User talk:ReinaLizUrbanoAdem

MOTIVATING AS MANAGEMENT FUNCTION

By: REINA LIZ U.ADEM, MBA Student, Camarines Norte State College - Philippines

In the present situation in the business world more employees are more likely to be involved and empowered and still few are not showing motivation or gradually showing regression towards their work. Does this mean that the management is giving too much authority or the employee does not appreciate the management plan?

In the Aldefer –ERG Theory motivation is distinguished in three steps or classes of needs: existence, relatedness and growth. The theory is the same with Maslow-hierarchy of needs that when a physiological and safety needs are met it belong to existence of needs, belongingness and self-esteem are met it belongs to relatedness and self-esteem and self-actualization is met it belongs to growth. Aldefer agreed to Maslow that unsatisfied needs motivate individuals. Individuals moved up the next hierarchy as the lower order is satisfied and becomes less more important, however at a certain circumstances individuals might return to lower needs when a higher needs are not consequent. Dealing with this theory shows that a certain employee may sometime resist or do not show motivation. There are instance when an employee is aiming the management goal and suddenly a change of mind or actions against what is plan, an employee hitting the target for a long period of time and being on top slowly going down. Is this a sign of Aldefer-ERG theory, a theory that explains for employees that maybe unmotivated for a certain period. I would like to disagree with Aldefer due to the fact that motivated employees must be motivated at all times. Employees are motivated in so many ways like being empowered. Empowerment is the most effective way of motivation. This way of motivating is grounded on the McClelland theory on “Learned Needs Theory. This theory explains that there are three human motivators such as achievement motivation, affiliation motivation and authority/power motivation. Authority/power motivation is the strong need to control over one’s own work or the work of others. This kind of behaviors shows that being empowered is being motivated. There are many ways to show that empowered employees should not regress instead stay motivated and influenced others or be a motivator to others. But this does not mean that empowerment will stand alone to motivate employees. The Herzberg-Two factor theory explains that employees also need motivating factors such as achievement, recognition, work itself, responsibility and advancement. The management will not be a success if it is only focus on empowerment alone. At first, empowerment is enough to be successful employees and stays motivated. Believing that empowerment means that employees are satisfied. It was wrong to believe that empowerment will secure a strong love for work. Empowerment and a high salary do not totally means that all motivating factors are complete instead, at some point there are what we still need.

In my experience the need for responsibility, appreciation and respect is lacking or somehow disregarded. The culture in my organization have shown that we are performing a little of motivation. The organization I have has its own way of motivating employees, but I can see that the responsibility is one of the main causes of job dissatisfaction. It shows that some employees our overload while others are just delegating it to their subordinates and eventually abusing the authority. I believed that the Theory X and Y does exist on all organizations and it may mean that some maybe motivated while others are not driven. This theory gives more confirmation that the sense of responsibility is disregarded and employees are just taking this as a norm and yet despite not doing the assigned task appreciation is given. There’s appreciation to the employees who are much closer to the management. The management sometime disregards the real essence of giving appreciation. Thus disrespect follows. More employees tend to disrespect the management due to the cases that show employees who are not doing their work and yet still being appreciated. This may arise on other organization; despite showing motivation still some employees are not appreciated. Doing their work and giving all effort to achieved management goal still not enough. The management does not function well in terms of planning or giving a good leadership. It maybe the management or the culture needs to be change to better make the function of leading or motivating. Others may agree or disagree but on my experience this is what I have.

Being empowered and in the millennial era it is important that all the management function-planning, organizing, staffing, motivating and controlling must all be properly observed. This way an organization will achieved their goals and at the same time employee’s welfare are considered. Empowerment is a good tool to deliver a good plan. Considering the function of motivation as the most important function will keep the organization strong and connected to each other.