澳洲商业论文代写-动机理论

澳洲商业论文代写-动机理论。内容理论关注的是激励员工的因素。它们是基于个人的需求而开发的，这些需求将激励人们去完成工作。这些理论包括马斯洛理论、赫茨伯格理论和麦克莱伦动机理论。这些理论关注的是基于人类动机因素的个人需求。这个模型的优点，如马斯洛理论或赫茨伯格理论，是它提供了一个有用的总结人类的需求(Dweck, 2000)。这些可以用来创建一个整体的组织设计，并形成一个创新的环境。公司的管理者可以专注于每个人的内在需求，并在员工心中创造一个利基的位置。因为它关注个人需求，它帮助员工与公司建立更多的联系。这些公司有更高的创新可能性。自古以来，雇主们就一直试图让雇员对他们的工作保持兴趣。为了让他们在工作中保持兴趣和动力，已经开展了大量的研究和理论。对动机的研究导致了两大理论体系的产生(Stipek, 2002)。它们是语境理论和过程理论。这些理论的基本原理已经被公司用来以积极的方式保持员工的士气和动机(Miner, 2015)。在这些理论的应用中，有一些积极的和消极的含义。下面的分析将对这些问题进行更详细的探讨。

The content theories focus on the factors that are used for the energizing of the person of the employees. They are developed based on the individual needs that would motivate the person to perform. These theories include Maslow’s theories, Herzberg theories or McClelland theories of motivation. These theories focus on the individual needs that are based on human motivational factors. The advantage of this model such as the Maslow theory or Herzberg theory is that it provides a useful summary of the human needs (Dweck, 2000). These can be used to create an overall organizational design and form an environment for innovation. The individual managers of the company can focus on the innate requirements of each individual and create a niche place in the minds of the employees. Since it focuses on the individual needs, it helps the employees to connect more with the companies. There is higher possibility of innovation in such companies.
The limitations of this model are that its focuses on the specific needs of the employees in the company (Ormrod, 2011). In the case of Maslow theory, the human needs can be arranged in the form of hierarchies. These hierarchies are classified into five levels. These requirements are applicable only in the case of individualistic cultures. In the case of collectivistic cultures, the requirements are bound to change. Herzberg has tried to create a motivation theory that would address some of the gaps of the Maslow theory. There is more focus on responsibilities and importance of morale is focused in this process. Nevertheless, this theory does not address how to convert motivated employees into productive employees. These employees who feel empowered need not be addressing to the needs of the company. The external requirement can be overlooked in this process (Zimmerman and Schunk, 2001). Added to this, it is difficult for the managers to develop a motivational theory for every employee’s subjective needs. This can lead to the managers being much focused on the requirement of the individuals and not on the external market trends. The external market context is imperative for the creation of marketing appeal or product design. These are overlooked in the context models (Ramlall, 2004). Another issue with these models is that it simplifies the human motivational factors. The factors are based on the intrinsic human needs. These can change based on the subjective nature of the individuals (Kondakar, 2007). The same models cannot be used to satisfy the individual needs of all the employees in the company. The models are culture bound and cannot be applied across the cultures. Finally, the motivational theories are not scientifically tested theories (Brown and Capozza, 2016). These are theories based on certain assumptions of the people.

The process theories are developed from the analysis as to how the behavior of the people are energized and can be sustained. Reinforcement theory, equity theory, goal setting and expectancy theories are the kinds of process theories. The reinforcement and goal setting theories are supported by the research studies and are useful in the application process of the companies (Bouton, 2007). The expectancy and equity theories are found to be a part of the compensation curriculum. The expectancy theory suggests that the humans are driven to accomplish the goal that they deem to be beneficial (Hagger and Chatzisarantis, 2007). These are desirable in the achievement of the goals. These goals are expected to be maneuvered in a manner that it is feasible to be accomplished. There is an innate sense that the individual feels capable of meeting the goal requirements.
The limitation of these models is that they are developed based on the human being’s innate need to achieve. It is considered or assumed to be an impetus behavior to achieve the required human being motivation. In this process, it is difficult to meet the goals of the individual organization (Bowditch, Buono and Stewart, 2007). The process motivational theories are also focused on the innate needs of the individual. In this context, it is not fruitful as the company also needs to factor in the external stakeholders of the company. Owing to this, the process motivational theories are not beneficial in all the cases. It can only be applied in certain context.

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