Motivation as an Important Aspect of Human Resource Management

Motivation is a vital aspect in functioning of every organization. It refers to the forces that aro practise intensity and persistence to pursue a certain course of action for accomplishing organizational goals. Nowadays, there ar numerous need theories that military man pick managers use in order to encourage mellowed figure out performance. Generally, there be two theatrical roles of settle withs in demand.The scratch is intrinsic rewards, which is the blessedness a somebody receives in the litigate of performing a particular action. For ideal, a somebody selling educational materials may get an intrinsic award of luck children read well. The other type of rewards is extrinsic, which ar the rewards that are generally addicted by another person, typically a manager and include promotional material and pay increases. For instance, some person that does not get pleasure from doing his/her crease may be motivated by an extrinsic reward of high salary.Good homoph ile resource managers usually strive to help masses contact both extrinsic and intrinsic rewards, far as it has been proven that or so talented and innovative employees are usually motivated not alone by rewards such as benefits and money but also with the satisfaction from the form they do. To take an environment that is rich in opportunity, challenge and reward managers need to implement one of the managers theories. The three types of motif theories include content theories, process and reinforcement theories.Content theories usually stress the rationality of human inevitably and how they tail end be satisfied in the workplace. Thus, if a human resource manager realizes workers needs, the organizations rewards system flock be designed to meet them and reinforce employees for directive energies and priorities toward attainment of organizational goals. One of the content theories is the hierarchy of needs conjecture developed by Abraham Maslow. This speculation sugge sts that people are motivated by five categories of needs- physiological, safety, belongingness, esteem, and self-actualization-that exist in a hierarchical order.Self-actualization which is on the acme of the hierarchy may include opportunities for training, advancement, growth and creativity. Esteem needs present recognition, high status and increased responsibilities. While, belongingness needs may comprise work groups, clients, coworkers and supervisors. Safety needs include safe work, fringe benefits and job security. Finally, at the bottom of the hierarchy there are physiological needs which are heat, air and base salary. According to the possibleness low-order needs must be satisfied before higher-order needs are activated.The other content theory is ERG theory that resembles a modified Maslows theory. It identifies three categories of needs 1. human beings needs- needs for physical well-being. 2. Relatedness needs- need for satisfactory relationships with others. 3. Grow th needs- developing human potential and the desire for personal growth and increased competence. One psychologist suggested that directly the need to have fun at work needs to be added to this theory, far as it sens relieve stress and enable people to feel that their personal lives are not totally separated from their work lives. in that location his also a two-factor content theory, created by Frederick Herzberg. After interviewing hundreds of workers he came to cultivation that two separate dimensions devote to an employees behavior at work. The first are hygiene factors, which are factors that involve the presence or absence seizure of job dissatisfiers such as working conditions, pay, union policies, and interpersonal relationships. The help set of factors is motivators, which include achievement, recognition, responsibility and opportunity for growth.Thus, on one occur providing hygiene factors will eliminate employee dissatisfaction, and on the other motivators will i ncite high satisfaction and performance. Process theories, unlike content theories focus more than on determining how workers act to meet their needs and if those choices are successful. There are two basic process theories equity theory and apprehension theory. Equity theory focuses on individuals perceptions of how fairly they are treated relative to others. If people perceive their compensation as fitting to what others receive for similar contributions they will believe that their treatment is fair and equitable.Equity is calculated by ratio of outputs and inputs. Inputs include education, experience, effort and ability, while the outputs generate pay, recognition, benefits and promotion. Thus, for typeface if some employee discovers that he/she is getting more money than people who contribute the same inputs to the company, he/she may feel the need to correct the inequity by working harder, getting more education or considering dishonor pay. Expectancy theory is a proces s theory that suggests that motivation depends on individuals expectations about their ability to erform tasks and receive desired rewards. For instance, if the company creates an fillip program which would be used in areas such as distribution, where employees are recognized for accomplishment in safety, productivity and attendance it can appear rather effective. The other type of theories is reinforcement theory. It is a motivation theory based on the relationship between a granted behavior and its consequences. For instance a company implementing a reinforcement theory may reward salespeople for the patterns of behaviors that keep sales and profits rising.If people in this company dont perform, they dont get paid. However, they can reap huge economic rewards for high performance. A good mannikin of a land, where different companies use different motivation theories in their human resource management is Ukraine. Analyzing the variety of companys in Ukraine it can be seen that most large companys functioning on the territory of our country are either subsidiaries of foreign companys or some multinational/transnational corporations.Surely, those companies placed in our country use mostly some content theories that provide workers with bonuses, opportunities for training, growth and group buildings, which can be some trips paid-for by the company, in order to create a sense of team in the companys staff. An example of such companies would be Celenia, Kraft Foods, BMS Consulting, etc. Those companies, like many others of their kind use content theories that incorporate many useable tools for managers.As for local Ukrainian companys that are based soly in Ukraine, they usually baron offer some fringe benefits which is a good motivation tool. However, hrm managers in those companies rarely use the system of bonuses, increased payments, or some incentive programs. Mostly, the motivation is associated with fear of loosing the job or getting reduced payment if the organizational goals are not completed. It resembles a reinforcement theory of management, where employees are suggested a certain type of behavior and if they do or do not pursue it, certain consequences follow.There are companies that give their workers so-called morose balls on every project they did not complete or that was not done on time and if the worker gets more than 5 balls he/she is out of the job. From my point of view, this type of motivation has a lot of shortcomings and it should be substituted by some content theory of management. Far as this type of human resource management, doesnt correspond to ethical norms of a democratic society. Thus, motivation is an important aspect in human resource management. Nowadays, human resource managers have an option of selecting out of numerous management theories.They include content, process and reinforcement theories. Content theories like hierarchy of needs theory or ERG theory focus on understanding and satisfying huma n needs at work. Process theories on the other hand, focus on employees choices of action to accomplish companys goals and determining if those choices are correct. While, reinforcement theory focuses on what consequences follow if the workers do or do not follow the given behavior. Choice of an appropriate motivation theory is a significant step to companys success.