Briefly explain the difference between content and process theories, and outline one of the process theories covered in the lecture
Content Theories set out to explain the things which motivate people while at work. This is the physical actions that motivate them. These theories focus on people’s needs, and how these needs can allow them to become motivated in the work place. If management focus on their staffs needs it means they can bring out peoples strengths, and allow them to follow set goals. Content theories focus on the nature of needs, and how these needs allow people to feel motivated. Theoris which fall into the Content category are Maslow, Aalderfer, Herzberg and McCelland.
Whereas process theories focus on how behaviours is sustained, initiated and directed. Therefore by focusing on identifying the relationship among the vital variables which create motivation for individuals’ means management can see what exactly makes that individual motivated, and so furthering their understanding of how to motivate that person. The main ideas which fit into the Process theories are the expectancy-based models, Equity theory, Goal theory and Attribution theory.
Vroom Is a expectancy theorist, and was the first person to specifically propose a theory based on motivation of the workplace. His theory, is based around the abbreviation of VIE – this stands for valence, instrumentality, and expectancy. (Web-Books, 2011)
The theory focuses on how people are very individualistic and like different outcomes from the effort that they put in. You may put in a lot of effort, to gain an outcome, but if you do not gain the particular outcome, you may become de-motivated. Vroom also explores the idea of what happens if the outcome you desired is not as good as you expected. People expect to get certain things from effort that they put in. For example if you study for a test, you expect to get a good mark, but what happens if you do not get a good grade? Or by getting a good grade you get no real reward, for example if it was just a practice test.
Valence is a term used to describe the desirability for a particular out come to the individual. There is in Vrooms case a distinction between first and second level outcomes. With the idea that first level outcomes are performance related and second level outcomes are need-related .
Choose one organisation and identify all the ways in which they motivate their employees. Use primary research and/or secondary sources. This information can often be found within the careers section of the website for that organisation
John Lewis has a strong reputation for being a well-established trusted business, not only in terms of customers but also for their partnership program. The partnership agreement means that employees are not seen as staff, they are seen as partners in the business, and no matter who you are, whether you are on the top of the hierarchy or just work weekends, you are seen as being important. John Lewis’s employment website (Lewis, 2011) states that john Lewis is “A place where customers love to shop as much as you’ll love to work”
The way John Lewis take so much pride in the company, and the way in which the staff members are treated with a lot of respect and can earn back a bonus means that there staff members are very motivated. One main aspect that also motivated employees is John Lewis’s extensive Training program.
(Lewis, 2011)
The training that John Lewis offers, is something that they love to publicise, and has a website section dedicated to it. They have a 5 point policy regarding training:
We’ll encourage you to fulfil your potential by:
- Helping you to learn as much as you can about the Partnership and our activities
- Providing information and training to help you carry out responsibilities better
- Helping you develop the skills and knowledge to grow as the business changes
- Encouraging changes of responsibility on a trial basis if necessary
They also offer management training schemes, in order help people work their way up from less senior positions to work to their full potential
As Vroom states, people get motivated by the realisation that they will receive just reward from the actions/effort that they put into the job, and clearly by their management, profit share,
and consolation processes John Lewis do follow this idea of motivational technique.
Brief conclusion which evaluates your findings of this topic
It is clear that motivation is a very important aspect for a business to function at its full potential. A perfect business idea or product could be rewind by de-motivated staff and for this reason people take the idea of motivation very seriously. However this further suggests that motivation is very individualistic and that employees need to build a strong relationship to see what motivational technique best suits that individual.
Bibliography
John Lewis Shares £194 mln Bonus Pot (2011) Directed by RutlersVideo. http://www.youtube.com/watch?v=2tX2GiDm5Ug&feature=fvst Youtube. [http://www.youtube.com/watch?v=2tX2GiDm5Ug&feature=fvst].
Lewis, J. (2011) John Lewis Partnership [online]. Waitrosejobs. Available from: http://www.waitrosejobs.com/ [Accessed: 20 oct 2011].
Lewis, J. (2011) Training and Development [online]. John Lewis. Available from: http://www.waitrosejobs.com/your-career/training-development.htm [Accessed: 20th oct 2011].
Web-Books (2011) Motervating Employees. Image: Online- Microsoft.
A detailed blog, with theory differences clearly given and expectancy theory detailed in depth showing your knowledge and understanding. Good work on organisational motivators culminating in the you tube link, well done.
ReplyDeleteCheck referencing.