Motivation Theory Articles: Comparing and Contrasting Various Theories

There are numerous theories of motivation that have been developed to explain the processes by means of which individuals become actively engaged in pursing and achieving goals and objectives related to their personal, professional and social lives (Ramlall, 2004). Motivation is further understood as the willingness to exert a high level of effort toward organizational goals, conditioned by the effort's ability to satisfy some internal need (Ramlall, 2004). Thus, motivation is an outcome of a need that must be satisfied and the drive to achieve this satisfaction. In the context of the workplace, motivation is recognized as a key element in fostering enhanced productivity, satisfaction on the part of all stakeholders, employee retention and positive organizational morale (Halepota, 2005). Two articles comparing and contrasting various theories of motivation will be analyzed in this report.

Halepota (2005) examined Maslow's Theory of the Hierarchy of Needs and McGregor's Theories X and Y, among other theories, specifically considering the locus of motivation at the intersection of needs and drives. In discussing Maslow's concepts of needs as the basic source of drives for achievement and success, Halepota (2005) stated that for Maslow, a person's needs were the basic motivator that drives human behavior. Using a system of hierarchal levels ranging from the most basic safety and physiological needs to the need for self-actualization, Maslow offered what Halepota (200

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(2005) (which also holds management responsible for motivating employees and organizing various resources to achieve desirable results) argues that workers are neither indolent nor irresponsible, and their apparent failure to perform up to expectation is actually the fault of poor management policies. This theory suggests further that workers should be given sufficient freedom to work in their own way to achieve their goals and that business should align workers' goals with those of the company. Like Maslow's theory, McGregor's Theory Y suggests that workers have drives and needs that they want to fulfill through their work roles and that management systems able to motivate workers must be cognizant of these needs and provide incentives that address these needs and desires (Halepota, 2005). The second article selected for analysis herein is by Ramlall (2004) and also introduces a number of theories of motivation, commenting that managers should recognize that there is no one size fits all theory of motivation tat will invariably be applicable in all work settings. Ramlall (2004) described need theories of motivation, including that of Maslow, as attempting to pinpoint internal factors that energize behavior. These consist

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