Motivation Theories.
Motivation in the workplace can be described as the deliberate efforts by the employer to instill a positive attitude toward the employees to make them more efficient and skillful.
Motivated laborers can incite extended proficiency and license a relationship to achieve increasingly vast degrees of yield. Inspiration could improve worker duty, effectiveness, fulfillment, and advancement(Heryati, 2020).
Using the case study of the Movie, Office Space, it clear to understand how a poorly managed company affects employees negatively. Demotivated employees don’ttake their work seriously, which has a ripple effect on the results of the company’s performance. In the film, the workers are so demotivated to the extent to which they are just concerned about losing their jobs instead of focusing on working on the tasks they have been assigned. Another lack of motivation comes from upper management. The upper management appears to be very demotivated; therefore, they fail to bring joy and excitement to their junior staff. A good example is how Bill Lumbergh, the vice president of the company. He is very monotonous and annoying, which affects the employees, and some even try to commit suicide.
Using the motivation theories, the lack of motivation by the workers in the Initech can further be explained.
- Maslow’s Hierarchy of Needs
Maslow’s pecking order of necessities is an inspiration hypothesis set forward by Abraham Maslow. The hypothesis expresses that people are propelled by the five significant needs; physiological needs which are the basic human needs like water and food which are required to keep the body normal, safe environment which prevent people from fear and anxiety, individuals feeling loved, Esteem where people feel good about themselves and Self-Actualization where individuals think that they are living to their potential. Peter Gibbons is a very demotivated employee and lacks everything that is entailed by the Maslow’s theory
- Alderfer’s ERG Theory
This theory is much more similar to Maslow’s theory of Hierarchy of needs. However, ERG theory has been divided into three segments, unlike five segments in Maslow’s theory. These segments are; presence needs, relationship needs, and growth needs.
Peter Gibbons, Samir, and Michael Bolton have are not motivated because the pay which they get at Initech is not enough for existence, solving their needs and growth, and they even run a virus into the Finance computer with the hope of stealing from the company. They are ready to spend time in jail than working for Initech.
- Herzberg’s Two-factor Theory
This theory suggests that there are only two ways a company can comply with sway motivation in the workplace. The two segments that are perceived by Herzberg are the Motivation factors and Hygiene factors.
Using this theory, Peter Gibbons is not motivated because the office set up lacks the motivating factors due to the job surrounding it. Gibbons prefer to work in an open environment; that is why he quits his job to work in a manual job free from the office.
- Equity Theory
This theory is based on the fact that the sense of equal treatment motivates individuals. It describes that workers or individuals are not motivated when they feel or perceive biasness amongst their colleagues, and there is an absence of equal treatment among workers. Thus, they embrace a negative attitude.
At Initech, the employees are not motivated because there is a lack of fairness and equality among employees. Gibbons feels that some employees are not treated equally since the upper management are getting good pay while the lower office workers work overtime but don’t get extra pay.
- Expectancy Theory
This theory tries to explain the motives behind how workers behave; for example, a worker who comes very early and leaves very late would get a promotion or a pay rise. A motivated worker would always try to do something that would put them ahead of others.
Peter Gibbons was feeling tired working for Initech, and he said he felt nothing about working there. He chose not to go to work and instead decided to stay at home and sleep and watch Tv with his girlfriend.
- Reinforcement Theory
This theory is based on the personal consequences of their behavior. If an individual performs acts that are of positive consequence and they will repeat the same acts, but if the result is negative, they won’t repeat the acts.
Peter Gibbons behavior can be said to be a function of the consequences of dysfunctional management because he is tired of reporting to the office; thus, his response is a result of
adverse effects.
- Goal-Setting Theory
The Goal setting theory of motivation is based on the ability of workers to execute their tasks. For the employee to execute their functions, they have to set goals and have objectives. This theory was put forward by Edwin Locke in 1960.
Peter Gibbons does not appear to have any goals, which would instead motivate him, he is asked by his colleagues about his vision, and he says he has nothing. He portrays a worker who is so demotivated that he does not have a goal in his life.
Cited works.
Mobbs, Dean, and Walter McFarland. “NeuroLeadershipJOURNAL.” (2010).
Study.Com, 2020, https://study.com/academy/lesson/workplace-motivation-theories-types-examples.html.
R, Heryati. “Why Employee Motivation Is Important (& How To Improve It).” The 6Q Blog, 2020, https://inside.6q.io/employee-motivation-important/.
Development, UNC. “The Role Of Motivation In The Workplace.” Execdev.Kenan-Flagler.Unc.Edu, 2020, http://execdev.kenan-flagler.unc.edu/blog/the-role-of-motivation-in-the-workplace.