Analyze the relationships between the motivation of followers and the following theories: McLelland’s Needs, the expectancy theory, the equity theory, and the Two Factor theory of Herzberg. Assess the creative thinking process and the motivational methods of leaders to enhance employee engagement and productivity. Analze contemporary research to identify best practices in applying these theories to relationship building and motivational encouragement. Be sure to focus on effectively managing conflicts. Conclude by recommending strategies for conflict managment based on your findings.
McClelland’s Theory :
McClelland’s Human Motivation Theory states that, every individual will have atleast one of three main driving motivators. They are: achievement, affiliation, and power. These motivators are not inherent. They can be developed through our cultural background and life experiences.
Expectancy theory :
Expectancy theory is about the mental processes, regarding a choice, or choosing something over other. It explains all the processes that an individual undergoes to make a right choice. Expectancy theory of motivation makes an individual behave or act in a particular way, since they are motivated to select a specific behavior over all other behaviors.
Equity Theory :
Equity theory of motivation helps to predict the behavior of an employee. Equity theory says, that the employee motivation is directly proportional to employee benefits. Employee’s motivation is affected by whether the employee believes that their employment benefits/rewards are at least equal to the amount of the effort that they put into their work. More the hardwork, bigger should be reward, if both these satisfy, higher would be employee motivation.
Two factor theory of Herzberg :
Herzberg’s Two-Factor Theory, also known as Motivation-Hygiene Theory, which states that there are certain set of factors in the workplace that cause job satisfaction and a separate set of factors that can cause dissatisfaction. According to Herzberg, the opposite of “Satisfaction” is “No satisfaction” and the opposite of “Dissatisfaction” is “No Dissatisfaction”
Considering all the four motivational factors, motivation plays a major role in determining the performance and efficiency of employees. More the rewards, more will be the motivation. Similarly, more the satisfaction more will the employees be motivates and more the dissatisfaction levels, lesser will be motivation levels. All these four theories are inter-linked and every theory has something to offer in terms of motivation and increasing the satisfaction levels.
The best practises in applying these theories to relationship building and motivational encouragement and effectively managing conflicts are :
- Make your employees empowered. Give them that empowerment to take decisions. Give them a freedom to take right decisions at critical time.
- Recognize their effort. This is the best motivation you can give them
- Empathise and tell them they are the best assets to the company
- Recognize their potential by rewarding them. This will pep up the motivation levels
- Always make sure they are praised among all and reprimanded in person/ in private; And not the other way round.
- Give them the sense of ownership towards the work they do.