Motivation theories are characterized to be fundamentals of psychology in distinguishing human behavior. The performance of anything that is learned or the responses of one’s behavior towards a certain activity may be taken to assumption that the complexities of human motivation is hard to specify (Wagner, 1999). Further, it indulges an observer to dwell not only in the validity given by facts, but also with the help of keen observation and further researches on its evolution to be able expunge doubts. The blatant issue with motivation according to human behavior analysts is the disadvantage of resulting to behavioral defects such as pride and is somehow considered as a bridge for selfishness, greed and competition between one another (Todes, 2000).Maslow’s Hierarchy of Needs suggests the level of need of a typical human being is layered in a pyramid. Having psychological needs eat the largest part, followed by safety, then the sense of love or belonging then esteem and lastly on top, self-actualization which is believed to be the most important factor in a behavior maturity and growth. To use the need theory as a basis for human behavior may perhaps be taken as one of the realistic theories which if further studied shall answer confusions in the field of motivation, but then again, the deception lurks and taking advantage of one’s weakness due to need will give the negative effects on the risk’s sake.
Analysis on Herzberg’s Two Factor TheoryFredrick Herzberg also conducted a study on the typical causes of employee satisfaction and dissatisfaction. He emphasizes the fact that there are two main points which he named “motivators” and “hygiene”—which he collaborates with the idea that the “dissatisfiers” are factors to avoid—in the case of Wheelworks company, the “hygiene” factors evident in the immediate time are the following: salary, work conditions and company policy. Thus the company’s positive motivational factors should also be taken into account—responsibility, recognition and advancement in the intellectual level.
I emphasized the form of advancement in the company since it has been found—through an assessment of the level of satisfaction by the employees themselves—that they need to upgrade to another form of advancement and that is on the context of physical skills. They even accentuated on its importance and further stresses that if the aforementioned activity shall be included in the company’s management strategies, they will most likely improve their productivity level since they believe that they will shall be able to improve not only their physical skills but create a fine relationship with their co-workers.Synthesis on the needs of the employeesAside from that, there should have been a little consideration over the ‘technical’ employees, as stressed in Maslow’s Hierarchy of Needs, individuals need to physiologically, socially and emotionally given value that even for just a little compensation over their outstanding performance may be given.
Further, the company could have at least catered the “lowest” form of employees a rather “convenient” atmosphere since that the kind of atmosphere by which they actually perform their duties gravely affect the level of their performance for that instance. The human resource arena of the company needs a “challenging” factor for its employees to improve whatever it is that is already acquired by the individuals especially if the determination comes from the employee himself (Johnson, 1999). Nevertheless, as individuals with pious rationality, equality in the workplace is important as much as the sense of “importance” so as to gain loyalty and harmonious relationship with its constituents.Evaluation on the management’s ongoing strategiesNot all that is designed, implemented and emitted by the use of the reward system gives a positive impact on the worker’s performance. One must keep in mind that everything that is too much does not make any good. In some cases, it results a person be greedy and craving for more which then blinds their sense of morality and the selfish deeds are most likely to surface.
Public administration deliberately stress that work plus reward is not enough. Sensitivity is required in molding a more productive individual by giving concern on the essence of its constituents being human beings and not as pets being fed with whatever is available in the cupboard. The company must see to it their asset are their employees and must be given the precise value of individualism worth the job they fulfill.Conclusions and recommendationsThe company could have at least catered the employees a rather “convenient” atmosphere since that the kind of atmosphere by which they actually perform their duties gravely affect the level of their performance for that instance. The administration should improve whatever it is that is already acquired by the individuals especially if the determination comes from the employee himself. Nevertheless, as individuals with pious rationality, equality in the workplace is important as much as the sense of “importance” so as to gain loyalty and harmonious relationship with its constituents. The complexities of the fast changing business environment requires the skill not only in a field of signing contracts but on a deeper and clever sense of being able to assess the security of the property being hanged in auction for negotiation. Individuals of today must adjust to fundamental changes, the art of being “lean, mean, adaptable and most of all, flexible.” In layman’s term, feed them with what they want.