and (8) full appreciation
of work done, (9) self-actualizing factor.
A secondary purpose of the study was determine the best methods to motivate
organizations employees.
This study do not cover specific population , it is discuss employee motivation in
general , but I use such study that applied in specific population country to support
my results and discus .
The shortage of this study is dealing with human being behavior and characteristic
which is difficult understanding and determine.
Literature Review
(Maslow, 1943) said about this issue , employees have five levels of needs:
physiological, safety, social, ego, and self- actualizing. Maslow argued that lower
level needs had to be satisfied before the next higher level need would motivate
employees. On the other hand (Herzberg, Mausner, & Snyderman, 1959) make
categorized motivation into two factors: motivators and hygienes. Motivator or
intrinsic factors, such as achievement and recognition, produce job satisfaction.
Hygiene or extrinsic factors, such as pay and job security, produce job dissatisfaction.
However , (Vroom, 1964) theory is based on the belief that employee effort will lead
to performance and performance will lead to rewards. Rewards may be either positive
or negative. The more positive the reward the more likely the employee will be highly
motivated. Conversely, the more negative the reward the less likely the employee will
be motivated.
But (Adams, 1965) theory states that employees strive for equity between themselves
and other workers. Equity is achieved when the ratio of employee outcomes over
inputs is equal to other employee outcomes over inputs.
Finally,(Skinner, 1953) theory simply states those employees' behaviors that lead to
positive outcomes will be repeated and behaviors that lead to negative outcomes will
not be repeated. Managers should positively reinforce employee behaviors that lead to
positive outcomes. Managers should negatively reinforce employee behavior that
leads to negative outcomes.
All these theories defer in determine the needs that required to motivate employee ,
some of it mentioned as basic needs , however , some of them extent to other need.
The employee need vary from organization to other , also from country to country ,
but the importance is how determine these needs to satisfy your employee.
Methods
I use in this study the document analysis to discuss and report results. In my search I
use two libraries , first; prince Salman which is located at KSU , the second one ; was
the Institute of Public Administration libraries.
I depend on two books , one regarding to managerial skill and other related to health
care management , also I use four studies main one was applied on The Ohio State
University's.
Results and Discussion
comparison of our objectives the importance of motivation with Maslow's needhierarchy we notice that the number one ranked motivator, interesting work, is a selfactualizing factor. The number two ranked motivator, good wages, is a physiological
factor. The number three ranked motivator, full appreciation of work done, is an
esteem factor. The number four ranked motivator, job security, is a safety factor.
Therefore, according to Maslow (1943), if managers want the most important
motivational factor of employees, interesting work, physiological, safety, social, and
esteem factors must first be satisfied. If managers want the second most important
motivational factor of employees good pay increased pay would suffice.
Then I compares the highest ranked motivational factor interesting work to Vroom's
theory, employee just attended a staff meeting where he learned a major emphasis
would be placed on seeking additional external program funds. Additionally,
employees who are successful in securing funds will be given more opportunities to
explore their own research and extension interests (interesting work).
Next I compares the third highest ranked motivational factor full appreciation of work
done to Adams's equity theory. If an employee at the feels that there is lack of
appreciation for work done, as being too low relative to another employee, inequity
may exist and the employee will be dis-motivated. Further, if all the employees at the
organization feel that there is a lack of appreciation for work done, inequity may exist.
Adams (1965) stated employees will attempt to restore equity through various means,
some of which may be counter- productive to organizational goals and objectives. For
instance, employees who feel their work is not being appreciated may work less or
undervalue the work of other employees.
Finally I compares the two highest motivational factors to Herzberg's two-factor
theory. The highest ranked motivator, interesting work, is a motivator factor. The
second ranked motivator, good wages is a hygiene factor. Herzberg, Mausner, &
Snyderman (1959) stated that to the degree that motivators are present in a job,
motivation will occur. The absence of motivators does not lead to dissatisfaction.
Further, they stated that to the degree that hygiene are absent from a job,
dissatisfaction will occur. When present, hygiene prevent dissatisfaction, but do not
lead to satisfaction. In our example, the lack of interesting work motivator for the
centers' employees would not lead to dissatisfaction. Paying centers' employees lower
wages (hygiene) than what they believe to be fair may lead to job dissatisfaction.
Conversely, employees will be motivated when they are doing interesting work and
but will not necessarily be motivated by higher pay.
In the study that applied on The Ohio State University's they found that the
interesting work ranked as the most important motivational factor. Pay was not ranked
as one of the most important motivational factors by Kovach (1987), but was ranked
second in this research and by Harpaz (1990). Full appreciation of work done was not
ranked as one of the most important motivational factors by Harpaz (1990), but was
ranked second in this research and by Kovach (1987). The discrepancies in these
research findings supports the idea that what motivates employees differs given the
context in which the employee works. What is clear, however, is that employees rank
interesting work as the most important motivational factor.
Conclusion
Motivation is defined as the inner force that drives employee to accomplish
organizational goals.
Why do we need motivated employees? because Motivated employees help
organizations survive. Motivated employees are more productive.
Recommendation
Managers need to understand what motivates their employees .
The linked between employee needs and the motivational factor help to understand
what is appropriate and work with your employee .
Reference
-
Health care management 5th Edition ( by Stephen M. Shortell , Arnold D.
Kaluzny)
-
Management skills for the new health care supervisor Third Edition ( by
William Umiker)
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James R. Lindner
Research and Extension Associate
The Ohio State University
Piketon Research and Extension Center
Piketon, Ohio
By : Hamad AL –Masad
‫م‬2009
Academic Advisor: Dr. Saad Al-Ganim