Work motivation Case Study Example | Topics and Well Written Essays - 1000 words

Work penury - courting Study ExampleExamples of experts leaving this company to go and work i nonher companies include Elizabeth Pedersen and Ola Rennemo. Their work motivating can be explained through a number of theories including Maslow hierarchy of needs motivational model, Herzberg motivational possible action, and McClellands motivational needs theory. This paper expounds these three motivational theories in relation to Norsk Petroleum case study. Maslows hierarchy of needs Maslows hierarchy of needs is one of the theories that describe drive and enthusiasm to work. It is substantial to posit that Maslow categorized individual needs and aspirations into five categories. These include psychological needs, safety needs, social needs, esteem, and at long last self actualization. This theory is best illustrated by the use of a pyramid that begins at the base and continues or progresses up. This theory corresponds to the precedence or the main concern of the desires and requi rements of gentleman beings. These desires can further be split up into deuce groups with bodily somatogenetic desires or requirements being symbolized at the base and emotional requirements being symbolized at the top. In Maslows theory, displeasure in human beings is considered a significant stimulator for human actions. Maslow elucidated the fact human beings have their own individual desires and when one desire is attained, other desires come up. However, individuals may even not be conscious of what is happening (Bagad, 2008). That is the case with Elizabeth Pedersen and Ola Rennemo. Despite being awarded more privileges, they eventually leftfield the organization for self-actualization due to their ambitions. Ola had to meet his needs and requirements to be closer to family while the reason for Elizabeths resignation was purely as a result of ambitions hence she was seeking self actualization. Herzberg motivational theory Herzberg motivational theory is in any case referr ed to as the two-factor motivational theory. In creating this theory, Herzberg did a study whereby he questioned two hundred engineers and accountants in nine different organizations on the instances when they were motivated and instances they were displeased with their work. In his findings, he assert that motivation in the workplace is determined by appreciation and achievements. Therefore, less compensation for work through with(p) may result to individuals being displeased in their work but on the other manus over compensation may not necessarily mean that an individual is pleased. According to him, issues that contribute to motivation in the workplace are directly connected with satisfaction. Discontentment is cause by issues related to settings and physical conditions in the workplace. He proposed that motivation is contributed by accountability, accomplishments, appreciation, as well as progression and development (Bagad, 2008). Elizabeth had make up an opportunity to lead her own team of engineers hence this motivated here to take the new assignment. He further argued that work itself is a factor causing motivation. Ola wanted to take the near his family. Therefore, his needs were accomplished. McClellands motivational needs theory McClellands motivational needs theory elucidates the fact that individuals add up inspiration in the workplace through three requirements. According to Bagad (2008), these requirements include the need for success, need for turn and authority, and the need for attachment and relationships. Since Elizabeth was well paid and she declined a salary increase as well as other added privileges, she had the need for influence and authority. She was seeking larger and superior duties of accountability since she was to supervise various teams of engineers and also bargain novel agreements with dealers and