According to Mullins (2010, p.259) there are many theories attempting to explain the nature of motivation. Some of them like Maslow’s hierarchy of needs, Herzberg’s two-factor theory or Alderfer’s need hierarchy model are called content theories.
However equity, expectancy and goal theory belong to process theories of Motivation.
The difference between them is that content theory attempts to explain specific things that motivate individuals in different situations. It is concerned with identifying people’s needs and strengths.
However process theories offer a more dynamic approach.
They are more interested in understanding the process of developing motives. In process theory there is less emphasis on specific factors that causes behaviour.
Choose one organisation and identify all the ways in which they can motivate their employees.
An organisation which motivates its employees very well and individually is Leroy Merlin, a home-improvement store and garden centre that originated in France
Using the Leroy Merlin website and asking my friend who still works there, I found out that as well as 10% discount on shop products, employees also get holidays, health insurance, eye and dental care and free gym or swimming pool memberships. Leroy Merlin also rewards its employees with benefit packages including a Contributory Pension scheme and a bonus scheme incorporating sales and/or profit sharing. Every month all employees are set individual tasks to do, if the task is completed, they got a reward (cinema ticket or bonus).
This company uses the Goal theory demonstrated by Locke and Latham (1984) which is based on the premise that people’s goals are play an important part in determining behaviour.
From research, Locke found that specified and hard goals lead to better performance.
To conclude, motivation is very important in every organisation to inspire the staff members. To make them feel satisfied, both of the content and process theories have to take place together. The company of my choice uses mainly the goal-setting theory, which seems to be a very successful method. The goals are being set and the employees get rewards for their input. In the result it makes them feel important and the feedback can be received.
REFERENCES:
Beardwell, I. ,Holden, L., and Claydon, T. (2004) Human Resource Management: A Contemporary Approach.4thedn.
Foot, M. and Hook, H. (2008) Introducing Human Resource Management .5thedn.Harlow: Pearson Education Limited.
Leroymerlin.pl [n.d]. [online]. Available from:
http://www.leroymerlin.pl . Accessed January 2010
http://www.leroymerlin.pl . Accessed January 2010
Mullins, L.J.(2010) Management & organisational behaviour. 9thedn.Harlow: Pearson Education Limited.
Good blog, rememeber to reference throughout. You need to give more explanation of the theories which will make the links included back to the organisation easier. Bibliography good just make sure you reference throughout.
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