Application of motivation theories in practice
Posted: Thu Feb 13, 2025 5:25 am
Modern approaches to motivation
The concept of participatory governance
Participatory management is an approach in which employees actively participate in making decisions that affect their work. Rensis Likert is considered one of the first to propose this concept. The main idea of the participatory approach is to support employees and involve them in discussing tasks, which strengthens their interest in the company's success. The concept is similar to the theories of Porter and Lawler. Participatory management creates an atmosphere of cooperation, where each team member feels important and has influence on the results. In such an environment, a person more easily accepts changes and actively contributes ideas, since he or she participates in the development of a global business.
Thus, the approach ensures constant motivation of the team. When a person feels involved, they show initiative and desire to improve work processes. Participatory management also affects the level of communication in the team, allowing the company to form a culture focused on the long-term results of each team member.
McGregor's XY Theory
Theory XY, developed by Douglas McGregor, is based on two different approaches to employee motivation: Theory X and Theory Y. According to Theory X, people tend to avoid responsibility, so management should resort to strict control and regulations. This approach assumes that clear rules and punishments are necessary to motivate employees. Theory Y, on the contrary, assumes that people strive for self-development, are ready to take responsibility and can achieve high results with the right assistance.
Managers who adhere to Theory Y create conditions for cohesive work, develop relationships based on trust, and provide employees with autonomy. In modern companies, McGregor's theory is used to select personnel management methods that match the type and needs of employees. Theory XY allows for the use of a balance between control and trust, adjusting motivation approaches to the characteristics of the team and the task.
Ouchi's Modern Theory Z
The modern Theory Z, proposed by William Ouchi in the 80s of the last century, is sri lanka phone number list focused on creating a cohesive team, where the emphasis should be on mutual assistance. Within the framework of Theory Z, companies provide people with long-term prospects, which increases their loyalty and motivation. According to the theory, employee motivation increases if they feel stability and have opportunities for development within the company. Theory Z is based on Japanese management experience, where teamwork and collective responsibility play a significant role.
Theory Z also has elements of shared management, where employees participate in decisions that affect their work tasks. This approach increases the sense of belonging and motivates employees to achieve high results. Teamwork and team commitment contribute to a productive environment in which each person has opportunities for self-expression and knows that their contribution is valued. Modern companies try to adapt as much as possible to the individual needs of the person.
Examples of motivational programs
Companies can use programs based on recognition of achievements. This can be as simple as a system of rewards for completing projects on time or exceeding plans. Career development programs, where employees see opportunities for advancement and development, are also effective.
Some companies are implementing flexible work schedules or four-day workweeks as a way to increase satisfaction. This allows people to better balance their work and personal life, which leads to increased engagement and productivity.
The concept of participatory governance
Participatory management is an approach in which employees actively participate in making decisions that affect their work. Rensis Likert is considered one of the first to propose this concept. The main idea of the participatory approach is to support employees and involve them in discussing tasks, which strengthens their interest in the company's success. The concept is similar to the theories of Porter and Lawler. Participatory management creates an atmosphere of cooperation, where each team member feels important and has influence on the results. In such an environment, a person more easily accepts changes and actively contributes ideas, since he or she participates in the development of a global business.
Thus, the approach ensures constant motivation of the team. When a person feels involved, they show initiative and desire to improve work processes. Participatory management also affects the level of communication in the team, allowing the company to form a culture focused on the long-term results of each team member.
McGregor's XY Theory
Theory XY, developed by Douglas McGregor, is based on two different approaches to employee motivation: Theory X and Theory Y. According to Theory X, people tend to avoid responsibility, so management should resort to strict control and regulations. This approach assumes that clear rules and punishments are necessary to motivate employees. Theory Y, on the contrary, assumes that people strive for self-development, are ready to take responsibility and can achieve high results with the right assistance.
Managers who adhere to Theory Y create conditions for cohesive work, develop relationships based on trust, and provide employees with autonomy. In modern companies, McGregor's theory is used to select personnel management methods that match the type and needs of employees. Theory XY allows for the use of a balance between control and trust, adjusting motivation approaches to the characteristics of the team and the task.
Ouchi's Modern Theory Z
The modern Theory Z, proposed by William Ouchi in the 80s of the last century, is sri lanka phone number list focused on creating a cohesive team, where the emphasis should be on mutual assistance. Within the framework of Theory Z, companies provide people with long-term prospects, which increases their loyalty and motivation. According to the theory, employee motivation increases if they feel stability and have opportunities for development within the company. Theory Z is based on Japanese management experience, where teamwork and collective responsibility play a significant role.
Theory Z also has elements of shared management, where employees participate in decisions that affect their work tasks. This approach increases the sense of belonging and motivates employees to achieve high results. Teamwork and team commitment contribute to a productive environment in which each person has opportunities for self-expression and knows that their contribution is valued. Modern companies try to adapt as much as possible to the individual needs of the person.
Examples of motivational programs
Companies can use programs based on recognition of achievements. This can be as simple as a system of rewards for completing projects on time or exceeding plans. Career development programs, where employees see opportunities for advancement and development, are also effective.
Some companies are implementing flexible work schedules or four-day workweeks as a way to increase satisfaction. This allows people to better balance their work and personal life, which leads to increased engagement and productivity.