A comparison of the effect of early and contemporary means (theories) of motivation on work performance and job satisfaction

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1.0  Introduction

Today, among the critical issues facing organizations is the attainment of enhanced work performance from the employees as well as ensuring that the workforce remains satisfied. Hucynski and Buchanan (2013), asserts that the success of a business is dependent on how well the employees are motivated. As a sophisticated phenomenon motivation constitutes of different factors that influence the behavior of employees towards aiding a company to achieve specific goals and objectives. The recognition of human factors by companies is essential considering it guarantees business excellence and organizational survival. However, this depends on the employees who need to remain motivated and satisfied with their jobs. In any work environment, a workforce that is motivated represents both a critical organizational strategy and competitive advantage. The motivation of human factors seems to be an organizational issue that also has so many solutions. As a motivation issue, individuals are often concerned about their personal lives. The behavior of individuals at a workplace is explained by the level of motivation they possess, as it offers explanations on why employees act in a certain way while settling for various modes of actions.

The research on the history of motivations runs for more than a century, and this has led to an abundance of results. For example, according to Kispal-Vitai (2016) affirms that there are so many theoretical approaches explaining the effects of motivation on job satisfaction and work performance.  The behavior of individuals at workplaces is explained by coherent motivational theories that also examine the behavior patterns if the working conditions are altered. Also, future occurrences at workplaces can be extrapolated by motivational theories; due to these theories explaining aspects of behavior among employees. Despite the immense work done by different researchers, there is still no conclusive and agreeable solution to the problem associated with motivation at workplaces. This paper-based essay examines by comparing the effects of both the early and contemporary motivational means on job satisfaction and work performance. Besides, the paper will introduce and elaborate on the different early and contemporary motivational theories providing a basis for future research. The article will also deal with general issues concerning how the integration of theoretical approaches at the workplace enhances the performance of employees and satisfaction levels.

1. 1 Purpose of the essay

The question regarding motivation is a simple one. This regards what can make employees perform specific activities, will they keep performing those duties despite the challenges faced and will they be able to achieve the purpose set objectives. Various examples reveal the influence of motivation and the results that can be attained by an organization having a fully motivated workforce. In the history of business, Apple founder-member, Steve Jobs is the perfect example of steadfast motivation towards innovation. According to Kispal-Vitai (2016) motivation among employees induces the feeling of happiness as well as aiding in the achievement of organizational goals and objectives. 

Conversely, a workforce that is not motivated is characterized by a backlog of work as such the employees in most cases fail to achieve set targets due to lack of job satisfaction (Mathis et al., 2014). Therefore, it is necessary to explain how job satisfaction and work performance is affected by both early and contemporary theories through conducting a comparison analysis. Through offering this explanation on motivational theories, this essay will be essential to both individuals and organizations. For that reason, a few pressing problems at workplaces will be easily solved as the management of various organizations will have a clear picture of the factors that enhance job satisfaction and work performance.

1.2 Introduction to early motivation theories

1.2.1 Maslow's Hierarchy of Needs Theory 

Abraham Maslow is among the most influential psychologists in history. The Maslow hierarchy of needs theory reflects on a fundamental principle: the needs of human beings are ranked based on a hierarchy. According to Hucynski and Buchanan (2013), human beings are defined by their needs, and without them, nothing else matters. As individuals satisfy their basic needs, they feel the need to satisfy the needs of a higher order. In simple terms, once an individual satisfies and orders on a low level, then such a need is a low motivator.

Figure 1: Maslow’s Hierarchy of Needs (Slocum and Hellsiegel, 2011).

As per the theory, physiological needs such as biological needs are the most basic needs of the hierarchy. The next level is the attainment of psychological needs where individuals tend to be more focused on attaining safety needs as a motivation point. The next level up, are the social needs so that they can...