Tag - Human Resources

May 2012

Early Theories of Employee Motivation in Management

Employee Motivation, Theories, Management, Leadership, Productivity, Maslow's Theory, Theory X, Theory YSet me anything to do as a task, and it is inconceivable the desire I have to do something else ~ GB Shaw

What is Motivation? …

It is the process that accounts for an individual’s intensity, direction and persistence of efforts towards attaining a goal.

The 1950’s saw development of path breaking  Early Theories of Motivation in order to explain Employee Motivation. Although heavily attacked and questioned in validity, these theories are probably still the best known explanations for employee motivation. These theories represent the foundation from which the contemporary theories have taken shape. The recent times have seen Contemporary Theories of Motivation – all of which have one thing in common – a reasonable degree of valid supporting documentation.

Early Theories of Motivation

Maslow’s Hierarchy of Needs Theory

Employee Motivation, Theories, Management, Leadership, Productivity, Maslow's Theory, Theory X, Theory Y

In probably one of the most well known theories – Abraham Maslow hypothesized that within every human being there is a hierarchy of the five needs as shown in the image.

Lower order needs are primarily external. Higher order needs are primarily internal.

As each lower order needs becomes satisfied, the next higher order needs becomes dominant ultimately leading to self actualization.

This theory has received wide recognition, due to it’s intuitive logic and ease of understanding.

Theory X and Theory Y

Doughlas Mcgregor proposed two distinct views of human beings: one basically negative,


November 2011

Strategy & Human Resource in an Organization!!!!

Strategy & Human Resource , Problem Child, Star Performer, Deadwood, Workaholic.
The moment you feel the need to tightly manage someone, you have made a hiring mistake. The best people don’t need to be managed. Guided, taught, led – ~ Jim Collins
Typically there are four kinds of people in an organization :
1. Problem Child – High Potential, Low Performance
2. Star Performers – High Potential, High Performance
3. Deadwood – Low Potential, Low Performance
4. Workaholic  – Low Potential, High Performance
So, Who gets the maximum attention? This is a question worth pondering. Typically in an organization it is seen that the problem child gets the maximum attention.
This is similar to the first child problem theory in a family. Typically the first child gets and is used to all the attention until the second child arrives. And that is when the problem arises.
As a manager the objectives are pretty clear : They have to develop plans, programs and intentions to develop the human capability of an organization to meet the future competitive challenges in order to generate superior economic value. They have to and should focus on identifying their star performers.
This is where the role of managers is becoming increasingly important. HR than is not only the role of the Human Resouce Department, but also of every manager in the organization and the transition is as follows :
Operational to strategic
Qualitative to quantitative
Policing to partnering
Short-term to long-term
Administrative to consultative
Functionally oriented to business oriented
Internally focused to externally and customer-focused
Reactive to proactive
Activity focused to solutions-focused