Motivation is the ground or grounds for prosecuting in a peculiar behaviour, particularly human behaviour as studied in economic sciences and psychological science. These grounds may include basic demands such as nutrient or a coveted object, avocations, end, province of being, or ideal. The motive for behavior may besides be attributed to less-apparent grounds such as unselfishness or self-sacrifice or morality. Motivation refers to the induction, way, strength and continuity of human behavior.

Contemporary positions on Motivation

In this subdivision four different modern-day positions on motive will be discussed these motive theories can assist directors understand how to actuate their staff. These four theories are equity theory, anticipation theory, support theory, and end puting theory. These four theories are all different positions on motive each theory will be discussed in inside informations below. Equity theory will be discussed foremost.

Maslow ‘s Hierarchy of Needs Theory

Maslow is a humanistic psychologist. Humanists do non believe that human existences are pushed and pulled by mechanical forces, either of stimulations and supports ( behaviourism ) or of unconscious instinctual urges ( depth psychology ) . Humanists focus upon potencies. They believe that worlds strive for an upper degree of capablenesss. Humans seek the frontiers of creativeness, the highest ranges of consciousness and wisdom.

This has been labeled “ to the full working individual ” , “ healthy personality ” , or as Maslow calls this degree, “ self-actualizing individual. ”

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Maslow has set up a hierarchal theory of demands. All of his basic demands are tantamount of inherent aptitudes in animate beings. Worlds start with a really weak temperament that is so fashioned to the full as the individual grows. If the environment is right, people will turn directly and beautiful, realizing the potencies they have inherited. If the environment is non “ right ” ( and largely it is non ) they will non turn tall and heterosexual and beautiful.

Maslow has set up a hierarchy of five degrees of basic demands. In the degrees of the five basic demands, the individual does non experience the 2nd demand until the demands of the first have been satisfied, nor the 3rd until the 2nd has been satisfied, and so on. Maslow ‘s basic demands are as follows:

Physiological Needs

These are biological demands. They consist of demands for O, nutrient, H2O, and a comparatively changeless organic structure temperature. They are the strongest demands because if a individual were deprived of all demands, the physiological 1s would come foremost in the individual ‘s hunt for satisfaction. Physiological needs – air, nutrient, drink, shelter, heat, sex, slumber, etc

Safety Needs

When all physiological demands are satisfied and are no longer commanding ideas and behaviours, the demands for security can go active. Adults have small consciousness of their security needs except in times of exigency or periods of disorganisation in the societal construction ( such as widespread rioting ) . Children frequently display the marks of insecurity and the demand to be safe. Safety needs – protection from elements, security, order, jurisprudence, bounds, stableness, etc

Needs of Love, Affection and Belongingness

When the demands for safety and for physiological wellbeing are satisfied, the following category of demands for love, fondness and belongingness can emerge. Maslow states that people seek to get the better of feelings of solitariness and disaffection. This involves both giving and having love, fondness and the sense of belonging. Belongingness and Love needs – work group, household, fondness, relationships, etc.

Needs for Esteem

When the first three categories of demands are satisfied, the demands for regard can go dominant. These involve demands for both self-esteem and for the regard a individual gets from others. Worlds have a demand for a stable, steadfastly based, high degree of self-respect, and regard from others. When these demands are satisfied, the individual feels self-confident and valuable as a individual in the universe. When these demands are frustrated, the individual feels inferior, weak, incapacitated and worthless. Esteem needs – self-pride, accomplishment, command, independency, position, laterality, prestigiousness, managerial duty, etc.

Needs for Self-Actualization

When all of the foregoing demands are satisfied, so and merely so are the demands for self-actualization activated. Maslow describes self-actualization as a individual ‘s demand to be and make that which the individual was “ born to make. ” “ A musician must do music, an creative person must paint, and a poet must compose. ” These demands make themselves felt in marks of restlessness. The individual feels on border, tense, missing something, in short, ungratified. If a individual is hungry, insecure, non loved or accepted, or missing self-esteem, it is really easy to cognize what the individual is ungratified about. It is non ever clear what a individual wants when there is a demand for self-actualization. Self-Actualization needs – gaining personal potency, self-fulfillment, seeking personal growing and extremum experiences

Equity Theory on Job Motivation

John Stacey Adams, put frontward his Equity Theory on occupation motive in 1963. The theory acknowledges that subtle and variable factors affect each person ‘s appraisal and perceptual experience of their relationship with their work, and thereby their employer. However, consciousness and awareness of the wider state of affairs – and crucially comparison – characteristic more strongly in Equity Theory than in many other earlier motivational theoretical accounts.

Equity Theory theoretical account hence extends beyond the single ego, and incorporates influence and comparing of other people ‘s state of affairss – for illustration co-workers and friends – in organizing a comparative position and consciousness of Equity, which normally manifests as a sense of what is just.

When people feel reasonably or well treated they are more likely to be motivated ; when they feel below the belt treated they are extremely prone to feelings of alienation and demotivation. The manner that people measure this sense of equity is at the bosom of Equity Theory.

Equity, and thereby the motivational state of affairs we might seek to measure utilizing the theoretical account, is non dependent on the extent to which a individual believes reward exceeds attempt, nor even needfully on the belief that reward exceeds attempt at all. Rather, Equity, and the sense of equity which normally underpins motive, is dependent on the comparing a individual makes between his or her reward/investment ratio with the ratio enjoyed ( or suffered ) by others considered to be in a similar state of affairs.

Equity Equations


-Outcomes ( self ) / Inputs ( self ) = Outcomes ( other ) /Inputs ( other )

Underpayment Unfairness

Outcomes ( self ) / Inputs ( self ) & lt ; Outcomes ( other ) /Inputs ( other )

Overpayment Inequity

Outcomes ( self ) / Inputs ( self ) & gt ; Outcomes ( other ) /Inputs ( other )

Application of Equity Theory of Motivation

When a director is endeavoring to accomplish employee satisfaction, motive degrees, etc. so he should see Adam ‘s Equity Theory. Therefore, he should see the balance and instability that is seen in the inputs and end products of the employee. These inputs include:



Hard work








Trust in higher-ups

Colleague support

Personal forfeit, etc.

The end products for an employee include:

Fiscal wagess like addition wage graduated table, benefits, fringe benefits, etc.

Intangibles like acknowledgment, repute, duty, sense of accomplishment, congratulations, feeling of accomplishment, occupation security, etc.

Victor Vroom ‘s Expectancy Theory

The anticipation theory of motive is suggested by Victor Vroom. Vroom does non concentrate on demands, but instead focuses on results. Vroom separates attempt ( which arises from motive ) , public presentation, and results.

Vroom, hypothesizes that in order for a individual to be motivated that attempt, public presentation and motive must be linked. He proposes three variables to account for this, which he calls Valence, Expectancy and Instrumentality.

Anticipation is the belief that increased attempt will take to increased public presentation i.e. if I work harder, so this will be better. This is affected by such things as:

Having the right resources available ( e.g. natural stuffs, clip )

Having the right accomplishments to make the occupation

Having the necessary support to acquire the occupation done ( e.g. supervisor support, or right information on the occupation )

Instrumentality is the belief that if you perform good that a valued result will be received i.e. if I do a good occupation, there is something in it for me. This is affected by such things as:

Clear apprehension of the relationship between public presentation and outcomes – e.g. the regulations of the wages ‘game ‘

Trust in the people who will take the determinations on who gets what result

Transparency of the procedure that decides who gets what result

Valence is the importance that the single topographic points upon the expected result. For illustration, if I am chiefly motivated by money, I might non value offers of extra clip off.

Having examined these links, the thought is that the single so changes their degree of attempt harmonizing to the value they place on the results they receive from the procedure and on their perceptual experience of the strength of the links between attempt and result.

So, if I perceive that any one of these is true:

My increased attempt will non increase my public presentation

My increased public presentation will non increase my wagess

I do n’t value the wagess on offer

Vroom ‘s anticipation theory suggests that this person will non be motivated. This means that even if an organisation achieves two out of three, that employees would still non be motivated, all three are required for positive motive.

Crucially, Expectancy theory plants on perceptual experiences – so even if an employer thinks they have provided everything appropriate for motive, and even if this works with most people in that organisation it does n’t intend that person wo n’t comprehend that it does n’t work for them.

However, it could every bit use to any state of affairs where person does something because they expect a certain result. For illustration, I recycle paper because I think it ‘s of import to conserve resources and take a base on environmental issues ( valency ) ; I think that the more attempt I put into recycling the more paper I will recycle ( anticipation ) ; and I think that the more paper I recycle so less resources will be used ( instrumentality )

Therefore, this theory of motive is non about opportunism in wagess but about the associations people make towards expected outcomes and the part they feel they can do towards those results.

Reinforcement Theory

Reinforcement theory provinces that behaviour that is rewarded is likely to be repeated, whereas behaviour that has been punished is less likely to repeat. Reinforcement is an action that follows straight from a peculiar behaviour. Supports can be used in a figure of different ways:

A positive support strengthens desired behavior by supplying a wages e.g. an client service agent at the airdrome who took over her co-workers occupations because they were absent and dealt with all the issues at one time, she could be rewarded for her difficult work which might acquire her motivated to work harder and take up more undertakings at one time.

Punishment is an unsought effect that follows from unwanted behavior flight attender who is rude to her clients might acquire punished or be given a warning, this manner this behaviour might non happen once more.

Support can work efficaciously but in general, positive support might be the most effectual action because as it states behavior that is rewarded is likely to be repeated.

Many childs find confect to be honoring. If they sit softly in their chairs for five proceedingss and you give them each a sweet, those childs will larn to sit softly. The confect ( Consequence of Reward ) is used to increase the behaviour of sitting softly. So, we have discovered a Reward.

And so the following clip your partner spends the afternoon cleaning up some Myxocephalus aenaeus corner of the cellar wholly you have to make is give them a confect saloon and following hebdomad find him in the bathroom scouring out the bath, this is non likely to go on. Candy maps as a wages in some fortunes, but confect has no consequence in others.

2 Identify a company presently turn toing motive jobs at work and measure their attempts

Kani Lanka Resort ‘s presently motive jobs at work and an rating of their attempt

Kani Lanka Resorts is a luxury resort which is located in Kalutara Sri Lanka and is an ideal topographic point for a quiet relaxing holiday. It used to provide for the International Market, but due to the low tourer reaching during the last phases of the civil war in the state, the resort started to provide for the domestic touristry market. This resulted in low room rates every bit good as low tourer reaching. As such the following jobs have been identified in relation to the Motivation in the work topographic point:

Fiscal Motivational Problems:

Low wage and compensation bundle for the employees

Due to low reaching of foreign tourer employees have less tips

Year terminal fillip is non being paid because of the fiscal troubles.

Non Financial Motivational Problems:

Long on the job hours and heavy work burden

In equal preparation and development for the staff

No acknowledgment or grasp has been given to staff even though they have worked really hard for low wage.

Due to be cutting the quality of nutrient served to staff has been hapless

Disgruntled staffs have had minutes of confrontation with the people of the country.

The Impact of this has been that staff turnover has been really high, peculiarly among Kitchen staff, Room Boys and eating house Waiters. This possibly because since there are merely a few staff, the work burden is much heavy compared to the wage.

Most of the staff is non provided in-house preparation in a proper continued footing hence this consequence in unqualified staff, improper working attitude and ailments from tourers at the hotel.

Due to the low wage the Resort is besides unable to pull qualified and trained staff, which largely prefers much more moneymaking occupations abroad in Middle East.

The employees and particularly the junior staff of tend to be non covering nicely with riders. The cause as explained by one staff indicates that the employees themselves work difficult and are undervalued and have to work many hours without a interruption this leaves them exhausted and stressed and makes it difficult for them to cover nicely to guest. Not merely will at that place be a high turnover but besides Kani Lanka might lose more clients over clip because of the bad client service of the unmotivated and tired employees.

Kani Lanka Resort ‘s Low Salaries.

It is clear that Kani Lanka staff do non acquire the rewards they deserve for the difficult work they put in. Long hours of work, with no remainder clip, which should ensue in better compensation bundles and better wage. Kani Lanka might necessitate an Union non merely will the turnover lessening but besides the companies repute might acquire better, inexpensive Rooms Rates might non be plenty in the long tally to be successful as a most resorts have reduced their monetary values.

It is of import for any company to understand that without their employees there is no concern, every employee should be treated just plenty and should been given a working environment they can get by with. Working 12 hours without a interruption is cold ; paying for preparation or uniforms is surely non acceptable particularly in a company where the employees are underpaid.

As mentioned before in this assignment it explains that human resource direction plays a cardinal function in the success of the operations undertaking in preparation and actuating the right sort of forces for the organisation, human resource direction is responsible for how people are treated in an organisation, assisting them execute their work and work outing jobs that might originate.

The inquiry that here is: Is at that place a human resource direction section in Kani Lanka organisation? If there is one than it does non look that this section is of any aid for the employees or for the organisation itself. In overall it seems that there is no motive from the employees because Kani Lanka does non look to cognize how to actuate their ain staff which leads to moo morale because they are surely non satisfied this once more leads to hapless work, absenteeism, and high rates of turnover.

Researching the relationship between the effectual employment of appropriate enlisting and choice schemes and their impact on staff motive.

Staff Selection and Recruitment

Careful enlisting of the right sort of forces is an of import measure, enlisting should be seen as a powerful tool in itself for heightening and keeping the administration ‘s standing and image. For Kani Lanka in this instance, it is necessary to cognize that their high turnover is impacting their repute as an overall company, it might be easy for the clip being to engage new employees every clip an employee leaves the company possible but with clip when more people leave Kani Lanka the repute of the company and its image might acquire earnestly affected and as a consequence it can acquire difficult to employee new staff. There are certain stairss a company has to travel through to enroll new staff from vacancies to set uping interviews and develop the new employees but most of import that when these stairss are taken and developing and development follows after the enlisting procedure it can hold a major positive affect on the company.

Recruitment Methods Used by Kani Lanka and the Impact It Has On Staff Motivation.

Kani Lanka follows the normal process of enrolling new staff get downing from advertisement and vacancies to questioning and proving and than preparation but it does fall out on the proper preparation and development some staff has no preparation one time they join the Resort. They arrange interviews by directing out letters to successful appliers where the interview is held at a locale and everyone has to travel through a trial those who are successful are to be interviewed. The successful interviewers will than be recruited and trained by Kani Lanka. Training and development might be hapless but it has to be understood by Kani Lanka that developing chances provided by them can assist make personal occupation satisfaction and assist them retaining their forces.

It does non look that Kani Lanka itself put much attempt in the preparation process and hence many employees get unmotivated provide hapless work consequences, are ill-mannered to clients because they are stressed out and might non cognize how to cover decently with their undertakings because the preparation has been hapless and as a consequence to that they leave their occupations.

Conclusion Motivation is the indispensable tool to assist cut down high turnover as this assignment has shown if it was for Kani Lanka employees the chief ground for the high turnover is the fact that they are non motivated plenty and make non hold a high morale. There are different theories that could be put in pattern to work out this issue and to assist the directors at this Resort and larn the grounds for occupation dissatisfaction of their employees, their grounds for non executing good at their current occupation and what could assist them make work out these jobs.

In overall different motive theories could assist Kani Lanka directors cut down staff turnover. The preparation staff choice and enlisting goes through the ordinary phases chiefly all staff can merely be recruited by using through vacancies on their web site or via occupation bureaus, but staff has to pay for developing upfront, this is a chief concern as one of the most of import tool to motive is by developing the employees and assist them to develop their accomplishments.


It is of import to place here that there are two kinds of motivational jobs. One is intrinsic motivational job while the other is extrinsic motivational job.

Intrinsic motive comes from wagess built-in to a undertaking or activity itself – the enjoyment of a mystifier or the love of playing ( Deci, 1972 ) . Intrinsic motive refers to motivation that comes from inside an person instead than from any external or outside wagess, such as money or classs.

Extrinsic motive comes from outside of the performing artist. Money is the most obvious illustration, but coercion and menace of penalty are besides common extrinsic motives.

Here it is of import to place that the motivational jobs found in kani lanka are both intrinsic and extrinsic motive, but more jobs are of intrinsic motive.

For every company it is of import to hold a to the full functional Human Resource section, director or an executive who is to the full cognizant of the HR constructs. This helps pull off staff and use HR constructs in pull offing the staff which will enable the company to hold effectual and extremely motivated staff.

Sing the instance of Kani Lanka for illustration an HR individual will be able to place how an employ can be motivated, this will assist them to handle their staff decently because without them the company could non run.

Not all motivational tools need to be fiscal wagess it can be non fiscal wagess as good. To cover with the three motivational jobs in footings of fiscal facets faced by kani lanka the undermentioned methods can be used to actuate the employees.

Fiscal Motivational Problems:

Since one motivational job is low salary and compensation to the employees Kani Lanka can invent the salary harmonizing to seasonality. For illustration months where there are more tourist reachings such as New Year and Christmas, can be identified and to these months a little addition in salary can be arranged so as to actuate the employees.

To counterbalance low tips due to low reaching of foreign tourer, Kani lanka can educate the foreign tourer about T he fiscal state of affairs of the company and the troubles faced by the employees and seek to carry the tourer to tips liberally, which might assist actuate the employees.

Kani Lanka can supply a little twelvemonth terminal fillip which goes a long manner instead than non paying fillip at all. This will demo that even when the fiscal state of affairs is worse the company still pays fillip, which means that when the fiscal state of affairs is better the company will pay more.

Non Financial Motivational Problems:

Kani Lanka should place the peak work burden and off peak work burden and seek to concentrate more staff into that clip period instead than holding equal staff in all the displacements.

In equal preparation and development for the staff is a major issue. Kani lanka can take preparation as an investing and seek to develop the people. This would actuate the staff and aid retain them.

Kani lanka can keep an one-year employees twenty-four hours where by household and friends of employees are invited and plaques and certifications of grasp given to the staff which will go a immense motivational factor.

The nutrient provided to the tourers could be increased a small and this can be served to the staff which would non go an extra cost to the resort.

Once the staff are motivated staff will non be disgruntled hence communal inharmoniousness can be avoided, and the people of the country can be invited to tiffin and or dinner and introduced to staff whereby relationship can be built.

Kani Lanka seems non to care about their repute ; the high turnover is a major issue and it should be decreased, appliers looking for a occupation in the hereafter would non desire to use for Kani Lanka because of its bad repute and image towards employees. The staff tends to be ill-mannered to clients and deficiencies in its client service it does non count that the rates of the resort are cheap.

Customers hence will travel to other Resorts with the same monetary values as Kani Lanka but with better client service. This motive job that is Kani Lanka is presently turn toing will hold non merely an impact on staff turnover but besides on its image and maybe their net incomes in the hereafter.

The staff is underpaid and it would be a good thought if Kani Lanka would travel with a brotherhood this will assist the employees holding to procure that there will be help if they might necessitate it and the employees salary might increase. Training should be continuously to assist them develop their accomplishments at their occupations. Furthermore it is from major concern to turn to the grounds of the high turnover which are the fact that the employees have to pay for preparation, staff is non appreciated, work many hours with less interruption and are underpaid. In consequence of work outing these issues the employees will be motivated, have higher morale and bring forth better work.

Different solutions are at that place to assist actuate their staff for illustration by giving them inducements such as wagess and fillips or installations to such as gym ranks this will assist them experience appreciated and valued for the work they produce. As last non to bury clients will besides be treated better which decreases the opportunity of losing the concern and boosts up the repute and image of Kani Lanka


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