Application Of Motivation Models In Employee Engagement

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Motivation means the procedure by which an individual's endeavours are empowered, coordinated, and supported toward accomplishing a goal. The given definition has three key components: vitality, course, and persistence.


The vitality component is a proportion of power of the drive. An inspired individual puts efforts and buckles down. Notwithstanding, the nature of energy should likewise


Abnormal amounts of exertion don't prompt ideal occupation execution is diverted toward a path that advantages the association. An effort that is coordinated toward and steady with authoritative objectives is the sort of exertion we need from workers.


Inspiration additionally incorporates persistence measurement. We need representatives to continue advancing exertion to accomplish those objectives.

Maslow's hierarchy of need

Maslow's theory has five different levels starting from lower level to higher level following physiological, safety, love, esteem and self- actualization.

Physiological needs

The fundamental physiological needs are likely genuinely apparent—these incorporate the things that are crucial to our survival like food, shelter or other physical requirements. Notwithstanding the necessities of sustenance, air and temperature guidelines, the physiological needs additionally incorporate such things as safe house and clothing.

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At this level, the concern for security and wellbeing become essential. Individuals need control and request in their lives, so this requirement for prosperity and surveillance adds to a great extent to work at this level.


The social needs in Maslow's pecking order incorporate such things as affection, acknowledgment, and having a place. At this level, the requirement for passionate connections drives human conduct.

Esteem needs

The level four of Maslow's pecking order is the requirement for thankfulness and regard. At the point when the conditions, was fulfilled at the last three levels, the regard needs start to assume an increasingly remarkable job in motivating conduct.

Now, it turns out to be progressively essential to pick up the regard and valuation for other people. Individuals need to achieve things and after that, have their endeavours perceived.


At the very top of Maslow's chain of command are the self-realization needs. 'What a man can be, he should be,' Maslow clarified, alluding to the needy individuals need to accomplish their maximum capacity as people.

Reasons for low morale among staff members

As indicated by Maslow's Hierarchy, getting to be administrator met Jane's higher needs of self-completion, however, did not meet her workers'. When they worked there previously, they sensed that they were all companions. They didn't get paid much; however, they appreciated each other's conversation. They had each other's backs. They had spent a unique mind to each other. When one individual couldn't make a class, he realized that he could call someone else and that individual would cover. They were a family. The requirement was met for affection and having a place.

The club was famous, and it sounds like the conditions were not extraordinary, yet they had the full support of each other. Jane did not understand that. She came in and upset the equalization. When she removed that degree of adoration and having a place, the motivation to remain was no longer there. There was just cash. They were not working there for the money, and not for sweatshirts.

Family culture - Pros and cons

Anticipation hypothesis of inspiration expresses that an individual will carry on one way when he anticipates something consequently. To increase employee spirit, productivity and improve company culture, managers need to treat employees as extended folks and look to creating a family culture within the workplace.

The three pillars of family culture to assimilate include values, rules and customs.


Values are the bedrock of a family culture. They give an overarching ambition and guidance for each member. Administrators need to ensure every member of the company accepts their pivotal position and significance within the group. They also need to outline the company values and provide every member of the company upholds them. Constant reinforcement ensures that the costs remain positive and prevent the culture from turning negative.


The norms are the spoken and unspoken rules of application. These norms determine how members interact with each other in the outside world. Standards formulate through example and deliberate inculcation. It is, therefore, essential for managers to ensure they lead by example and instil them within the company.


Rituals are a set of actions that provide a sense of identity and purpose amongst the employees. Managers can create a family culture by arranging joy rituals such as birthday drinks, group meetings and success celebrations. It is crucial to continually keep these engaging and meaningful or they end up becoming defaulted and mundane.

Creating a family environment where employees can feel a sense of belonging, devotion, trust and support, increases buzz and happiness levels and in turn, improves productivity. The family culture at workplace leaves less time for 'counting down the minutes', and they may even start to enjoy coming to work. At the point when Jane changed things, they never again felt the impetus that they had previously. What they anticipated from her was kinship, and what they got was a firm stance. So they put less execution or quit. Valence is how something is value. That is the place Jane indeed erred. Things that she thought about worth nothing, similar to the kind disposition and casual connections, were the most important to her workers.

Some motivation models

A great leader seeks service to others above self and is willing to be accountable for his or her choices. Making choices for the good of the community requires the freedom that comes with personal psychological maturity. Late research on incredible business pioneers shows the association between obligation and remarkable authority. Collins alluded to this as level-five administration. As per his blueprint, administrators on the primary degree of power have the specialized ability.

On the second level, they likewise have compelling human relations aptitudes.

The third level supported the executives' capacities by reasonable operational skills and, the fourth created vital theoretical aptitudes. His examination exhibited that level-five administration practices altogether added to the association's long haul achievement.

Different reasons make a job satisfied or dissatisfied for an employee. Giving sweatshirts to the staff members was a technique used by Jane to contribute to physiological and social needs. But it didn't work as the employees were not getting what they needed. They were working at minimum wage at Hot-rock because it was reputed yoga institution and had a friendly working environment. Jane, as a manager cut off staffing costs and strict the rules for staff members. Thus providing sweatshirts did not make any difference for dissatisfaction of members working there.

At long last, the value hypothesis fundamentally says that individuals who think they are under-compensated or over-remunerated will be upset about it. For this situation, the workers felt underestimated. They didn't know Jane comprehended the commitment they made to the club, and what they added to the climate. It was anything but a chain, however an exceptional spot. If she was going to make it merely like different clubs, they could stop and go work at one of those clubs. So that is what they did. That way, at any rate, they keep up their pride.

Balance between a good leader and a manager with financial responsibilities

Jane has an issue because regardless of whether the club is a decent work environment, it won't be if it goes beneath. She needs to disclose to everybody that she is rolling out these improvements to keep the spot operational. One thing Jane may do is be increasingly open to everybody. She could make the spot center, keep that kind of chic, exceptional vibe sort of as joe Trade. Jane could likewise be less overbearing in her choices and make similar changes, for example, completing receptionists to get work, however, converse with them concerning why. She may likewise need to see which changes are setting aside and making cash and which ones she is merely making pell-mell as well. Jane may have caused some ill will by terminating such a large number of individuals. At long last, rather than having a gathering where she instructs individuals, she ought to request representative information and exploit that reality that they consider her to be one of them. Maybe if she clarifies where she turned out badly and apologizes she can rescue this circumstance.

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