COMPARISON BETWEEN MASLOW’S THEORY OF MOTIVATION AND SKINNER’S REINFORCEMENT THEORY AND THEIR RELEVANCY AND APPLICABILITY TO THE SA WORKPLACE
In this question one tries to understand the concept of motivation as studied from distinct theories of Maslow and Skinner with their relevancy and applicability in Organisations particularly for SA workplace.
The concept of motivation, generally mean or entails a voluntary force of inspiration within an individual, which is so intense to keep him focused or persistent towards a goal-directed task.
The question to answer is how to create motivated workforce in organization and to maintain it for maximum production.
The relevancy and applicability of these theories in motivating employees in SA workplace.
In organizations managers and leaders can use money as a stimuli and reinforcement tool to change or maintain motivation of employees. According to Skinner’s theory it is possible to place money as motivator to employees, if they know that if they work hard they will be rewarded for their efforts. If we look at the South African mining industry recently, we are able to say employees were not motivated enough any longer in relation to their employment engagement and to what they were earning. Had the managers heard the outcry of the employees they could have apply the Skinner,s theory of motivation and pay them fairly enough. It is also clear that the employees had share common value congruency of behavior to all down tools.
This theory can only be applicable where there is only one issue or behavoiur the manager would want to induce from employees, and then he would be able to select one stimulus he can use as a reinforcement tool. Also Skinner’s methods of experimentation were only based on one behavior per stimulus. If employees were to engage in multi-facets demands from the employer no amount of stimuli can sustain their motivation.
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