Motivation Theory Organizations Include Many Different Types

Motivation Theory Organizations include many different types of people and personalities that in turn create a need for different types of motivational strategies. In organizations we can have three types of setting that we work in: sales, production, and educational. Every individual is molded and shaped by the experiences that life has presented to that individual, and these experiences can impact the manner and attitude by which they perceive motivation.

To a degree, motivation is very personal and what may initiate the motivational drive in some people may not do so for others. Motivation processes set the tone of the organizational goals, which is why organizations should develop comprehensive and diverse motivational strategies. The theory that I propose combines Herzberg's Motivation-Hygiene theory and the Maslow-based Existence, Relatedness, and Growth (ERG) theory of motivation. I will call this theory the Motivational Balance Theory. The ultimate goal of this thorough motivational theory is for the individual to find balance in their world.

This balance comes in many forms and applies differently to different people. The environments that will be used for examples are a small business office setting and corporate owned restaurant. The first organization that will be examined in relation to the Motivational Balance Theory is a small business office setting. The particular example of a small business will be a speech clinic.

The clinic has two therapists, one of which is part-time speech therapist and the other who is also the director/owner and an office manager whom wears many hats in the company. The motivation for each of these divergent positions includes finding balance by developing interpersonal awareness. The therapist's awareness comes from intrinsic rewards, knowing that she is delivering a quality of service that improves the lives of her clients. At the same time, the speech therapist is also motivated because she understanding extrinsic rewards.

These extrinsic rewards include feeling like a valuable member of an organization. The example of the speech therapy small business illustrates the advantages of small businesses in providing the means by which employees feel empowered. Large businesses can learn a lot from small businesses in this regard, by forming small teams that actively seek employee input and feedback. By valuing employee input, individuals feel empowered.

For example, the employee who feels empowered is motivated by wanting to do a good job with their clients for the sake of helping but also for the sake of return business. This motivation to help clients so that they will return or make referrals leads the employee to become aware of the clients needs. The therapist's motivation is exemplified by a balance between the client's success and their own personal success. After all, the therapist wants to feel valued, honored, and respected.

When the owner of the company receives positive feedback or return business, the employee feels valued and therefore performs to the best of his or her ability. The therapist in this example is intrinsically rewarded because they are motivated by their view of the world, not by how the world views them. Whatever personal gain is acquired is not quantified in a dollar value but in that unspoken human value. The therapist remains fully aware of the clients' success.

In fact, the definition of therapy entails caring and concern for others. A therapist can also be extrinsically rewarded in the sense that they are monetary compensated. Money is simply a symbol of respect and valuation. The therapist must want to do a good job for the clients to achieve therapeutic goals, and in return the therapist is paid for their services. The combination of these two modes of satisfaction is crucial. First, the therapist knows he or she is putting skills to use by helping others.

Second, the therapist knows that he or she is valued because of the payment and compliments received. With this awareness comes balance. The bottom-line is that the therapist is trying to obtain balance between the rewards, which cannot be solely extrinsic or intrinsic. After all, no one can devote their life energy to working entirely for free. Both intrinsic and extrinsic rewards provide the complex motivating factors.

While the organization cannot be held completely accountable for the motivation of its employees, the leaders in any organization must understand the motivation process since. Leaders play an integral role in the development of organizational culture and the leadership models that extend from that culture. The internal processes that motivate employees on a psychological level may be activated by intrinsic or extrinsic rewards in any situation.

In the small business health care office setting, the part-time therapist is aware of the non-monetary goals and values upon which a helping career is based. The director / therapist is aware that her business exists on two distinct levels. These levels include first the need to be profitable and therefore survive; and second, the need to help others. These are interdependent goals. If clients are satisfied, they will return and/or refer others. Therefore, the better the services rendered, the better the profitability of the company.

Providing quality service delivers both intrinsic and extrinsic rewards. The owner of a small business is both intrinsically motivated and therefore trying to find a balance. Unlike the therapist, the intrinsic rewards are less salient than the extrinsic rewards. She needs to keep her business up and running and provide excellent service to her clinics. At the same time, she knows that motivating her therapist will achieve the goal of financial success.

Making the client and the therapist happy are means to an end, and yet they are also ends in themselves. The second workplace that can illustrate the efficacy of the Motivational Balance Theory is a corporate owned restaurant. Motivational Balance Theory is in part based on the Maslow-based ERG theory. This theory is rooted in the idea that human beings have higher ideals other than material goals. All human.