(Tiểu luận) principles of management report motivation analysis

FOREIGN TRADE UNIVERSITY FACULTY OF BUSINESS ADMINISTRATION ==================================== PRINCIPLES OF MANAGEMENT REPORT MOTIVATION ANALYSIS Group 4, VJCC, K60 Lecturer: Mr Hoang Anh Duy Credit class: QTR303E Group members: Nguyễn Gia Đạt Trần Duy Khang Ngô Thùy Dương Phạm Hồ Thu Thủy Nguyễn Lê Minh Anh Vũ Khánh Huyền Lê Thị Luyện Nguyễn Thu Thủy Nguyễn Thị Kim Anh Ha Noi – 12/2021 TABLE OF CONTENTS I INTRODUCTION II LITERATURE REVIEW Motivation 1.1 Definition 1.2 Types of motivation 2 Theories of motivation 2.1 Maslow’s Hierarchy of Needs Theory 2.2 Alderfer’s ERG Theory 2.3 Herzberg's 2-factor Theory 2.4 McClelland’s Three-need Theory 2.5 McGregor’s Theory X and Theory Y 2.6 Expectancy Theory 2.7 Equity Theory 10 III FINDINGS AND ANALYSIS ON MOTIVATION OF THE VIDEO 11 Expectancy theory 11 Hierarchy of need 11 Two factor theory 12 IV RECOMMENDATIONS 13 For Coach Carter 13 For all managers .13 V CONCLUSION 14 VI REFERENCES 14 VII JOB DESCRIPTION 15 I INTRODUCTION Motivation continues to be a well-searched topic both by academics and commercial firms Motivation is an important life skill The reason it is important is because every person on this earth is unique and has a purpose To steward your purpose well, you have to be motivated to work towards your goals which helps your dreams become a reality Not just for your sake, but the sake of others as well In management, motivation is the core A team of highly qualified and motivated employees is necessary for achieving the objectives of an organization The findings show that motivation is very important to individuals and managers have a hard task motivating their employees The purpose of this report is to provide an insight into motivation through the process of analyzing different theories, such as Hierarchy of Needs Theory by Maslow, ERG Theory developed by Clayton Alderfer, Theory X and Theory Y by Mcgregor, The Two-Factor Theory of Motivation – Hygiene and Motivational Factor of Herzberg, Expectancy Theory by Victor H Vroom, and Equity Theory of J Stacy Adams An effective leader should understand motivating methods and know how to apply them in the management practices of staff or team members Thus, our group would like to share this scene from the movie Coach Carter about how a coach motivates his students Ken Carter becomes the new coach of a basketball team The players had poor performance in the previous season and had disrespectful manners Therefore, Carter with tough rules and great motivating skills had brought the team back on track and guaranteed the members qualify for college or not to end up in prison We hope that after our presentation, you will gain a better understanding of the importance of motivation II LITERATURE REVIEW Motivation 1.1 Definition Motivation is a process in which individual efforts are energized, oriented and reinforced In the work goal context the psychological factors stimulating the people’s behavior can be: desire for money; success; recognition; job satisfaction; meaningful teamwork experiences; relationships; etc The three key elements in motivation are intensity, direction, and persistence Intensity: It describes how hard a person tries This is the element most of us focus on when we talk about motivation Direction: High intensity is unlikely to lead to favorable job-performance outcomes unless the effort is channeled in a direction that benefits the organization Therefore, the quality of effort as well as its intensity matters Effort directed toward, and consistent with, the organization’s goals is the kind of effort once should be seeking Persistence: It measures how long a person can maintain effort Motivated individuals stay with a task long enough to achieve their goal 1.2 Types of motivation There are types of motivation: Intrinsic and extrinsic motivation Intrinsic motivation involves performing a task because it’s personally rewarding to you Extrinsic motivation involves completing a task or exhibiting a behavior because of outside causes such as avoiding punishment or receiving a reward 2 Theories of motivation 2.1 Maslow’s Hierarchy of Needs Theory Maslow was a psychologist who proposed that within every person is a hierarchy of five needs The lowest level needs in the pyramid are basic needs and unless these lower-level needs are satisfied people not look at working toward satisfying the upper-level needs Physiological needs: These are biological requirements for human ưzsurvival, e.g air, food, drink, shelter, clothing, warmth, sex, sleep Safety needs: Once an individual’s physiological needs are satisfied, the needs for security and safety become salient People want to experience order, predictability and control in their lives Social needs: After physiological and safety needs have been fulfilled, the third level of human needs is social and involves feelings of belongingness Esteem needs: Are the fourth level in Maslow’s hierarchy - which Maslow classified into two categories: esteem for oneself (dignity, achievement, mastery, independence) and the desire for reputation or respect from others (e.g., status, prestige) Self-actualization needs: Are the highest level in Maslow's hierarchy, and refer to the realization of a person's potential, self-fulfillment, seeking personal growth and peak experiences The leader will have to understand at what level the team members are currently, and seek out to help them to satisfy those specific needs and accordingly work to help fulfill those needs This will help the team members perform better and move ahead with the project 2.2 Alderfer’s ERG Theory Alderfer’s ERG theory suggests that there are three groups of core needs: existence (E), relatedness (R), and growth (G)—hence the acronym ERG These groups align with Maslow’s levels of physiological needs, social needs, and selfactualization needs, respectively Document continues below Discover more Advanced from: Speaking II TAN204 Trường Đại học… 42 documents Go to course 90 Effective Meeting textbook Advanced Speaking II 100% (1) Sample presentation script Advanced Speaking II None KẾ HOẠCH TỔ CHỨC Trade FAIR Advanced Speaking II None Describe an interesting animal Advanced Speaking II Speaking None Advanced Speaking II 129 Speaking II Final Update Advanced Speaking II Existence needs concern our basic material requirements for living These include what Maslow categorized as physiological needs (such as air, food, water, and shelter) and safety-related needs (such as health, secure employment, and property) Relatedness needs have to with the importance of maintaining interpersonal relationships These needs are based in social interactions with others and align with Maslow’s levels of love/belonging-related needs (such as friendship, family, and sexual intimacy) and esteem-related needs (gaining the respect of others) Growth needs describe our intrinsic desire for personal development These needs align with the other portion of Maslow’s esteem-related needs (selfesteem, self-confidence, and achievement) and self-actualization needs (such as morality, creativity, problem-solving, and discovery) Alderfer proposed that when a certain category of needs isn’t being met, people will redouble their efforts to fulfill needs in a lower category For example, if someone’s self-esteem is suffering, he or she will invest more effort in the relatedness category of needs None None 2.3 Herzberg's 2-factor Theory Frederick Herzberg’s two-factor theory (also called motivation–hygiene theory) proposes that intrinsic factors are related to job satisfaction, while extrinsic factors are associated with job dissatisfaction Hygiene factors (dissatisfiers): Are the factors that eliminate job dissatisfaction, but don’t motivate Motivation factors (satisfiers): Are the factors that increase job satisfaction and motivation The factor that differentiates two-factor theory from the others we’ve discussed is the role of employee expectations According to Herzberg, intrinsic motivators and extrinsic motivators have an inverse relationship That is, intrinsic motivators tend to increase motivation when they are present, while extrinsic motivators tend to reduce motivation when they are absent This is due to employees’ expectations 2.4 McClelland’s Three-need Theory McClelland affirms that we all have three motivating drivers, which not depend on our gender or age One of these drives will be dominant in our behavior The dominant drive depends on our life experiences Need for Achievement (nAch): The drive to succeed and excel in relation to a set of standards It is a need to accomplish and demonstrate one's own competence People with a high need for achievement prefer tasks that provide for personal responsibility and results based on their own efforts  They also prefer quick acknowledgement of their progress Need for Affiliation (nAff): The desire for friendly and close interpersonal relationships It is a need for love, belonging and social acceptance People with a high need for affiliation are motivated by being liked and accepted by others  They tend to participate in social gatherings and may be uncomfortable with conflict Need for Power (nPow): The need to make others behave in a way that they would not have behaved otherwise The need for power is the desire within a person to hold control and authority over another person and influence and change their decision in accordance with his own needs or desires The need to enhance their self-esteem and reputation drives these people and they desire their views and ideas to be accepted and implemented over the views and ideas of others High achievers focus on their own accomplishments, while good managers emphasize helping others accomplish their goals McClelland showed that employees can be trained to stimulate their achievement needs by being in situations where they have personal responsibility, feedback, and moderate risks Indeed, good managers make a difference 2.5 McGregor’s Theory X and Theory Y Theory X and Theory Y refer to two styles of management – authoritarian (Theory X) and participative (Theory Y) Theory X workers could be described as follows: • Individuals who dislike work and avoid it where possible • Individuals who lack ambition, dislike responsibility and prefer to be led • Individuals who desire security The management implications for Theory X workers were that, to achieve organizational objectives, a business would need to impose a management system of coercion, control and punishment Theory Y workers were characterized by McGregor as: • Consider effort at work as just like rest or play • Ordinary people who not dislike work • Depending on the working conditions, work could be considered a source of satisfaction or punishment • Individuals who seek responsibility (if they are motivated) The management implications for Theory X workers are that, to achieve organizational objectives, rewards of varying kinds are likely to be the most popular motivator The challenge for management with Theory Y workers is to create a working environment (or culture) where workers can show and develop their creativity 2.6 Expectancy Theory Vroom’s expectancy theory of motivation says that an individual’s motivation is affected by their expectations about the future Expectancy Theory is based on three elements: • Expectancy: The belief that your effort will result in your desired goal This is based on your past experience, your self confidence and how difficult you think the goal is to achieve • Instrumentality: The belief that you will receive a reward if you meet performance expectations • Valence: The value you place on the reward The three elements are important behind choosing one element over another because they are clearly defined: effort-performance expectancy (E>P expectancy) and performance-outcome expectancy (P>O expectancy) • E>P expectancy: Our assessment of the probability that our efforts will lead to the required performance level • P>O expectancy: Our assessment of the probability that our successful performance will lead to certain outcomes The key to expectancy theory is understanding an individual’s goal and the linkage between effort and performance, between performance and rewards, and finally, between rewards and individual goal satisfaction It emphasizes payoffs, or rewards 2.7 Equity Theory Equity theory, developed by J Stacey Adams, proposes that employees compare what they get from a job (outcomes) in relation to what they put into it (inputs), and then they compare their inputs-outcomes ratio with the inputsoutcomes ratios of relevant others If an employee perceives her ratio to be equitable in comparison to those of relevant others, there’s no problem However, if the ratio is inequitable, she views herself as underrewarded or overrewarded When inequities occur, employees attempt to something about it The result might be lower or higher productivity, improved or reduced quality of output, increased absenteeism, or voluntary resignation 10 The referent - the other persons, systems, or selves individuals compare themselves against in order to assess equity - is an important variable in equity theory Managers should consider openly sharing information on how allocation decisions are made, follow consistent and unbiased procedures, and engage in similar practices to increase the perception of procedural justice III FINDINGS AND ANALYSIS ON MOTIVATION OF THE VIDEO Expectancy theory Coach Carter understands the wants and needs of the team players: playing basketball He makes them understand that if they want to achieve their dreams, they have to have a back up plan for a better life - going to college Besides, he shows the truth that if they don’t go to college, they are likely to get arrested and be sent to prison The expectancy is that the students will expect that if they start to make effort in studying, their school performance will improve and the instrumentality is that they expect improved performance leads to a good outcome: they will go to university and wont be sent to prison Coach Carter emphasizes the importance of going to college that will ensure the students can play more basketball and possibly join the NBA Moreover, their lives and their parents’ lives can be better if they succeed in going to college So if the team wish to succeed then improving their education to continue playing sport is of high valence to the team Hierarchy of need This concept is often displayed as a hierarchical pyramid with levels based on basic categories of human’s needs: physiological, safety, love, esteem and self-actualization It proposes that people are motivated to fulfill basic needs before moving on to meet higher-level needs In this video, Coach Carter skip physiological needs assuming that for his students, these needs are already met He focused on higher level needs such as safety, esteem and self actualization 11 Firstly, he used statistics to prove that going to college will help them fulfill their safety needs since it will prevent them from being arrested like other black men in the US and furthermore, provide them with a better life It can be inferred that going to college can help them pay their bills, have a safer place to live, etc He also mentioned their esteem needs: Young African American men will be respected more if they receive higher education, for example: college Furthermore, studying helps the students have a sense of respect for themselves and for others, one thing they have never experienced In the movie, the first lesson coach Carter taught them is respect And we can see after a while, some of the students actually learn how to respect themselves and treat others with respect Last but not least, Coach Carter took care of the students’ self actualization needs He proved to the students that studying not only helps them get into college but also betters them as a human being He gave the students a question to reflect on “Look at your parent's lives, and ask yourself I want better”, which made them realize what they need in order to gain a sense of fulfillment: having a better life And he ended the talk with a call to action “If the answer is yes, I’ll meet you here tomorrow.” This also helps them have a sense of purpose and encourages them to perform regular tasks geared toward that purpose Two factor theory This theory suggests that there are two separated sets of factors in the working environment: one reduces the dissatisfactions while the other served as motivators Hygiene factor: If the students study and are able to get into college, their chances of being arrested would be reduced This makes the students understand the importance of studying, therefore reduces their resistance to the idea of studying hard to get into college 12 Motivator: Going to college would provide them a better life than their parents’ This makes the students realize the benefits of studying for their future, and motivates them to get into college IV RECOMMENDATIONS For Coach Carter It can be seen that Carter is a good coach because he deeply understood his students’ expectations and backgrounds By showing the students accurate statistics, he was able to persuade them to make great efforts in improving their academic performance Also, he promised to everything in his power to help them achieve their goals, which planted strong belief and motivation in them However, there are some inevitable limitations: • This method of motivation can only be implemented to Y people with high responsibility and desire to succeed With X people who are irresponsible, lazy and pay no attention to their true lives, this method can hardly be implemented • Going to college can be a way to succeed but not everyone is able to enter university They may struggle financially or their family is unable to provide for them and also their background of knowledge might not be qualified for college We find a few recommendations for the coach as follows: • Apply this method to Y people to have the best result • Have a deeper understanding of students’ background and apply for each suitable situation For all managers Find out what motivates your employees and apply different motivating methods accordingly: Understanding employees’ needs and concerns will help managers create a harmonious working relationship and earn trust and respect from them Since their needs and abilities are subject to change anytime, a good 13 manager needs to be flexible in their decision making and applying the suitable techniques of motivation based on their current wants, needs and concerns Provide them opportunities and encourage them to develop more: Employees expect their jobs to bring a significant sense of purpose to their lives When employees are given opportunities to show off their potential, they will feel they are valued and respected Moreover, not all employees are self-motivated so it is vital for managers to inspire and support them to work harder and achieve higher goals V CONCLUSION One of the most important functions of management is to create willingness amongst the employees to perform to the best of their abilities Therefore the role of a leader is to arouse interest in the performance of employees in their jobs We can say that motivation is a psychological phenomenon which means the needs and wants of the individuals have to be tackled by framing an incentive plan This report was motivated by the growing importance of motivation in management, and our limited understanding in it The purpose of this report was to understand what is motivation and various motivation theories In this regard, six theories were studied, which investigated different motivational methods and approaches These theories provide several findings, theoretical insights and contributions Furthermore, with a motivational scene from “Coach Carter”, we hope to provide adequate knowledge regarding motivation for readers of this report VI REFERENCES Motivation Theories [5 Famous Motivation Theories] McClelland’s Three Needs Theory: Power, Achievement, and Affiliation Management Study Guide: What is Motivation? Employee Motivation Theories: Vroom Expectancy Motivation Theory Things the Smartest Leaders Do to Motivate Their Employees 14 Coach Carter Movie Clip – A Better Life (2005) Stephen P Robbins, Mary A Coulter - Management (2017, Pearson) VII JOB DESCRIPTION Team Presentation Person in Task charge Nguyễn Gia Introduction Đạt Conclusion Ngô Thùy Hierarchy of needs Dương Two factors theory Lê Thị Luyện Expectancy theory Nguyễn Lê Pros and cons Minh Anh Recommendations Theories of Nguyễn Thị Kim Anh motivation: 2.1, 2.3, - Findings and 2.5 & 2.7 analysis on motivation - Introduction Report Phạm Hồ Thu of the video (with the Thủy Trần Duy - Theories of help from group motivation: 2.6 members) - Conclusion - Recommendations - Motivation - Theories of Khang motivation: 2.2, 2.4 Hierarchy of needs Vũ Khánh Two-factor theory Huyền Expectancy theory Design Introduction and conclusion Nguyễn Thu Pros and cons Thủy Recommendations 15 More from: Advanced Speaking II TAN204 Trường Đại học… 42 documents Go to course 90 Effective Meeting textbook Advanced Speaking II 100% (1) Sample presentation script Advanced Speaking II None KẾ HOẠCH TỔ CHỨC Trade FAIR Advanced Speaking II None Describe an interesting animal Advanced Speaking II More from: None K61.FTU ĐỖ NGỌ… 47 Trường Đại học Ngoạ… Discover more 12 HƯỚNG DẪN VIẾT TIỂU LUẬN MÔN HỌC Triết học Mác Lênin None Tip for short report 2022 Business Economics None Lecture-4 - hihi thiss issss a reporttttt Triết học Mác Lênin None Chapter 29 Introduction to… Principles of management Recommended for you None 23 KLE - BIG4 Practice TEST accounting 146 ACCA AFM Note Opentution accounting 100% (2) 100% (1) Letter of apology ịiifb vvhughfdb hfbufibhi accounting 100% (1) - sách hay accounting 100% (1)