“ To motivate someone we must know him, know what he likes and dislikes, what his goals are and what he is running away from. Only in this way can we meet his wishes and help him avoid what he fears. (Estr @ tegia Magazine. 2007).
Motivation is a term of desires and impulses that a person feels to carry out an activity or fulfill a goal, it is a combination of processes that lead us to act in a certain way. Motivation in companies is a very important factor, since it allows the worker to be more interested and to try to achieve his objectives and those of his company, at present it is a very important element in the administration, therefore it is important Knowing it, and even more mastering it, only then will the organization be in a position to form a solid and confidential organizational culture.
In the administration there are approaches and theories all based on the motivation, and needs of the people in the organization.
Mainly we will talk about Maslow's pyramid, better known as the theory of the motivation of human needs, which says and explains in its theory how the most basic needs are satisfied, that is, the lower part of the pyramid (physiological, security, affiliation) people develop higher needs and desires which is the upper part of the pyramid (recognition and self-realization), that is to say that every time they meet a need immediately the person's attention is focused on another need; When a person integrates his lower needs, even in a referential way, he begins to feel higher needs that are what create the motivation to satisfy them.
With the previous theory it can be observed that people in an organization are satisfying the needs of the lower level but that thanks to the motivations and support they receive in their work environment they will also aspire to satisfy the needs of the higher level and in this way will have a personal and work growth.
Hygiene theory of motivation, modified by Frederick Herzberg, which is known as that of the two factors, the satisfiers and the unsatisfiers, in the needs they found politics, interpersonal relationships, work and personal life which I call non-motivating unsatisfactory; I characterize the motivating satisfiers as being or producing desires to work and the recognitions that are obtained at work, promotions since this way they will have a professional and personal growth.
The unsatisfactory factors do not have much validity since they do not motivate the people who work within an organization, and the administrators must take into account the satisfaction factors since they are those that generate a high degree of satisfaction because they will do more to do a good job in exchange for a recognition or intensive. But it is also important that both factors work since if only the hygienic or dissatisfying factors work, the worker will not be dissatisfied but not motivated, and if motivational or satisfactory factors are used and not the hygienic ones, the worker will be dissatisfied; there will only be motivation when both factors are working perfectly.
This theory is raised by Víctor Vroom and expanded by Poster and Lawler, it is that of expectation, which says that what motivates individuals within an organization are the actions they carry out in favor of achieving the proposed goals through specific objectives, The combination of the following three elements is what produces motivation according to the intensity that it is given. Strength: preference and dedication given to achieve motivation; Valencia: intensity of effort made to achieve the objective; and Expectation: the force that was made leads to the fulfillment of the final objective. Which is applied with the following formula: motivation = V x E x M. With this theory, it is explained that for a person within an organization to be able to fulfill their goals, they must be very clear about their objectives, and dedicate time and strength to reach where they are expected and how they are expected.
The theory of equity explains the effect of the motivation that administrators give to the individuals who work in their organization, since they compare their situation with others and that will be taken as a reference; In this theory, individuals can make comparisons with any person either from the same organization or with others and according to how they will react, they will react.
Therefore , people should always be motivated and incentivized very well, being very equitable since, on the contrary, they may be discouraged in their work and will not perform the same if they know that other people are better motivated, but if they know that the motivation is equitable or even better then they will make more efforts and perform much better in their work. Administrators must reward or incentivize employees equally and have no preferences because if they are treated equally they will work and strive.
In this theory of goal setting it is said that determined goals are what lead to valuable work. This theory is supported by Edwin Locke who said that in order to achieve an excellent job the goals must be very clear since it is a motivation at work, and acts as an internal stimulus. It is very good that the established goals are difficult, since the easy goals are more acceptable but if the employee perceives it as a challenge, he will make an effort and exercise even more. That is to say that to achieve the objectives they must be clear, achievable, and verifiable and that they be objectives that increasingly motivate, but taking into account that they are achievable because you cannot aspire to goals that cannot be achieved.
Theory raised by BF Skinner called reinforcement theory, he says that administrators can motivate internal clients, in a suitable environment and a work environment and always motivate them with some incentive and that if they have poor performance or poor performance not to use punishment since they will be demotivated.
This theory proposes that behavior is a function of behavioral results, that is, the behavior of people within an organization is caused by the environment; The theory does not take into account the result of people only when they perform an action, it is also explained that the past events of a character in the organization occur variations in future episodes, through a consequent process, that is, if it has results positive and is motivated so the results will continue to be, while the negative consequences tend not to be repeated.
In other words, administrators can motivate their operators, through a suitable environment and a good work environment, and always motivate them with some incentive, but if the operator, on the other hand, has a poor performance, do not demotivate him in any way since it will be much worse and you will feel more demotivated.
Needs and motivation theory, proposed by Mcclelland which identifies them by three types of needs:
Power needs: ability to influence people, speak in public and are leaders and competent.
Association needs: they seek to be accepted by society and are afraid of being rejected, and avoid social problems and conflicts as much as possible.
Achievement needs: greater effort to achieve their goals, they like success, accept challenges and fear failure.
"The person wants to be successful and needs to receive positive feedback often" (Liliana toro. 2009)
Money: Money is a motivating factor for all workers, whether in bonuses, awards and incentives, but it should not always be with money, since money is important for some than for others, through salary it can be achieved that individuals are motivated to go to work, also the economic rewards must be related to the benefit that people obtain, and thus believe them as an effective factor of motivation, also another form of motivation without the need to give money are training courses, and it is an important element.
Participation: Participation is a form of motivation and recognition, it is good that administrators take into account to make decisions that are related to the operators and they can give their opinions, so they will feel motivated because they feel that their opinion counts, and thus they will feel that they will fulfill their need for achievement and acceptance, it is another motivation that is not with money and it helps operators to feel motivated and fulfilled.
For all administrators it is important to take into account the aforementioned theories since this way they will know much better what it is that really motivates internal clients within an organization, since if they are motivated and incentivized as they deserve each time they will try to perform and improve; It is important that administrators or superiors know the goals of their subordinates in order to know how they can motivate and help them fulfill their wishes and needs, and this subordinate, feeling fulfilled, will try each time to improve both his work and personal life.
Every person needs to be motivated, and something or someone who is supporting him to reach his goal in a better way; Motivation is also important to achieve the success of companies, and on this depends the precision of the objectives and the achievement, also as there are companies that motivate their employees there are others that do not take into account the human factor and do not motivate anyone that is why it is more delicate to achieve the company's goals.
It must be borne in mind that excellent communication is also important in order to have good motivation, since there are bosses who know that motivation is an elementary factor, but due to lack of communication they cannot be overcome as a company either; since it does not transmit motivation adequately and therefore they lose their efficiency and effectiveness.
It must also be borne in mind that the best person who knows how to motivate is a leader, since they know that motivation is so important in a company in the same way as the ability to innovate, undertake, and to know market strategies, since if He is a very good administrator and complies with the administrative process very well, but he does not know how to motivate his work group in the organization, it will not be so difficult for him to meet the goal as a company.
References
- Groos M, (2009). Motivation and improvement. Chile López C, (2001). Theory and administrative thought. Valdés H Clemente. (2006). Motivation. France Mazzetti C. (2002). The motivation. Colombia Maslow A. (1954). Motivation and personality. New York Vroom. (1964). Works and motivation. New York
