Introduction to Management Motivation and The Equity Theories

Question: Discuss about the Introduction to Management Motivation Theories and The Equity Theory. Answer: Motivation Theories A properly comprehended need-based theory of motivation is the theory made by David C. McClelland and his accomplices. McClelland's need theory is almost associated with learning theory and focused on three needs: achievement, power, and affiliations. These three needs are shortened as n Ach, n Pow, and n Aff correspondingly (Royle Hall, 2012). Ashort explanation of these three trails: Need for Achievement (n Ach): It is the drive to surpass desires, to fulfil in association with a set standard, and to attempt to succeed. By the day's end, the need for achievement is a behaviour composed towards contention with some degree of radiance. McClelland stated that people with an elevated need for achievement accomplish better than those with an immediate or lowered need for achievement, and noted regional, national complexities in achievement motivation. Need for Power (n Pow): The need for power is stressed with affecting others, the aching to affect others, the slant to change people, and the desire to have any impact in life. People with a high need for power are people who get a kick out of the opportunity to be in charge of people and events. These result in extreme satisfaction to man. Need for Affiliation (n Aff): The need for affiliation is portrayed as a yearning to set up and keep up welcoming and warm relations with different people. In the movie, multiple characters did motivate or influencing things. Out of them, three characters were chosen who specifically displayed the three elements of McClellands need theory. The three characters are Coach White, his wife Cheryl and the Diaz brothers. Below is the description of the events in which they showed these traits and how the theory was applied in their behaviour: Coach White Throughout the movie, Coach White had been a huge motivator for the McFarland cross country team. His main objective has been to motivate his team, influence and urge them to do better and make a difference in their life. One particular situation that can be mentioned is when he identified the members who would be a good part of the team and recruited one of the Diaz brothers on the cross country team so that his other two brothers also tag along and join the team to bring in success. In this situation, a need for power from Coach Whites side could be seen. Cheryl White Not just coach white, but even his wife showed signs of having good leadership qualities and motivating power. When Coach Whites daughter got tangled in an unexpected act of violence, they were intending on leaving the area. However, Cheryl considered the significance of the acquaintances they had made and stopped the leaving from happening. Here, Cheryl showed the need for affiliation. The Diaz brothers The Diaz brothers were workers. They worked and toiled at home and earned the income to support their family. However, they wanted to do something better with their lives, reach a height where they can stand and say that they have achieved something. The Diaz brothers show that they have a need for achievement. Towards the end, they played a huge role in the achievements of the team. Each of the three discussed characters has applied the three elements of McClelland's need theory individually. The need for achievement was shown by the Diaz brothers, who wanted to be something and achieve something in life. They finally did that, by playing a critical role in the teams success. Throughout the movie, Coach White has played a motivating role for his team. He has been a teacher and leader for them, learnt with them. The influence he has had in the life of his team members has given him a position of power, agreeing with the need for power. His wife, Cheryl, on the other hand, has shown great regard for human associations and shown the need for affiliation. The Equity Theory John Stacey Adams' equity theory clears up why pay and situations alone do not choose motivation. It also clears up why providing one individual with a progression or pay-raise can act in a demotivating manner for others. Exactly when people sense being reasonably or positively considered they will possibly be prodded; when they sense being absurdly behaved with they are extremely disposed to opinions of offence and demotivation. Specialists hope to keep up equity amongst the inputs that they pass on to an occupation and the results that they get from it in counter to the observable inputs and aftereffects of others. The trust in equity theory is that everyone regards rational behaviour which makes them get influenced to maintain the sensibility kept up inside the relations of their partners and the affiliation. Words like attempts and rewards, or work and pay, are an over-adjustments - thus the use of the terms inputs and outputs. Inputs are honest to goodness what we give or put in to our work. Outputs are all that we take out subsequently (Al-Zawahreh Al-Madi, 2012). The thought routinely broke down in examinations of equity theory is pay equity, how much delegates see their remuneration to be sensible. Equity theory prescribes that individuals may investigate no less than one of a kind referents in choosing the fairness of their remuneration. Among the most theoretically and tentatively basic referents are inside connection with individuals holding the same or assorted positions inside comparative affiliations and external examinations with individuals likewise used in various affiliations. Agents may pick relatives to gauge how their remuneration address their issues and differentiation it and the specialist's particular pay history. The assurance of referents is a component of both the availability of information concerning certain referents and their allure or centrality for the relationship. The picking of referents is associated moreover to its instrumentality in satisfying needs. Frankly, in numerous affiliations, individuals differentiate themselves and many reference bundles all through the affiliation and in the external market. Specialists will most likely feel preposterously reimbursed if one reference social occasion is more liberally remunerated than they are, and in light of that will move to change their information sources. In the case of the McFarland country team, the sense of referencing came from observing the other teams in the country against whom they were competing. Judging the equitableness of their situations in comparison with the other teams, the team members used it to motivate themselves and do something better than the others. Distributive justice is a thought that addresses the obligation regarding in an overall population. It expects that there is a great deal of conventionality in the scattering of stock. Square with work should outfit individuals with a proportional outcome to the extent stock acquired or the ability to get items. Distributive justice is missing when equal work does not make a level with results or when an individual or a social event gets an unbalanced measure of stock. Here, the Diaz brother who was recruited first was slower than the rest. He was subject to the same training, but he showed a lack of distributive justice. Procedural justice concentrates on the path the police and other legitimate specialists speak with the overall public, and how the characteristics of those joint efforts shape individuals as a rule's points of view of the police, their capacity to follow the law, and actual wrongdoing rates. Mounting evidence exhibits that gathering perspective of procedural justice can fundamentally influence open prosperity. References Al-Zawahreh, A., Al-Madi, F. (2012). The utility of equity theory in enhancing organizational effectiveness.European journal of economics, finance and administrative sciences,46, 158-170. Royle, M. T., Hall, A. T. (2012). The relationship between McClellands theory of needs, feeling individually accountable, and informal accountability for others. Hoffman, J. (2015). McFarland, USA review: Kevin Costner plucks heartstrings in race drama. the Guardian. Retrieved 12 March 2017, from https://www.theguardian.com/film/2015/feb/17/mcfarland-usa-review-kevin-costner-mexican-american-cross-country-runners Scott, A. (2015). Review: In McFarland, USA, Kevin Costner Coaches Cross-Country Runners. Nytimes.com. Retrieved 12 March 2017, from https://www.nytimes.com/2015/02/20/movies/review-in-mcfarland-usa-kevin-costner-coaches-cross-country-runners.html