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Theoretical Framework for Hr Thesis Essay1. Definition of motivating and Employee need1. Definition of Motivation many another(prenominal) contemporary authors have also define the concept of motivation. Motivation has been defined as the psychological process that gives behavior purpose and direction (Kreitner, 1995) a sensibility to behave in a purposive manner to achieve specific, unmet inescapably (Buford, Bedeian, Lindner, 1995) an sexual drive to satisfy an unsatisfied need (Higgins, 1994) and the lead to achieve (Bedeian, 1993). accord to John R. Schermerhorn (2010), the term motivation is used in management surmisal to describe forces within the individual that account for the level, direction, and persistence of effort expended at work. Motivation give the bounce be defined as the process that initiates, guides and maintains goal-oriented behaviors. It involves the biological, emotional, social and cognitive forces that activate behaviors. In its simplest defi nition, the term motivation is frequently used to describe wherefore a person does something. (Cherry, 2011). An individuals motivation is influenced by biological, intellectual, social and emotional factors. As such(prenominal), motivation is a complex, not easily defined, intrinsic driving force that rotter also be influenced by external factors. Every employee has activities, events, people, and goals in his or her life that he or she finds motivating.Generally speaking , for this thesis, motivation is operationally defined as the inner force that drives individuals to accomplish personal and organizational goals. Motivation is an employees intrinsic enthusiasm about and drive to accomplish activities related to work. Motivation is that internal drive that causes an individual to decide to take action. So, motivation about some aspect of life exists in each persons consciousness and actions.2. Definition of Employee MotivationThe bathroom for employers is to figure out how to inspire employee motivation at work. To create a work environment in which an employee is motivated about work, involves both intrinsically satisfying and extrinsically encouraging factors. Employee motivation is the combination of fulfilling the employees involve and expectations from work and the workplace factors that en commensurate employee motivation or not. These variables make motivating employees challenging. Employers understand that they need to provide a work environment that creates motivation in people. But, many employers fail to understand the significance of motivation in accomplishing their mission and vision. Even when they understand the importance of motivation, they leave out the skill and knowledge to provide a work environment that fosters employee motivation.From Rick Pitinos point of view, The only way to hold back people to like on the job(p) hard is to motivate them. Today, people must(prenominal) understand why theyre works hard. Every individual in an organization is motivated by something different. Employee motivation can be approached in many ways with different definitions. With Twyla Dell, The heart of motivation is to give people what they really compliments most from work. The more you atomic number 18 able to provide what they want, the more you should expect what you really want, namely productivity, quality, and service. (Dell, 1988). G. Jones and J. George from the book Contemporary Management, defined motivation as Psychological forces that determine the direction of a persons behavior in an organization, a persons level of effort and a persons level of persistence. And this approach is used as the employee motivation definition in the thesis2. Motivation theoriesThere ar many theories that refer to motivate people such as ERG theory by Clayton Alderfer, Acquired Needs theory by David McClelland, Expectancy theory by Victor Vroom, etc. In this thesis, the author applied Maslows Hierarchy of Needs and Herzberg s Two Factors Theory as the theoretical fashion model for the thesis1. Maslows Hierarchy of NeedsThe theory of human needs developed by Abraham Maslow was introduced in this part as an important theoretical role model for the thesis.Psychologist Abraham Maslow first introduced his concept of a power structure of needs in his 1943 paper A Theory of Human Motivation and his subsequent book Motivation and Personality. This pecking order suggests that people are motivated to fulfill basic needs before moving on to other, more advanced needs.This hierarchy is most often displayed as a pyramid. The lowest levels of the pyramid are made up of the most basic needs, while the more complex needs are located at the top of the pyramid. Needs at the bottom of the pyramid are basic physical requirements including the need for food, water, sleep, and warmth. Once these lower-level needs have been met, people can function on to the next level of needs, which are for safety and security.As peopl e progress up the pyramid, needs become increasingly psychological and social. Soon, the need for love, friendship, and stuffiness become important. Further up the pyramid, the need for personal esteem and feelings of accomplishment take priority. Maslow emphasized the importance of self-actualization, which is a process of growing and developing as a person in order to achieve individual potentialpicThere are five different levels in Maslows hierarchy of needs Physiological needs the most basic needs for human to survival, (such as air, water, food, sex, sleep, etc). In working environment, it can be rest and refreshment breaks, physical comfort on the job or reasonable work hours. According to Maslow, if these needs are not satisfied, the human body can not function properly, and will ultimately fail. Physiological needs are supposed to be the most important and should be met first. Safety needs After the physiological needs are satisfied, peoples attention turn to safety and se curity. Social needs the first level of higher level needs is social needs. Social needs are those related to interact with others which includes friendship, belonging to a group, giving and receiving love Esteem needs Esteem needs can be categorized as external motivators such as recognition, attention, and social status. While internal motivators include accomplishment and self respect. Self actualisation needsThis is the highest level of Maslows hierarchy of needs. Self-actualizing people are self-aware, concerned with personal growth, less concerned with the opinions of others and interested fulfilling their potential. (Cherry, 2011)2. The theory Herzbergs Two FactorThe Two Factor theory by Herzberg is one of the most influential studies on motivation which describes needs in terms of satisfaction and disatisfaction.Herzberg found that the factors make job satisfaction were different from those causing job dissatisfaction. He developed the motivation hygiene theory to expla in these turn outs. He called the satisfiers motivators and the dissatisfiers hygiene factors, using the term hygiene in the sense that they are considered maintenance factors that are necessary to avoid dissatisfaction notwithstanding that by themselves do not provide satisfaction.pic1. Motivation factorsHerzberg explains that motivation factors are related to what people do on the job or job electrical capacity Motivation factors include such things as a sense of responsibility, feelings of recognition, a sense of achievement,feelings of personal growth, the luck for advancement and work itself. Presence of motivation factors influences job satisfaction levels Responsibility A duty or obligation to satisfactorily perform or stark(a) a task (assigned by someone, or created by ones own promise or circumstances) that one must fulfill, and which has a consequent penalty for bereavement. information Recognition is identifying something you learned previously and is therefore stor ed in some manner in memory. The employees should be praised and recognized for their accomplishments by the managers. Achievement The definition of achievement also includes its opposite, the failure or the absence of achievement. Success put into this category consists of the followings successful completion of a job, solutions to problems, vindication, and seeing the results of ones work. (Herzberg, 2008, p.45 -143) Personal growth There must be growth and advancement opportunities in an organization to motivate the employees to perform well. Advancement Advancement is an actual change in the status or repose of the person in the company. In situation in which an individual transfers from one part of the company to another without any change in status only when increases opportunities for responsible work, the change is considered an increased responsibility, but not formally an advancement. (Herzberg, 2008, p.46) Work itself ( Job itself interesting and fulfilling work) The w ork itself should be meaningful, interesting and challenging for the employee to perform and to get motivated.2. hygiene factorsAccording to Herzberg, hygiene factors influence directly on jobdissatisfaction. The hygiene factors are found in the job context and include such things as working conditions, interpersonal relations, base wage or salary, and technical quality of supervision. By improving them, such as by implemetenting a no smooking policy, can make people less dissatisfied at work. However, it will not increase job satisfaction. Hygiene factors include Working condition The working conditions should be safe, clean and hygienic. The work equipments should be updated and well-maintained. Interpersonal relations The relationship of the employees with his peers, superiors and subordinates should be appropriate and acceptable. There should be no conflict or sphacelus element present. Base wage and salary The pay or salary structure should be appropriate and reasonable. It must be equal and competitive to those in the same industry in the same domain. Supervision technical This category refers to the competence or incompetence fairness or unfairness of the supervisor supervisors willingness or unwillingness to delegate responsibility, to teach subordinates. (Herzberg, 2008, p.47)3. The combination of Motivation factor and Hygiene factorThe combination of hygiene and motivation factors can result in 4 conditions1. High Hygiene/High Motivation The ideal situation where employees are highly motivated and have few problems. 2. High Hygiene/Low Motivation Employees have few problems but are not highly motivated. 3. Low Hygiene/High Motivation Employees are motivated but have a lot of problems. 4. Low Hygiene/Low Motivation The worst situation. Unmotivated employees with lots of problems. Herzbergs theories can be summarized by his quote, If you want people to do a good job, give them a good job to do. The two factor theory is useful because job contexta nd content are major issues in the business world today.