The main objective of the term paper is to examine different scientific approaches of motivation and to discuss whether they are still suitable to today’s fast changing working environment and appropriate for the age of “New Work”.
In today’s business era of globalization and digitalization, highly skilled and motivated employees are more and more found to become a competitive advantage. Whereas mediocre employees might be sufficient to manage an average business, employees with a negative attitude towards their working life can destroy a flourishing company over time.
Increasing turnover rates within a company’s workforce, higher reject rates in terms of production and lower productivity are just some consequences resulting from decreasing motivation. On top of that, a higher motivation level is considered as having major influence when it comes to less staff absenteeism. In fact, there seems to be a direct link between employee’s overall engagement and their employer’s profitability, as companies with higher employee engagement are up to 21 % more profitable. Therefore, motivated and committed staff can be described as success factor and one of our economies’ most valuable assets, not only in the service sector. Although we know of these factors to be decisive for a fulfilling career and a business’ success, less than 20 % of workers world-wide are dedicated to their work, unfortunately. Altogether, motivation of employees can have tremendous economic side effects, which should not be underestimated.
Table of Contents
1 Introduction
2 Definition of Terms
2.1 Motivation
2.2 Intrinsic and Extrinsic Motivation
3 Types of Theories
4 Most common theories of motivation
4.1 Hierarchy of Needs
4.2 Motivation Profile
4.3 Two Factor Theory
4.4 Expectancy Theory
4.5 Goal Setting Theory & Management by Objectives
5 Critical Discussion of Theories in the Era of "New Work"
5.1 Definition and Overview
5.2 Classification and Evaluation of Theories
6 Conclusion
Objectives & Core Topics
This term paper examines various scientific approaches to motivation to determine their suitability and practical application within today's fast-changing work environment, specifically focusing on the challenges and requirements of the "New Work" era.
- Foundational understanding of intrinsic vs. extrinsic motivation.
- Analysis of classic motivation theories (Maslow, Reiss, Herzberg, Vroom, Locke/Drucker).
- Evaluation of motivational theories in the context of the "New Work" movement.
- Impact of digitalization and pandemic-driven working conditions on employee motivation.
- Critical discussion on modern management techniques like Management by Objectives (MbO) vs. OKRs.
Excerpt from the Book
4.1 Hierarchy of Needs
As an American psychologist, Abraham Maslow developed a social psychological model in 1943 that is known as the hierarchy of needs. With this hierarchical allocation of different needs in the form of a pyramid, Maslow defined five levels of human demands that can again be subdivided into three segments: basic needs, psychological needs and self-fulfilment needs. Due to the fact that there is a different kind of urgency among these needs, they are arranged in a hierarchical order from essential demands at the bottom to those desirable needs that are part of the best possible life for individuals at the top level. The physiological needs at the lowest level are followed by safety needs and belongingness including love needs above. The need of esteem like prestige and the feeling of accomplishment is arranged in the upper end of the pyramid. Self-actualization builds the very top and represents the demand of achieving one’s full potential as well as applying the own creativity in life.
Conceptually, the needs at the bottom such as the fundamental and physiological needs of food, water, warmth, and rest must be fulfilled before attending the needs in higher levels. Whereas people in the developed world are often unaware of those basic needs in their daily life, people in developing countries cannot simply take them for granted, as they have to worry about health and safety without the protection of a welfare state.
Summary of Chapters
1 Introduction: Provides the context of globalization and digitalization, highlighting the vital role of motivated employees for company success and introducing the challenges posed by "New Work".
2 Definition of Terms: Defines motivation as an inner process and differentiates between intrinsic and extrinsic forms, explaining their distinct impact on long-term performance.
3 Types of Theories: Categorizes motivational models into content theories, which explain what motivates individuals, and process theories, which explain how the motivational process occurs.
4 Most common theories of motivation: Details five prominent theories including Maslow’s Hierarchy of Needs, the Reiss Motivation Profile, Herzberg’s Two-Factor Theory, Vroom’s Expectancy Theory, and Locke’s Goal Setting Theory alongside Drucker’s MbO.
5 Critical Discussion of Theories in the Era of "New Work": Evaluates the applicability of traditional motivational theories within the modern, flexible, and decentralized working environments of the "New Work" era.
6 Conclusion: Summarizes the key findings, emphasizing that there is no single "right" theory and that managers must involve employees to identify and apply suitable motivational factors.
Keywords
Motivation, New Work, Hierarchy of Needs, Intrinsic Motivation, Extrinsic Motivation, Management by Objectives, Goal Setting Theory, Expectancy Theory, Reiss Motivation Profile, Herzberg, Leadership, Employee Engagement, Work-Life Balance, Performance Management, Digitalization.
Frequently Asked Questions
What is the primary focus of this term paper?
The paper focuses on critically discussing common scientific motivation theories and evaluating their relevance and practical applicability in the modern working environment characterized by the "New Work" philosophy.
What are the central themes discussed?
The core themes include the definition of motivation, the distinction between intrinsic and extrinsic drivers, a detailed analysis of five key motivation theories, and their adaptation to modern organizational challenges.
What is the main research objective?
The objective is to examine whether established scientific motivation approaches are still effective in a fast-changing, increasingly digital, and decentralized working world.
Which scientific methods are utilized?
The work employs a literature-based analysis of motivational psychology theories and evaluates them against current management practices and contemporary work structures.
What is covered in the main body of the paper?
The main body systematically presents Maslow's Hierarchy, Reiss's Profile, Herzberg's Two-Factor Theory, Vroom's Expectancy Theory, and the Goal-Setting Theory/MbO, followed by a critical assessment of their usage in the era of "New Work".
Which keywords characterize the work?
Key terms include Motivation, New Work, Hierarchy of Needs, Intrinsic/Extrinsic Motivation, MbO, Goal Setting Theory, and Employee Engagement.
How does the author view the transition from MbO to OKRs?
The author suggests that while MbO provides a structured goal-setting cycle, it is often too top-down for agile modern companies, and evolving towards an OKR (Objectives and Key Results) framework can better suit the needs of 21st-century organizations.
What is the significance of the "New Work" context for these theories?
The "New Work" context, marked by remote work and flexibility, challenges traditional theories. The paper argues that while basic needs (Maslow) remain constant, the way managers communicate and facilitate these needs must adapt to the lack of physical presence and direct daily oversight.
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- Elias Häffner (Autor:in), 2022, How to motivate your employees, München, GRIN Verlag, https://www.grin.com/document/1185334
