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and willingness to de something. The goals for which a person can be reaching are
either long or short term ones. One of the most important things about motivation is
that it immediately links to behaviour.
The importance of motivation in the company
Organization
(team and network)
Technology People
(humans at their wrorkplaces)
The triangle of a company’s sructure
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To understand the importance of motivation we first have to have a brief look
at a company’s structure. As indicated in the picture above let’s analyse a company
from the following three perspectives: the organization, the technology and the
human side. From the point of view of motivation, we should especially concentrate
on the human part: so on people at their workplaces. They play one of the (if not the)
most important role in a company. Without them the company would not be able to
operate, and in order the company to operate it needs motivated humans to run
them. Motivation is particularly important for it can generate a chain: A chain that
links employees to the company’s efficiency. Since motivated people are the ones
who make a company effective, and working in a company that is effective may
increase the motivation of its employees. It can also work the other way around off
course. Working in a demotivating environment, having demotivated employees can
reduce the company’s efficiency, and as a result of that it may demotivate
employees.
Many enterprises are good examples of that. One of the problems there is lack
of motivation. Having spoken with a quality manager, we could gather some pieces of
information on some company’s working environment, atmosphere, how employees
were being dealt with and how they felt about certain issues. All of these not so
positive things showed how unmotivated some of the employees are.
Now where does the motivation come from? What or who is responsible for it?
What motivates humans? What are the factors that make people motivated?
Motivation theories
Let’s have a closer look on some theories first. Without aiming to cover all the
theories made on motivation, there would be three theories I would like to mention
here.
1. Drive Reduction Theory: This theory grows out of the concept that we have
certain biological needs, such as hunger. As time passes the strength of the
drive increases as it is not satisfied. Then as wee satisfy that drive by fulfilling
the desire, such as eating, the drive’s strength is reduced. One of the
problems with this theory is though that it is not valid for every need.
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Considering money for example. Money does not satisfy any biological or
physical need but reduces drive on a regular basis
2. Need Hierarchy Theory: Maslow’s theory contended that as humans meet
’basic needs’ they seek to satisfy successively ’higher needs’ that occupy a set
hierarchy. According to Abraham Maslow’s hierarchy theory human beings
have wants and desires which influence their behaviour. The basic concept is
that the higher needs in this hierarchy only come into focus once all the needs
that are lower down in the pyramid are mainly or entirely satisfied. One can
only advance to the next level of needs after the lower level need is (at least
minimally) satisfied. Once someone has moved past a level, those needs will
no longer be prioritized. However, if a lower set of needs is continually unmet
for a long time, the individual will temporarily reprioritize those needs-dropping
down to that level until those lower needs are reasonably satisfied again.
Innate growth forces constantly create upward movement in the hierarchy
unless basic needs remain unmet indefinitely.
As indicated in the picture below Maslow’s pyramid consists of five levels (from
bottom to top): physiological, safety, love/belonging, esteem, self-actualization.
Creat
ivity
Self-esteem,
confidence,
achievement, respect
Friendship, family, sexual intimacy
Security of body, of employment, of resources, of
morality, of the family, of health, of property
Breathing, food, water, sex, sleep, homeostasis, excretion
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Maslow’s hierarchy of needs
3. Herzberg’s Two Factor Theory (Motivation-Hygiene Theory): This theory was
developed by Frederick Herzberg, a psychologist who found that job
satisfaction and job dissatisfaction acted independently of each other. Two
Factor Theory states that there are certain factors in the workplace that cause
job satisfaction, while a separate set of factors cause dissatisfaction.
The theory distinguishes between:

Motivators: which give positive satisfaction, arising from intrinsic
　
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