Motivation Essay Example | Topics and Well Written Essays - 3000 words

Motivation - Essay ExampleSecondly, human resources exist as a yet another(prenominal) representation of the interests and needs of the habituateer. at bottom this function, a human resource department unavoidably explores to minimize costs associated with the workforce, comply by relevant laws, maximize efficiency, and trim back losses. Accordingly, the study of human resources almost invariably centers upon these two core functions. In keeping with this particular dynamic which is been described, this brief study will focus a level of analysis upon the way by which human resources within a business firm/entity/organization can and should seek to maximize the motivational factor that it engages with its stakeholders. Within this particular dynamic, it can readily be understood that seek to maximize motivation necessarily increases efficiency, utility, profitability, and a host of other factors that would be viewed positively by the firm/entity in question. Moreover, the cha nging business dynamic in the current world, inclusive of rising competition, hiring freezes, procurement policies, and a host of other factors, means that a higher level of pressure is now exhibited upon human resource departments around the globe to maximize the level of motivation of the few employees that they can continue to employ as a means of continuing to stay relevant within the current model. Ultimately, this can be reduced to a firm or entity seeking to do more with less. Within such a dynamic, this particular analysis will measure some of the most pertinent motivational theories that exist and seek not only to define them but to explain how they can be utilized within human resources as a means of affecting a greater level of motivation. The theories that will be discussed are as follows Maslows hierarchy of needs, Hertzbergs motivation hygiene theory, McClellans theory of needs, Vrooms expectancy theory, and Kolbs learning styles theory. As such, by analyzing each of t hese theories and relating it to the practice of motivation in human resources, it is the intent of this author to underline and highlight the means by which a greater level of motivation can be affected within the current leadership that exist within each and any firm/entity/organization. By seeking to define and understanding the clear and dinstict linkage that exists between leadership and motivation, and vice versa, it is the hope of this author that the reader can arrive to a more clear and actionable interpretation of how leadership and motivation can work in something of a symbiotic relationship to maximize utility and efficiency within the given firm/organization/or work place. Maslows Hierarchy of Needs Although Maslows hierarchy of needs has oftentimes been considered on a purely personal psychological level, the reality of the situation is that humans are by very nature social beings. By extension, the workplace is necessarily a realm within which individuals need to in teract with one another as well as clients as a means of generating profit and income both(prenominal) for themselves and for the entity in question. In such a way, Maslows hierarchy of needs is perfectly suited to defining and describing the means by which a given firm/organization can seek to maximize the overall level of motivation that is exhibited within its employees. Rather than viewing this as something of an undynamic approach, it must be understood,