Assessment Task2 Two Contemporary Theories Maslows Theory of Hierarchies needs: Maslows theory of need tries to explain all

of us as human being have various kinds of needs & those needs keep us motivated. Abraham Maslow the founder of this theory suggested that the entire human need can be categorized under five heads i.e. Physiological, Safety, Social, Esteem, Self-Actualization. Maslow further said that all our needs follow a hierarchy i.e. as we fulfill one level of needs we move on to the next level of hierarchy. A paramedical presentation of this hierarchy is given below.

1. Physiological Need: - All are basic need like food, shelter & clothes have been put under this category. These are the need without which we cannot survive. 2. Safety Needs: - Once all our basic needs are satisfied we move on to the next level, which is the need of safety & security. We need to be safe & secure about ourselves. Security may be financial or social security e.g. security of body, job security, family & health. 3. Social Needs: - Once we feel safe enough financially & socially our next need is to get socialized. There is an old saying Human is a social animal as human being we cant live alone. We need friends & family to share our feelings & for love & sense of belongingness. All these are called social needs 4. Esteem: - Having filled our basic needs, making our self safe & secure, gaining socialism next we try to acquire status in the society which is categorized as esteem needs e.g. self esteem, confidence, respect of others, respect by others, achievement, recognition & reputation. First three needs i.e. physiological, safety & social are considered, as lower level needs & Esteem & Self actualization are considered as higher level needs. Self-Actualization: - After we have gained status in the society one may like to go for self-growth, exploring oneself own capability & power, which is known as the need of self-actualization. Contribution of Maslows theory: - Maslows theory was the first to identify & set human needs in hierarchal order . It helps to understand that employees are motivated because they have different need & they strive to satisfy them. As soon as one need is satisfied next emerges which keeps human being driving and motivated to achieve the target/goal & employee keep on performing better. E.g. we look for job to meet our basic needs, after getting job when basic needs get satisfied we try to earn more to gain financial security, then we seek promotion for status & esteem needs so our need keep us driving Theory X & Theory Y

Theory X & theory Y was developed by Douglas McGregor. This theory assumes that there are two kinds of people. Some falls under X category & other under category Y. Theory X assumes: The average people dislike work & will avoid it. Because of assumption one it necessary to control employees by using threats, coerce or punishment to achieve the desired goals. Employees generally shirk from their responsibilities & seek formal direction & supervision. Security is utmost important for most of the employees & they have little ambition. Theory Y assumes: Employees view work as natural as things like rest & play. Due to assumption one employees are self directed & controlled & need little supervision as they are committed to work. Average person learns to accept & seek responsibility. The power & ability t make decision is not only constrained to managers instead employees also have the same abilities to think creative & take rational decisions. McGregors ideas suggest that there are two fundamental approaches to managing people. Many managers tend towards theory x, and generally get poor results. Enlightened managers use theory y, which produces better performance and results, and allows people to grow and develop. http://www.businessballs.com/mcgregor.htm

Theory X

Theory Y

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Theory liberating and YControl, achievement developmental. improvement achieved and continuous empowering and giving by enabling, responsibility.

Theory authoritarian, X style. Tight repressive development. control, no Produces limited, depressed culture.

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alan . More line learning -4 basedDouglas -Y chapman 2001 on McGregor's X Theory on materials are at free Not to be sold or published. Sole risk with user. Author accepts no liability.

Contribution of theory:- The real contribution coming from McGregor`s work was the suggestion that a leaders attitude toward human nature has a large influence on how the person behaves as a leader. (http://worldacademyonline.com/article/6/175/theory_x_and_theory_y.html)

For X category of employees the leaders generally follow autocratic leadership style as such employees need continuous supervision, hardly have any initiative approach so they need to be told what is to be done. For Y category of employee the leader follows participative approach as such employees are self-motivated & selfdirected. Comparison: Maslow theories can be most applicable in the countries which are developing which & face poverty as for people in such country still take the money as the biggest motivator to meet their lower level of needs whereas Mc Gregors theory is applicable in rich & developed countries where money is not that much important (http://kalyan-city.blogspot.co.nz/2011/04/compare-maslow-and-herzberg-theory-of.html)

Process Theory are also known as contemporary theory. Two process theories that Ive chosen here for discussion here are Latham and Lockes Goal setting theory & Adams Equity Theory. Latham & Lockes Goal setting theory:Goal setting theory explain that goals act as motivator for the employees. GOAL SETTING THEORY

Goals are public Individual has internal locus of control Self set goal Self-efficacy

Committed to

achieve Goals
Accepted Motivation (Intention to work toward goal)

Higher performance plus goal achievement

Specific Difficult

Partcipation in goal setting

National culture

Locke told that specific & difficult goals lead to high performance but there are number of factors, which leads to higher performance & goal achievement. Firstly there has to be acceptance of goal by employees which is possible with the participation of employees in goal setting, the other factor is commitment to achieve goal which is the functions further three factors 1. Goals are required to be publicized mean communicated to employees properly & make sure employees understand them 2. Each individual has internal limit to control 3. Self-set goals, all these result into motivation of employees. Self-efficacy &

national culture also have an impact on motivation & intention to work. After this whole process self generated feedback on progress result into higher performance & goal achievement. Contribution of Goal Setting Theory: - Goal setting theory contributed a new thought to motivation practices. It put in the picture the importance of employee participation in setting, acceptance & commitment of goals. This theory highlighted that goal are most important factors behind the employee motivation.

Equity theory by J. Stacey Adams Adams equity theory is based on the concepts of justice, fairness & equitable treatment to the people with similar skills at similar level. Theory proposes that employees perceive what they get from a job situation (outcomes) in relation to what they put into it (inputs) and then compare their inputs-outcomes ratio with the input-outcomes ratios of referent. Referents are those against which comparison is made. It can be some other person with similar skills (Friend relative neighbor etc.), System (Rules regulation, policies etc.), or selves (Comparison of present performance with past performance). EQUITY Theory Perceived Ratio Comparison Outcomes A < Outcomes B Inputs A Inputs B Outcomes A = Outcomes B Inputs A Inputs B Outcomes A < Outcomes B Inputs A Inputs B Person A is the employee & person B is a referent. Employee feel situation of justice exist if the ratios according to him or are equal. But if the ratios do not match then inequality exists & employee tries to do something about these inequalities. In that condition employee may do following things:Distort their own or others input or outcomes. Try to induce other to change their input or outcomes Try to change their own inputs or outcomes Choose another referent Quit the job. If employees perceive that the inequality exists he/she will try to correct the situation which may have positive impact like better performance, increased output or negative impact like absenteeism or voluntary retirement by the employee. Contribution of theory:- The focus of equity theory is on distributive justice which is perceived fairness of the amount & allocation of rewards among individuals. This also focuses on procedural justice, which is perceived fairness of the process used to determine the distribution of rewards. (BOOK) Employees Assessment Inequity (Under rewarded) Equity Inequity (Over rewarded)

Comparison: The main focus of the goal setting theory is on the involvement of employees in setting goal whereas equity theory is based on concept of justice, fairness & equal treatment so both the theories have different approach to motivate employees. Question There are different management approaches to motivation. Two of them are Traditional approaches & Human Relation ship approach has been discussed below. Traditional Approach: Provide wage incentives Assumption of the approach: This approach assumes that most of the workers do not like to work. Earnings are more important for workers than the type of work itself. Another assumption is that they cannot handle work that require creativity, self-direction & self motivation. Policies of the Approach:Managers need to divide the work into simple, repetitive, & easy to operations. SO the proper division of work has been stressed upon. Close supervision & control is required to be done by the manager. Rules procedures & routines need to laid down properly & should be implemented thoroughly. Contribution from the approach: Workers can be more productive if the wages are decent & boss is reasonable. With the proper division of work task become easy which make the performance high when coupled with the closed control. Contribution of tools like Time & Motion studies is invaluable where the workers are observed while they are on job so as to find the minimum time require to perform a job & to find best way to do that job by observing their motions on the job. Scientific management helped to pull the productivity by using its other tool of division of work, standardization & scientific training, which was not there previously. One of the best examples of the organizations that follow this approach is Mac Donald. It believes in proper division of work. One can see everything from picking of a burger bun to making it is pre defined. Everything is pre planned & specified. Workers get proper training to do everything. This organization has successfully adopted this approach. Human Relationship Approach: - Cater to employees social needs. This approach as names goes has a Humanitarian approach towards the workers. Assumptions of the approach: It assumes that people like to feel useful & important. They like to be treated as human being & not as machines. Money is not their primary need but its there needs that motivate them. Policies: Manager tries to listen to the subordinates encourage their participation & also share information with them. The manager tries to make workers feel important give them sense of belongingness. Manager allows workers to exercise self-control & self-direction. Contribution: -

Sharing information with subordinates & getting them involved in decision making give them feel & sense of belongingness & importance which ultimately satisfy there basic need. As the basic needs are satisfied workers morale improves & it reduces their resistance to formal authority & make them more responsible & workers become willingly cooperative. An exemplary organization using this approach of human relationship is HP India sales Pvt. Ltd. I have worked for this organization for three years as a DO Coordinator. Its management shares information about the latest update or change in policies with the employees & seek their opinion & suggestions. Employees are treated as human being. They select the employee of the month every month. http://etudesproject.org/nonfpdata/cog/FS359/DOC0024b.htm Answer 3 There are three different styles of management. Autocratic, democratic and paternalistic. Autocratic is the one where manger takes all the control & share little responsibility with the employees whereas democratic is totally opposite to that & employees are given all the freedom to perform their job. Paternalistic on the other hand is more like spoon feeding kind of management where manger treats employees as children who need proper guidance & attention all the time. From the statement given by Tim OToole it seems that his style of management is more kind of democratic one. Putting in place a new management structure & creating a line of hierarchy where manager are responsible for the work done by them or their subordinates all this need the sharing of power, authority & responsibility which is the characteristic of democratic management. Democratic management has its own pros & cons, which mean it, can act as positive & negative motivator. Positive Motivator: 1) This type of manager shows interest in their subordinates & involve them in decision-making. 2) They delegate & share the authority with subordinate & listen to their opinion. 3) This type of managers encourages two-way communication i.e upward & downward communication & also conducts group discussions to generate ideas. 4) Managers willingly help to develop skills of leadership in their subordinates. Negative Motivator: 1) It is criticized on the ground that due to the involvement of employees it may take longer time to take decisions. 2) This style has close links with Herzbergs motivators & Maslows higher order skills & also applies to Mc Gregors theory Y view of workers. The second case of John Simpson The chairman of a shoe repair & key cutting chain seems to be the case of paternalistic style of management. Though the case doesnt seem to be given open statement about his style of management but when he we need to do everything to help thempossible. It seems like he takes care of his staff & pay attention to their need. It too has its own strengths & weeknesses Positive Motivator:1) Paternalistic managers give more attention to the social need & want of workers. 2) Managers like to play role of a fathers & like to keep their workers happy 3) They discuss with employees their problem & get feedback from them.

4) The actual decision making power rests with mangers as they believe their staff still require guidance Negative Motivator:1) As manger do not give employees the power of making decision it becomes an autocratic style. 2) Some time the employees are underestimated.

Answer 4 (a) & (b) Managers use different kinds of techniques to motivate employees on the job. Designing a job in such a way that helps to motivate the employees is also an effective tool in the hands of managers. The term Job Design refers to the way tasks are combined to form complete jobs BOOK. Jobs are designed considering various factors like organizational technology, skills & abilities of employees. All this help to motivate employees to work hard. There are different ways developed for designing jobs like Job enlargement, Job enrichment, Job Scope & Jo Depth. Job Scope: - A job consists of variety of tasks. Job Scope refers to the number & the frequency of tasks required in a job. Job Enlargement: - Job enlargement refers to the horizontal expansion of a job. Under this more task are added which require the same level of skills & responsibilities. This helps to keep workers away from boredom & keep them motivated. http://management.about.com/cs/people/g/jobenlargement.htm Job Enrichment: - Opposite to Job enlargement job enrichment is the vertical expansion of a job. A job design technique that is a variation on the concept of job enlargement. Job enrichment adds new sources of job satisfaction by increasing the level of responsibility of the employee.

http://www.businessdictionary.com/definition/job-enrichment.html . Job Depth: - There is a limit up to which an employee can control his own work. Job depth refers to the extent to which an employee has control on his work. According to Job characteristics Model any Job can be described in terms of five core dimensions Job Characteristics Approach Job characteristics: - This approach helps us to understand that when the job gives satisfaction to the workers & when they are properly compensated for the work done by them workers tend to work Hence, its suggested that motivation satisfaction and performance should be integrated in the job design. According to this approach, a job can be explained in terms of five core dimensions, which are defined as follows: Core job dimensions: 1) Skill variety: A job requires a number of activities & skills to perform it. Skill variety is the extent of various activities required to enable them to use their different skills & talent so that a job could be successfully accomplished. 2) Task identity: The degree to which a job requires completion of a whole & identifiable piece of work. 3) Task significance: The degree to which the job has a substantial impact on the lives or work of the other people. 4) Autonomy: The degree to which the job allows workers freedom in planning and scheduling and the methods used to complete the job. 5) Feedback: The degree to which the job itself provides workers with clear, direct and understandable knowledge of their performance. All these dimensions have impact on workers psychology. The first three dimensions affect whether or not workers view their job as meaningful. Autonomy determines the extent of responsibility that the workers feel. Feedback allows for feelings of satisfaction for a job well done by providing knowledge of results. Manager can use these dimension to design job & motivating employees by inculcating these dimension in job design. The core job dimensions can be combined into a single predictive index called the Motivating Potential score. Its computation is as follows: Motivating potential score = Skill variety + Task identity + Task Significance / 3 x Autonomy x Feedback Critical psychological states: The model states that core job dimensions are more rewarding when individuals experience three psychological states in response to job design. Personal and work outcomes: Jobs are high on motivating potential and must be high at least in one of the three factors that lead to meaningful work and must be high in both autonomy and feedback and vice-aversa. These three critical psychological states lead to outcomes such as (1) high internal work motivation (2) high growth satisfaction, (3) high quality work performance, (4) high general job satisfaction, (5) high work effectiveness and (6) low absenteeism and turnover (Figure). The models say that internal rewards are

obtained by the individual when he learns that he personally has performed well on a task that he cares about http://www.citeman.com/13442-job-characteristics-approach.html#ixzz1qGMgkECc. Further it results in low absenteeism and turnover rate. High work effectiveness. High work satisfaction. High quality work performance . Responsibility for outcomes of the work done by workers. Research finding on the job characteristics model have been generally supportive. These studies shows that. 1) Workers who work on jobs with given job dimension are highly motivated than who do not work on these dimension.high core job dimensions are more motivated satisfied and productive than those who do not. 2) People with strong growth needs respond in a positive way to jobs that have high motivating potential than do those with weak growth dimensions. http://www.citeman.com/13442-job-characteristicsapproach.html#ixzz1qGMgkECc. Answer 5 (a) & (b) Principles of social influence & its implication. Reciprocity:- Reciprocity means Give & Take. It means when someone does something for us we always try to do or give him or her something in return. When someone give us something we feel our self indebt & try to pay for that debt. This is true in all cultures (Gouldner, 1960). Therefore voluntary gifts increase compliance with future requests. Example: Waiters who give a piece of candy with the bill get 3.3% larger tips. Waiters who give two pieces of candy get 14.1% larger tips. Waiters who delayed the action of giving the second piece of candy, for emphasis, raised tips by 23% (Strohmetz, Rind, Fisher & Lynn, 2009). ). http://chicagopsychology.org/influence/robert-cialdinis-6-principles-of-influence/. Reciprocal Concessions: Rejection-Then-Retreat The rule of reciprocity also applies to non-material exchanges. So that if you make a large request, are refused, and then make a smaller request as a concession, you are three times more likely to get compliance than if you asked for what you wanted straightaway (Cialdini, Vincent, Lewis, Catalan, Wheeler, & Darby, 1975). http://chicagopsychology.org/influence/robert-cialdinis-6-principles-of-influence/. It help us to understand how the employees can be motivated through the principles of reciprocity. It implies that if management does something for employees, employees feel obliged & motivated to give their best as a result of principles of reciprocation. http://www.janetcallaway.com/6-universal-principles-of-socialinfluence-by-janet-callaway-2/ Authority: - If we look for the meaning of authority in the dictionary we find various synonyms for it like, power, ability, influence, right etc. We look for the help of experience holder/expert to guide us though our way. Once someone has accepted you as an authority, they will follow your instructions even against their own judgment, ethics, and feelings (Milgram, 1974).. http://chicagopsychology.org/influence/robertcialdinis-6-principles-of-influence/, .http://www.janetcallaway.com/6-universal-principles-of-socialinfluence-by-janet-callaway-2/ Example: Sanka made a commercial for decaffeinated coffee that was so successful that it ran for years, which featured an actor who had played a doctor on a medical show extolling the health benefits of decaf (p. 183) http://www.janetcallaway.com/6-universal-principles-of-social-influence-by-janet-callaway-2/, Example: 3 times as many people will sweep out into traffic following a jaywalker dressed in a welltailored business suit (Lefkowitz, Blake, & Mouton, 1955). http://www.janetcallaway.com/6-universalprinciples-of-social-influence-by-janet-callaway-2/, It implies that authority has influence on employees. When someone with authority or perceived authority as employees to do something they cannot deny to that & try to do that work with best efforts.

Social Proof: - We try to check the correctness of a statement by looking for social proof. We determine what is correct by finding out what other people think is correct (Lun et al, 2007). This is particularly true in the presence of uncertainty (Sechrist & Stangor, 2007). We are particularly prone to follow the lead of people we perceive as similar to us (Park, 2001). Example: Canned laughter causes people to rate shows as funnier (Provine, 2000) Example: The use of shopping carts did not catch on until their inventor paid fake shoppers to push them around his store (Dauten, 2004). http://chicagopsychology.org/influence/robert-cialdinis-6-principles-of-influence/ Example: Publication of news stories about suicides increase both the number of suicides and fatal accidents among members of similar groups (Phillips, 1980). Compliance: - compliance basically motivated by rewards because punishment is avoid in this principle. Compliance is public conformity. Going alone with the group without persuaded that group is correct. The major component of this principle is power like brain washing people like to comply when they are in good mood or when they are willing to do work in a good working condition. This is basically for the short period of time. Identification: - Identification desire to be like a influencer with satisfying the relationship. Then we are satisfy with the influencer adopt and opinion or behavior. The attractiveness of the influencer is the major component of this type of conformity. This basically for the short as well as a long period of time. Internalization: - Internalization basically refers to the most permanent, deeply rooted response to the social influence. The basic motive is the right desire of internalization. Credibility is important to the influencer, once we accepted the behavior or the opinion it becomes the part of our belief system separate from the source. This is basically for a long period of time. (Word count 231)