Motivation in Organizations

REVIEW OF MOTIVATION THEORY AND A

CONSIDERATION OF MOTIVATION IN THE UNION/NON UNION CONTEXT

Two of the most widely accepted theories of motivation applied in organizational environments are those of Abraham Maslow and Fredrick Herzberg. Maslow's (1954) motivation theory was his hierarchy of needs. The hierarchy divides human needs into higher and lower orders. The lower order needs are primary, such as food, shelter, sex, and physical security, while the higher order needs involve love for other and selfactualization. When the lower order needs are absent in the life of an individual, the satisfaction of those needs become the center of the individual's life. In most modern societies, however, the primary needs are satisfied. Thus, real motivationespecially within organizational structuresresults from individual desires to satisfy their higher order needs (Maslow, 1968). Maslow's theory has been applied in a variety of organizational environments

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e average profitsharing distribution was $15,566 (GrahamMoore & Ross). Not only did Lincoln Electric's permanent employees escape the ravages of unemployment in the recession, they still received generous profitsharing distributions. In the case of Lincoln Electric, a case can certainly be made that a profitsharing agreement, such as the one they have, would not be available without employee ownership/control, and, thus, the workers at the company work harder and better because they are also the owners of the firm. The profitsharing scheme is likely the primary causal factor, however, and similar productivity could likely be attained in any company willing to agree to such a profit sharing scheme. There are also other factors involved in the improvement of employee motivation and organizational productivity at the company. At Lincoln Electric, almost all employees (and all production employees) are paid on a piecerate basis. At the vast majority of firms (and at all unionized firms), a piecerate pay system would be rejected by employees. At nonemployee owned/controlled firms, workers tend to distrust piece rate pay systems, while at the employee owned/controlled Lincoln Electric, the workers accept such a syst
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Approximate Word count = 3091
Approximate Pages = 12 (250 words per page)

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