Motivational Theories- How Practical They Are?? - PDF Download

hello archna,
Good topic and nice discussion.
The knowledge we get from the books are worth, no doubt. But how long it will be useful in our life, especially in practical ways.
The knowledge of books are guideliness and it cannot be sincerely followed always in all the ways.
Money is the great motivator and it has to be supported by other motivators like appreciation, good leadership, listening, etc.
Unfortunately , now a ways, when the money is offered to employees, the attitude of the employer is that , he can get good out of the money he provided to the employees. He never feel that the money is offered to him for the quality work of the employee.
So money is undoubtedly very important motivator, but my personal feeling is that other motivators also plays vital role alongwith money.
My association with bosses since long time, is based on friendship, affection, love, encouragement, support, leadership and NOT money.
It differ from people to people
wishes
senthil raj

Hi archana,
Certainly money is a big motivator but i believe we all have human emotions of being appreciated, rewarded and getting recognition.A reaserch also says of fortune 500 companies that MONEY IS NOT THE ONLY FACTOR which motivates employee, rather it is the oppertunities of creativity, growth and contineous personal and professional development which enables people to have a sense of fullfillment ,hence the motivational thoeries are very relevent in day to day life.
Thanks for throwing a wonderful topic to the members.
cheers
rooma

Hi Archna et al,

Great discussion. ( good enough to get me back to posting on Cite Hr again. See, motivation works!!)

Theories don't come up from thin air or from the dreams of the theorists.
Theories - as Samvedan rightly put it - are successful practices which are recorded as theory.
Samvedan's words: 'When one observes "what works", one tends to use the method often and in due course it becomes a theory.'

Someone once said that Industry & academics cannot survive in isolation. they need each other.

Simply put, the academics observe the Industry & come up with postulates & theories which are then taught to other members of Industry.

My two cents worth of suggestion:

Archna, you say the manager in question is doing well.

Now ask yourself - what do I really want, to change his perception or to help more people become successful?

if you discuss/ argue with him , you may end up demotivating/ agitating him & lose a 'star' .
The sensible way - in my opinion- is a 'different strokes for different folks' approach.

For as long as it benefits him & the company,let the manager continue to believe that money is the only motivator. As time goes he may change.

The real issue is -I say again- not to change him but to get others to be as successful.

I remember reading a brilliant set of motivation case studies in a website i forgot which.

I have attached it for further reading to you Archna & all others.

all the best,

Amruth
GREATSCOPE CONSULTING - Home
'We do not describe the World we see, we see the World we describe.'

Dear archnahr,
Theories of motivation works very well with majority. These theories are practical. However with few it may differ. There are thousands of people who leave their well paying jobs for reasons which others can not even understand. There are many who refuses transfer or promotion forgoing increase in remuneration. What motivates an individual can not be observed all the time, but their behaviour can be.
Money is a motivator, but not for all and not always too.
Your manager may not have come across any who values other things more important than money.
The psychologists who spend years in research are not idiots to bring out such theories.
Regards,
Kesava Pillai

Motivation only by monetary compensation cannot be a lasting solution. Appeal should be made to inculcate a sense of belonging to the institution and kindle the intellect of the employee to contribute more to the institution to cater to his mental satisfaction