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Table of Contents
Table of Contents........................................................................................................ 2 Section 1..................................................................................................................... 2 Abstract...................................................................................................................... 3 Who I am as a learner? ...............................................................................................5 Section 2...................................................................................................................15 2.1 Life Long Learning ..............................................................................................15 2.2. Transferable Skills ...........................................................................................17 2.3 Career Choices ..................................................................................................19 Section B: Literature Review Understanding Employee Motivation..........................21 Reflective Statement ................................................................................................21 Introduction to Motivation: ......................................................................................24 Definition of Motivation ...........................................................................................24 Motivation Theories ..................................................................................................25 Maslows Hierarchy of needs ....................................................................................25 McClellands Human motivation theory:....................................................................31 Alderfers ERG theory................................................................................................35 Herzbergs theory .....................................................................................................37 Ways to Motivate A Salesperson................................................................................38 Factors That Will Motivate Sales Person....................................................................40 Conclusion ...............................................................................................................43 References ..............................................................................................................44 APPENDICES.........................................................................48

Section 1

Abstract
Learning is more than a mere act of adding up to the arsenal of skills or imparting knowledge, but also an attempt to procure a refinement in behavioral tendency through exposure or experience. However, learning is not dependent on a set method. Condensing out ones self through personality questionnaires constructively sifts out the attributes of a person. Questionnaires Such as VARK and other specialized tests assist one to discern their learning styles. However, the elusive human qualities of a person can be unleashed by the activities such as, Belbins Team Roles, MMDI etc. Such tests are necessary for success in the professional world, and evolving prospects on the work floor. This paper shall be based upon VARK, MMDI and Belbins Inventory test for determining my professional development thus far. I am aspired to alleviate myself to the rank of a Best practice manage. However, it requires a lot of hard work and effort hence, a final set of undertakings is always in need to bring out the best qualities in a person. Positive behavioral changes are often results of motivational factors. Similar is the case with learning, which requires to be powered by Motivation. Motivation therefore is a primary or secondary implication on the behavioral aspect of a person. Motivation can be categorized as extrinsic or intrinsic i.e. related to mind and body or spirit. Several theories have been developed over the years, which have been helpful for employee- boss motivation and offer explanation as to why and how an organization may enhance the employees confidence. The following four are the most commonly referred to theories: Maslows Hierarchy of needs, Alfreds ERG theory, McClellands needs theory and Herzbergs two factor theory. Maslows theory incorporates the needs of employees in terms of physiological, security, belongingness, self-actualization and esteem. Alfreds ERG covers up existence, relatedness and growth needs. McClellands theory highlights the needs of achievement, affiliation and power.
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Whereas Herzbergs two factor theory comprehends regarding the hygiene and motivational factors for the employees. A comprehensive understanding of each theory is essential for future applications.

Who I am as a learner?
Learning is a perquisite to growth (Keith Aul, 2008), the world today faces inevitable heterogeneous advancements in every field, and individuals are therefore required to be tremendously smart. It will definitely allow one to make informed choices, try new approaches and feedback to new initiatives. Learning is an oblivious concept to those who do not take the step to retiring their obsoleteness in the rapidly evolving world of today and thus make a minimal contribution to their treasure of learning, which is the basic raw material of the human resource asset. The basic desire of learning and progression has impelled me to discover the category of individual learning style to which I am adherent. I undertook several tests and a survey for the purpose. Three tests functionally support this paper, VARK, Myers Briggs and Belbins Inventory Test. The VARK questionnaire, How do I learn best is available in the first appendix. The VARK model by Fleming (1992) is one of the most widely used learners test, which incorporates the visual learners, auditory learners and kinesthetic learners. Fleming (1992) assumes here that the visual learners will have a fondness for learning through ocular mode, for instance preferring to learn through the use of diagrams, charts, handouts and other visual aids. Visual learning further branches out in two incisive modes: preference for graphical and symbolic representation and visual learning through hard or soft copy, i.e. information in printed form. The visual preference however, advocates the print form which is popular in visibility standards. Auditory learners support learning through hearing, which can be done through audio lectures, tape, verbal lectures. Kinesthetic learners will learn best through the experience, which may
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include doing projects, assignments and assessments, exploration and moving about. VARK will condense out the best mode of learning for the person, which will help the individual to shine out their capabilities with ease (Fleming and Mills, 1992). Managing a VARK score of
Visual Aural Reading/writing Kinesthetic

3 2 7 4

It is evident that I have a mild preference for reading and writing with the score of 7 in VARK Questionnaire results (Vark-learn.com). The results are an exceptional measure of the personality test, allowing the results to adequately bring in the lime light, strengths and weaknesses with entirety. Imperatively, my ocular grasping capabilities are towards a lag, and therefore I am diligent to learn and absorb through this method. Moreover focusing as part of the visuals becomes monotonous since aural and visual traits are required simultaneously. As proclaimed in the latter statement, aural and visual traits need to go side-by-side to make a motivational venture for a learner like me. Aural learning will make one lose attention if there is no visual to assist it, Here, I would like to quote the success of the television over a radio (independent.co, 2010). Why over the years, has radio become one of the least popular modes of technologies compared to the rapidly innovated and exuberantly demanded television? The answer is quite simple; one cannot comprehensively rely on something without the visuals, especially for the purpose of absorbing content and digestion of knowledge (speaker series, 2010)
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Reading and writing have however, been a comparatively better field for scoring. I find my skills to be proficient in this area as compared to the visual, aural and kinesthetic abilities. I consider that putting in a higher level of concentration and with increased level of focusing, can help get a better understanding of the content. These skills, compared to the others may not be amongst the best ones but they definitely are some of my personal strengths, through which I have been able to devise a reasonable career in marketing over the years. I believe putting in extra effort and giving personalized attention to the area can reap out the best progress result. Reading and gaining knowledge is a preferred part-time activity of mine. Kinesthetic learning skills require major contribution of discovery learning, which calls in for flooding of exploration and seeking to possess good eye-hand coordination. I am a learner who would proof-read and go by the text to collect facts and dilute knowledge, rather than exploring the desired content. Reading and writing is a clearer approach than the hasty approach to experiment and explore. I will recall here a recent event where we were required to deliver our monthly reports in a sequence of 2 weeks, just for a month, instead of the monthly submissions. A few fellow employees, jumped to conclusions based on past trends and future forecasts. I along with my supportive team, developed a proper strategy, and punched in the required formulation, elaborated the associated trend and explained through written explanation, why such a trend would swirl around. This led to appropriate understanding of the weekly submission, allowing the management with ample idea of how the trend went along and what had actually caused the fluctuations in the sales.

Scrutinizing the results, and bearing in mind the career choice which I want to pursue, to be a best practice manager, will involve a detailed understanding and thorough navigation of the organizational structure and patterns. Also, it will require further effort in the department of coordination and team work. Revisiting the learning styles will help to enhance the various facets of learning and adapting to various learning styles. From the various psychometric tests formulated to give an idea about ones personality, I undertook the MMDI test. Just like the Myers-Briggs type Indicator(MBTI), MMDI is the Mental Muscle Diagram Indicator(MMDI), which assists in sorting out the personality type of an individual, (Appendix 2).Carl Jung, being the original creator of the test proclaims, every individual is an exception to the rule (P Kavanagh, 2008). The underlying concept behind strategizing this test was to provide a label to an individual to explore the personality. Here a comprehensive detail can be scratched out, for reasons associated with Jungs formulation. The MMDI test has a tendency to reveal 16different types of results. The results can be presented in 3 different ways, Preference, Whole and Dynamics type. Preference uses scores on the 4 preference scales, as defined by Briggs Myers (2012). Whole type provides a pattern to the responses in a questionnaire. Whereas the Dynamics type uses score on four different but related scales, as defined by C.G. Jung (2011).

The dominant functional letters typed in code are as following.

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Extroverted (E) 75%

Introverted (I) 25%

Intuitive (N) 75.76%

Sensing (S) 24.24%

Feeling (F) 63.64%

Thinking (T) 36.36%

Perceiving (P) 72.41%

Judging (J)27.59%

This test reveals how an individual utilizes the skills and makes mental interaction between all the four functional elements in preference. This is well recognized as the Dynamics type since it will involve an in depth understanding and inclusion of description of functions, and an associated relation between the four letter codes. The Dynamics type can be explicitly sorted into: dominant; auxiliary; tertiary; and inferior function.
The Dominant Function choice is one that has a robust impact, and is therefore termed by

its very temperament.

Auxiliary, as comes endorsed by its term, is supportive one to the dominant function. The auxiliary function is the second strongest in preference and helps to strike out a balance.

Tertiary function lists third with respect to its fortification. Last are the Inferior Function, which doesnt have a proud preference or likeliness.
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 If the user has results lying between two functions, it is known as a pair function. However, phases of life may bring out any of the functions to be practiced out; the one which is frequently faced will be pertinent as Type Development. An MBTI/MMDI may indicate 16 different functions. As listed in the table below. ISTJ ISTP ESTP ESTJ ISFJ ISFP ESFP ESFJ INFJ INTJ INFP INTP ENFP ENTP ENFJ ENTJ (Table, Myers Brigg foundation, 2009)

The MMDI indicated that, my personality type confirmed at probably being ESTP, which demonstrates 75% Extroversion with, Sensing 24.24%, Thinking 36.36% and Perceiving 72.41%, giving a total of 42% ESTP. It is revealed that I am an action oriented problem solver; hence I have a profound likeness for solving practical problems by initiating action. My skills are best suited and required for areas where urgent and prompt decision making is required. I have been previously working in my area of interest by making good sales. Areas such as Best practice will chalk out a buoyant career for me. It was highlighted, that my leadership style is that of the eadership theorists as represented by my MMDI test, giving an evident round of information that I will be best suitable for working to understand and improve the hidden dynamics, having an impact over the team work and an overall organizational performance. The MMDI also confirms a unique combination of preferences. Every individual is an exception to the rule. Hence one can never give a description of a type, no matter how complete. That would apply to more than one individual (Jung. p.516)
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As a person I have been working over the years as a team leader, managing the staff under me, coordinating and developing harmonious environment, resolving management concerns and linking up with the senior management. It can be observed classically from the routine activities as well, where I ensure that the team sales target is hit, assist the staff on closing of the sales appointments etc. The MMDI test is one of the most widely trusted and used method for the survey of personality assessment (business balls, 2012). However, as everything has its own pros and cons, this personality test also has its limits and delimits (personality tests, 2012). It is not very reliable, because it may produce inaccurate results at times. Fair evaluation and employment will reveal the target areas of an individual (Myers Briggs compendium, 2012). During his study at the Henley Management College, Dr. Belbins chalked out conclusions regarding interaction of the team members during the business games (Belbin team roles, 2009). He published in his book Management teams (2009) the nine indispensible key roles which were the elixir for team management. As specified by Belbins, A team is not a bunch of people with job titles, but a congregation of individuals, each of whom has a role which is understood by other members. Members of a team seek out certain roles and they perform most effectively in the ones that are most natural to them (Belbin, 2012) During his period of research, Belbin (2012) found out that behavior was chained with team behavior, essentially, for him, the key was balance. He defended his findings by saying that the Strengths and weaknesses go side by side. Team roles can be subcategorized into 3 branches:
I.

Action oriented roles,

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II. III.

People oriented roles Thought oriented roles.

The action oriented roles as highlighted by Belbin (2012) consist of:

Shapers; Implementers;

Complete Finishers.

Shaper, who is a dynamic team member who will thrive under pressure, take head on challenges and would admire to work in a team. Implementer is the think tank, who will brainstorm ideas and create systems and procedures appropriate for the team. And complete finishers, will spot gaps and flaws to know the one spot schedule of the team.

People oriented roles under Belbins (2012) view are inclusive of:

Coordinator, Team Workers Resource Investigators

Coordinators will ensure team participation by each member of the team. Team worker, will be responsible for maintenance of inter personal relationship amongst team members. Resource investigators will make arrangements for physical, financial, Human, Political, Information and ideological requirements of a team.
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Thought oriented roles include:

Plants; Monitor Evaluators; Specialists.

Plant, is an unorthodox team member who will solve the concerns for all the members in a team. Monitor evaluator, will be a discerning member who will see options and make judgments. Specialist is a single minded and self-started person who will bring in and apply specialist expertise. Having said that all, and reviewing the Belbins test results, (appendix 3) the team roles test, I conclude that I fall within the categories of a shaper, monitor evaluator and complete finisher. I am challenging and dynamic. In essence I thrive under pressure. In a situation where immediate action is required, and prompt solutions are of absolute necessity, I have the drive and courage to take up risks and make daring decisions. Since I view tasks strategically, pointing out errors and omissions is not a problem for me. More so, a judgmental view of set tasks allows me to deliver accurately and on time. The next two categories that best represent my personality are coordinators and team workers. My most efficient attributes are inclusive of good decision making and coming up with quick and creative solutions. I am a hands-on person who will be best defined as someone who thrives at tackling difficult situations and conjuring solutions for situations which require immediate action. This has also polished my skills as a person who likes to deliver tasks through team-work. And

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since I tend to set standards for the work me and my team does, I happen to be more driven with my assignments. I have not scored as much in the remaining categories, which include not being a complete finisher, implementer and resource manager. Moreover, I admit to certain flaws in my work personality which is inclusive of my weak communication. I tend to lose hope in certain tasks and communicate my fears more often to the team. More so I deliver certain urgency in my tasks which can depict aggression.

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Section 2 2.1 Life Long Learning Over the years of evolution, meteoric advancement and inevitable transformation, there has been a dire need for continued learning. Currently, modification and enhancement of talent, skill and ideology are just not an incumbent part of achievement but rather are the dire inputs for superseding and sustainability. Lifelong learning is endless, self-motivated and voluntary concept for professional and personal reasons; it is hence essential for compatibility, progress and sustainability (Cassandra 2002). Lifelong learning, indeed shapes up people, provides them with a social understanding and above all, it organizes their job seeking activity. I started as a receptionist at a motor company, right after my O Levels and continued to progress and venture into sales, as a sales executive for the next six years. In the time that I had, I built vigorously on my work experience and sales management skills. Initially, it was my belief that progressing through the hierarchy was a matter of attaining enough work experience, and will not involve any learning experience, or for the matter, any further education. However, it was apparent that many people coming through to the companies were much more qualified with regard to academics. Singapore is an expanding market, and people from all backgrounds tend to look for opportunities to achieve success. This promotes better lifestyles, expectation levels and standard of living. Most people dont settle for lower rewards: be it the employers looking for better results, or consumers looking for a higher pay-off on their money.

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In such a vibrant market, it would have been impossible to discharge my responsibilities, with redundant skills. In taking advantage of a good job opportunity, I also decided to pursue an academic venture and took a Certificate course in Sales and Marketing at the Marketing Institute of Singapore. What I learned at MIS did not just evolve the way I thought, but how I perceived and viewed my life. It led me to take another course, a Diploma in Sales and Marketing in 2002. This gave me a boost scholastically, and opened a window for better employment opportunities. The Managerial positions that followed my academic qualifications enhanced my reading and writing skills. My communication skills are now much better and I can deliver on set tasks in a formidable manner. My most recent academic qualification is a Bachelor of Arts in Business Management from MIS, which will help my career in the future. With respect to the learners, learners may be Active ones or the Reflective ones, Sensory or Intuitive, Visual or Verbal, and Sequential and Global learners. (B. Rogers- eHow, 1999) Active learners tend to like group work. They retain and gain information by doing something active. Reflective learners would prefer to think alone first, and develop an understanding; their crucial aspect is that they prefer to work alone.
Sensory learners pertain to learning facts; they tend to be patient with the details. However,

they do not have a liking for the surprises, ending to dislike complications but eventually solving the problems through well established methodology. Sensory learners will not like the courses which are deviant in connection to the real world, because these people have practical associations.

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Intuitive learners like to discover possibilities and relationships, and will have a tendency towards taking initiative. They grasp new concepts easily, work faster and would not go for memorizing the facts and figures. Visual learners remember best what they see or take a glimpse at.

Verbal learners on the other hand get more out words and explanations. Sequential learners learn, and find solutions by moving step by step and creating a chain amongst the current and the next step.

Global learners, have the capacity to absorb the material randomly and learn in large jumps. They may solve complex problems without much of a hassle. Considering the survey results, it is evident that I am a serious minded person, who will take initiative to solve a problem and drive through the leadership skills. I have a passion for learning and have a nature close to the Active type learners, Global learners and Intuitive learners.

2.2. Transferable Skills Transferable skills cannot be defined with a certain term or phrase. They are an accumulated set of qualities that an individual has attained and can be molded into natural aspects of other jobs or are malleable enough to be employed in other workplaces. (McKay, 2012) The prominent attribute of transferable skills is that that they help employees to attain certain flexibility and assure their abilities to be competitive in more aggressive situations. The skills include: Analysis Creativity Decision making Adapt in situations
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Operating equipment safely Team work

My analytical skills are sharp making good decisions has never been a problem for me. My work often requires me to take prompt decisions in stressful environments. I have been known to be able to make these opportunities worthwhile. It reflects clearly in my Friends and Family survey as well (see appendix). The mere fact that I have to make on-the-go decisions, also allows to me to make diverse choices and creative decisions. The solutions I tend to provide, and any work that comes my way has to be challenging and inviting, which in turn enhances my ability to come up with some very creative solutions. According to the friends and family survey (see appendix) to take the bull by the horns and turn situations around. Between my job and social life, among friends, family and peers, I am known to not take NO for an answer. I am an adaptive person and am flexible when the situation requires, situations such as stressful situations, where immediate decisions need to be taken, team projectswhere individual opinions need to be amalgamated into unison.. I am proficient with operating equipment at work, and can utilize software to help my tasks. My work as a receptionist has skilled me to take steps in case I am unable to operate certain office equipment. I am also efficient with sound software. Team work is my specialty. I tend to take my team into confidence with whatever I do. As a team lead I have learnt to take responsibility for my team and provide assistance and advice whenever it is required. I find team challenges exciting and am known to deliver on tasks on time.(Test results, Monkey Survey)
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2.3 Career Choices Singapore has a vibrant job market, which has more recently been penetrated by foreign opportunists (Serconf, 2011). In order to establish themselves in the market and to take jobs higher in the job hierarchy most of these people are acquiring better academic qualifications. So my skills dont become redundant in this age of opportunity, and for me to succeed in my career, it would be best if I out-run competition and attain skills and qualifications that are unmatchable. I would want to be in a best practicing managerial position in a successful organization. My attributes as a team leader and decision maker will help me attain management positions and thrive. My experience as a Sales Executive and sales and operations manager represent my role as a leader and team worker. In the future I would like to see myself in a more opportune place at a paramount level, assisted by my past experiences and academic qualifications. It is essential that we have a know- how of the surroundings, and the stake-holders we are interacting with in order to achieve success in all the tasks that come our way. With my twenty years work experience, half of which have been spent as an executive and the remaining as a manager, I have not only acquired the skills of communicating more diligently with my work peers, but also the clients and have established worthy reputation with them as a hard worker, and someone who is reliable and trustworthy. My Beblin Team role evaluation as a Monitor Evaluator and Shaper represent my ability to fulfill tasks to the end, with sound judgment and good decisions. I have taken this personal development test for the first time. It has helped me immensely in determining my skills as a manager, as well as a person who socializes with her friends and family.

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It has helped to analyze my strengths and weaknesses and how I can improve them for future interaction.

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Section B: Literature Review Understanding Employee Motivation

Reflective Statement The job post of a best practice manager, requires the element of motivation and enthusiasm to be simultaneously placed for the best results. Best practices are carried out successfully, not through coercion and force, but through effective self-motivation and by encouraging the employees. Achievement and working as an independent manager produce the best outcomes if done with creativity. The instinct of creativity drives a person to think out of box , and employ the best practices, leading to proficient methods for doing business. The author chose the topic of motivational theories as part of the best practice management, because it leads to the development of the organization, qualitative improvement in the working of the human resource group and acts as a litmus test for creating healthy competition which triggers improvement in each sphere of an organization, consequently benefiting the organization and the individual. The world is changing very fast, communication and the media has generated an atmosphere whereby, one can only survive if fittest. To achieve the best, one has to employ best practices, which puts an individual in a gearing mode for improving efficiency, competence and the best achieving results. Otherwise, if the human resource is not motivated and challenged to rise to the occasions, you as an individual and as an organization are bound to be side tracked and forgotten forever.

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As indicated, through the MBTI, the authors personality has elements of being an action oriented problem solver, who will thrive to solve a problem. Solving problem through coercion or duress may bring out solutions temporarily, but will not bring positive implications in the long run, since it might create an impression in an employs mind of being intimidated and forced to work. Therefore such a strategy should be rooted, which will create a spark in the employ to get the things done happily and with a go-getter attitude. Having an MMDI result of ESTP type, depicting extroversion, sensing, thinking and perceiving abbreviated in ESTP. As a Best practice manager, it is very crucial to have the ability of sensing the problems, perceiving them positively, and thinking beyond the possibilities by employing an out of box thinking approach to figure out appropriate solutions. Extroversion is of crucial importance. An extrovert would love to work with people, more confidently. Nowadays, more profitable companies enhance operations through continuous improvement, setting clear performance goals, monitoring and reviewing performance, and aligning incentives with performance (Fyol, 1949). The test for the team work, Belbins, indicates that, the authors performance will be best under pressure and in stressful environments. This is the prime requirement for steering a negative venture out from a crisis situation. Her serious mindedness helps to envision all options and make accurate judgments. Here is the employment of the best practice concept, where essentially a manager is required to keep in consideration the highest standards, morals and principals and set those as examples, yet come to conclusions which will cater to the needs of the particular organization. However, on part of the author, she lacks in the department of inspiring others, even though working as a team is a preferred choice. Often taking the opportunity to set examples and learn from others, achieving whats best and then dynamically putting herself in the situation is
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part of her adopted approach. There is a strong tendency towards making accurate and punctual submissions, but on the other hand the author is prone to making slips by worrying unduly and allowing her reluctance to be made known to co-workers. Where motivation serves as an art of getting the things done from others willingly (Kalyan, 2012), the authors personality tests endorse the requirement, because she is an action oriented problem solver. The author also made practical demonstrations. Once while working in The Singapore Pte, the author was assigned a task of assisting sales staff management for the closing of the sales appointment. She practically observed that the sales staff would perform further better if the chain of command would be reduced by two hierarchal steps. The author, therefore pursued the management, and made them aware of the quagmire which the employees were going through. Performance of the staff was affected at wide scale because of communication gap. She sought to enhance her managerial skills and a higher management degree, which enabled her flawless management capabilities before she is hired at the post. Major reasons behind lowering of employee motivational levels were taken into consideration in a survey from four industry leaders (Corp learning, 2010). This showed that although employees were making continual effort in improving their skills, this will serve as a back-up plan for future prospects, in todays world of crisis. Hence, workers tend to become more edgy in times of such adversity and economic uncertainty. The management however, needs to help out the decelerating motivational pace amongst these corporate individuals. Over here as a manager one must work to minimize the fear of uncertainty and job-loss. The author, as a manager would work to reduce the growing concerns of the employees, keep them informed about the persisting circumstance of here and now, and along with that employ the best practices form the chronically developed motivational theories.
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Introduction to Motivation: The term motivation is derived from the Latin term emovere (Kalyalan, 2012), which means to move or to activate. Motivation has been described as what energizes, directs, and sustains behavior (Porter, Bigley & Steers, 2003). Motivation is generated from a variety of sources including goals, values, and the need for achievement, biological needs, and relatedness, among others (Reeve, 2005). Motivation can prompt employees to work hard, produce efficient result, and work greater than the desired number of hours, which is possible only if the employees direct or activate their energies towards a positive direction (Porter, Bigley & Steers., 2003) It is said that motivation is an act of stimulating someone to get the desired course of action, in other words, to push the right button to get the desired results Jucius, 2012). The procedure to motivate other is an intrinsic part of learning. However, motivation can be done in monetary or non-monetary terms. Monetary motivation pertains to provision of cash and benefits to the employees, whereas non- monetary benefits include promotions, awards, enhancement of working conditions etc. ( Ballentine, McKenzie, Wysocki, and Kepner,2012) Several theories have been produced to provide enriched methods of motivation, essential to the progress of employee performance (Oyesuki & Omusa 2005)

Definition of Motivation Psychologists have always found the academic definition of motivation to be controversial, whether its being employed practically or impractically: the basic purpose is to get employees to cooperate in tasks. To motivate ones self would mean to fulfill personal requirements like losing weight (Apparel warehousing, 2011).
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How is motivation done? And how can the author create the motivational force amongst the workers is the main aim of this review. Here can be taken a glimpse of the most suitable motivational theories applicable and understandable to the current world.

Motivation Theories A motivational theory is defined as, Psychological discipline that attempts to describe why people or animals behave as they do solely in terms of internal needs that drive behavior (Barrons, 2012). Different theories have been developed over a period of years, the most popular ones are

Maslows theory of motivation Herzbergs two factor theory Alfreds ERG theory McClellands theory

This Paper will give insight to the all the four theories, but providing an elaborate view about the Theory of motivation, by Maslow, and the Theory of achievement by McClellands theory.

Maslows Hierarchy of needs After thorough study on the healthy personality, Abraham Maslow, the originator of Maslows Hierarchy of needs, reached the conclusion that people seek fulfillment and change through growth. He believed that human beings are constant wishers, and they are always wanting or desiring something. Therefore Maslow conceptualized all these wanting and needs into a

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hierarchal form. The hierarchy of needs assumes, that its the employer will be responsible for provision of appropriate working conditions, so the workers can be better performers. This theory holds greater importance today than in any of the previous time periods, Because today is the world where workers face adversity form the economic circumstances, do not have abundance of opportunities and are being cornered on the base of blooming competition and expanding markets. The hierarchal needs are depicted in a pyramid-cal form, The lowest ones being the physiological needs and moving to the top are the D-needs or the Deficiency needs. Once the deficiency needs are met the person will move on to Self actualization. Maslow made an important point here, by claiming that the individual will not move on to the next level unless the needs of one hierarchal level are fully accomplished. If however, in some case, the need remain unsatisfied, the person will temporarily jump back, accomplish his requirements and then move upwards again. Hence a person will not permanently regress to the lower limit.

Maslows Hierarchy of needs (J.Finkelstien, 2010)

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Physiological needs are the basic human needs, which if not met will lead to mal functioning (Finkelstien, 2010). These are the starting points of life and are necessary for basic survival. Food, shelter, clothing, water, air are some of the examples in this category. A worker would expect to be incentivized by the physiological needs like consumer incentives, perks, subsidized canteens etc.

Safety and security needs- With the physiological needs satisfied people look for safety and security as their next most important needs that require prime fulfillment. These include economic and financial safety, and rely on controlling injustice and inconsistency in these areas. In the work field these needs take the form of job security, Insurance policies and grievance policies in face of unilateral authority.

Belongingness and love needs The Affiliation needs are represented in this category. Although this varies from one individual to another, the need for seeking conversation, companionship, intimacy and a supportive and communicative family, are a part of everyone lifestyle. These are the Social needs in a workplace, which include health and safety assurances, the strength of peer pressure, and the need to belong and control in an environment.

Self-esteem and Ego needs People develop confidence when they come across recognition and support. They identify satisfaction when appreciated by peers and bosses. These traits represent the need for freedom, participation and responsibility, which a person views in the form of their ego and self-esteem.

Self-Actualization needs Every motive seeks to personify the maximum potential of a person. It shows a persons desire to accept challenges, deliver on goals , complete mental application and learning new ideas.
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Maslow's theory brought profound changes to the previous theories of personality and motivation. And when applied to the workplace, a person will achieve satisfaction when factors such as pay and job security are taken care of, without any bias or hindrances. When employees are assured of the fact that their needs will be fulfilled, chances of getting distracted at work, and worrying factors which encourage such distraction, are completely eliminated.

Contradictions to Maslows theory This does not mean that these issues do not persist, and are relinquished absolutely. Over a period of time people lose their interest, and they become increasingly dissatisfied with the most basic of these provisions (salary, bonuses, etc). In fact, Maslow (2000) stated that even when people were not worried for their survival needs and were paid well, their requirement for a better salary persisted. Maslow found that people who were satisfied at all five levels of need, were called basically satisfied people, and the healthiest and fullest of creativeness was expected (Maslow 2005). This basic detractor here is that the theory over-simplifies human need and behavior. It is not necessary that every person has to have achieved all levels before reaching satisfaction. It, hence creates a general confusion as to what level of satisfaction must a person achieve before he/she can finally move to the next level of needs. It was identified that Maslows theory was not based on a set pattern of needs, or a theoretical explanation for their finding, or why there was a requirement to create a hierarchal pattern (Chapman, 2010).

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The hierarchal pattern has also been criticized (business balls, 2010) on the cultural bias it creates. The theory represents only, white middle class North American people, and fails to provide the cultural acceptances and lifestyles of people from various other backgrounds. Chilean economist Manfred Max Neef argued with his theory in 1983, (right livelihood, 2003) that human behavior is universally invariant. He stated that people have almost similar reactions to humanity, poverty, frustration, denial, and other varying emotions. Neef, in the same year therefore presented a 36 cell matrix, which organized the human needs. These needs had a two-fold character, potential and deprivation. In Neefs perspective, human needs such as food and shelter are the satisfiers for subsistence, they are not perceived as needs. The Cooperates are satisfiers for need to participate, since they are able to express opinion. No direct correlation tends to exist between needs and satisfiers. Satisfiers will be pleasantly able to cater to the needs at once, and for a need to be satisfied it is essential to utilize a satisfier. Max Neef believes that over a period of time the way the needs are met or catered have evolved. Human needs which are fundamentally homogeneous in all cultures are classifiable and finite (Neef et al., 1989). He argued here, that each culture has diverse culture as part of it, so in order to realize their needs, cultures, groups and individuals formulate their own actions and value systems which eventually create problems. The socio-economic relations need to be viewed subjectively and objectively. Individuals, societies and communities thrive upon the satisfier for needs; it provides us essentially with the meaning of poverty. Neef focused on speaking about poverties rather than poverty (Neef et al. 1989. p.21). He was of the view that dissatisfaction of fundamental human needs will lead to poverty. Hence all the nine axiological needs will have symptoms of poverty in it. Poverties in turn infest themselves through any of the pathology such as hunger, racism and war etc and lead towards general physiological distress, frustration, isolation and confusion.
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Economic frame of reference is not a reliable source, because eventually we will not be able to satisfy our needs. People keep on moving from one hierarchal stage to the other one, and would regress temporarily if requirements of one level are not met adequately. This gives a complex depiction of people and what in fact motivates them. Neefs interpretation should not have a rigid application or else it would result in an inflexible analysis. For example, if a person has achieved self-actualization, He will still be looking forward for the satisfaction of lower level needs such as self esteem or the physiological requirements. One cannot completely become aloof of the different hierarchal stages, each stage will be required when satisfaction needs to be accomplished. Maslow formulated these concerns around more than five decades back in history.(Chapman, 1995), which is a task expected to be performed by any of the senior corporate managers, directors etc. As human beings progress they add up to their asset of knowledge and expertise, expand and diversify their horizon of expertise and indeed become more valuable to the recruiters. A good employer will recognize this asset building and should accredit and acknowledge their precious workforce. Other criticisms which Maslow faces, apart from Neefs criticism are, Graves Criticism Maslows lack of consideration for not taking into account the physiological disorders faced by healthy people. Motivational critic, claims that Maslow has simply identified the motivational needs, but hasnt given an insight about how to meet those motivational needs, He did not catch the cyclical nature of the spiral existing between the self expression and sacrifice self to conform (Cowan &Natasha Todorovic, 2005). Graves in 1992, also is expected to offer a much valid explanation. Graves was the initiator of hierarchal needs theory
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however Maslow was the one who gave recognition to Graves model in 1978 . Relative to the life conditions, Maslows needs can be looked up as being driven (Hierarchy of needs, 2010).

McClellands Human motivation theory: It is essential while working with a team, to know whats motivational for the team members, and what prompts them to achieve the tasks efficiently, above all, how they respond to the feedback. Such factors which allow identifying the motivating drivers of people help you give them feedback and praise effectively, and on the basis of this. One can make a suitable assignment of tasks to keep the workers motivated are all part of the responses accomplished by David McClelland in his Human motivational theory (Hogan, 2009). McClellands theory is also known as the three needs theory, Acquired needs theory, Motivational needs theory and Learned needs theory. After Maslow created his theory of needs, he identified the basic needs of the human beings with regards to their importance, as defined in the latter section. David McClelland formulated his own frame work, which gave insight to the three learned motivators. The dominant motivator is persistent in every individual, irrespective of the gender, age or ethnicity. It is primarily dependant on a persons cultural and life experiences. The dominant motivator will shape up the characteristics of the individuals. The three motivators are achievement, affiliation and power. Hence theses three will have an implication over the individuals as the characteristics are dependent upon the dominant motivator. Dominant Motivator Characteristics of An Individual

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Achievement

Has a strong need to set and accomplish challenging goals. Takes calculated risks to accomplish their goals. Likes to receive regular feedback on their progress and achievements. Often likes to work alone.

Affiliation

Wants to belong to the group. Wants to be liked, and will often go along with whatever the rest of the group wants to do. Favors collaboration over competition. Doesn't like high risk or uncertainty.

Power

Wants to control and influence others. Likes to win arguments. Enjoys competition and winning. Enjoys status and recognition.

(Mind tools, 2012)

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The strong power motivator can be further categorized into two groups, Institutional and Personal. People with an institutional power drive will be motivated to organize the efforts of a team to further the company goals. On the other hand individuals with personal power drive would want to control others. In general, individuals worth the institutional power drive champion the ones with personal power driver, because they have tendency to work as a team and spread the benefits to the entire organization. It will be possible for one to identify the dominant motivators of the team members, through the theory. These can then be used accordingly to influence the goal setting and provision of feedback, motivating and rewarding the team members ultimately. Such motivators can also be effectively employed to craft a job around the team members, ensuring a better fit. There are two steps which need to be followed: 1. Identify the drivers, 2. Structure the approach STEP1: Identify the drivers On the basis of personality and past actions, determine the drivers and identify which of these motivators is dominant for each person in the team. Suppose if an individual in the team tends to take responsibility, guide others, delegate the responsibility to the peers, and efficiently meets the goals and requirements of the assigned tasks, Such a team member is evidently driven by power. On the other hand if an individual in the team silently observe, tries to follow up with the other team members, and waits for the appropriate guidance, than such is the member who falls in the category of those who have a strong need for affiliation.

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Step 2: Structure Your Approach Now based on the driving motivators, discovered in the first step, The management will be required to structure a leadership style to do the projects and assignments, ensuring that the employees stay happy, motivated and perform their part of the job with vigor and energy. Achievement When an individual thrives on overcoming problematic situations and attempt to take the things head-on, such individuals have a dynamically enthusiastic nature and are propelled to take challenging, but accomplishable projects. The only way to engage such individuals is to prompt them in a state where they enjoy working and take the tasks as acceptable challenges to their performance. These individuals will work best with people who they can set as ideals or look forward too. As a Best practice manager, such nature will have to be adopted as a coherent part of the managerial skills. Also these people may enjoy working alone. An appraisal on the performance of an achiever will help to give the idea regarding their right and wrong dos and donts. Affiliation Individuals who stay happy in an integrated and gathered environment, and compel themselves to work as a group or a team, are best motivated by Affiliation. Individual who would pursue to get motivated by affiliation would duly squeeze the risk involved in a job, and would avoid working with uncertainty and probability. In part of giving them the feedback, the supervisor would preferably be advised to give a balanced yet personal advise. They will feel more comfortable, free to converse and share their views if an

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appraisal is initiated by emphasizing their good working relationship and entrustment. Praising such individuals in privacy or lower or close level gathering will be the best motivator. Power Such individuals tend to enjoy competition; they hence, work best when they are in charge. Their performance towards goal oriented tasks is exceptional. Moreover, these individuals have high convincing capabilities, and will strike effective negotiations. Therefore, they can accomplish tasks successfully where an effective negotiation needs to be made with the other party. During appraisal, these individuals need to be kept well informed about their career development, and be motivated with their career goals. McClellands Human motivation theory shows that the human motivators are not inherent; they need to be developed through the culture and life experiences, so each individual has three prime driving motivators, Needs for achievement, affiliation and power. The information on these habits of team members can lead to effectively structure the team roles.

Alderfers ERG theory Clayton Alderfer created the ERG theory to reflect the limitations of Maslows hierarchy. The essential element is that Alderfers theory is also presented in a hierarchy. The syllable ERG stands for Existence, relatedness and growth. Since the ERG theory is based on the criticism of Maslows theory, there are some existing similarities between the two. However, there are significant differences which separate them in nature. The Maslow and Alderfer theories overlap at midlevel. Existence shadows physiological and safety needs; Relatedness overlaps with social and esteem needs; and Growth represents Maslows
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self-actualization and external esteem needs. Importantly the needs in Alderfers theory align in the same way as the hierarchal theory of Maslow. Maslows theory differs from that of ERG in three ways. Apart from the fact that ERG has three less level, unlike Maslows hierarchy, the ERG theory allows different needs to be pursued at the same time. The next difference associates itself to a criticism for Maslows theory: the fact that Maslows hierarchy is based on biased needs of a one particular type of person and fails to deliver for any other category. ERG theory caters for different people, and is not biased for one category ERG proposes the frustration-regression theory. This means that if a person is unable to fulfill a higher level of needs, it does not mean that they cannot revert to a lower level of needs which can be satisfied easily. ERG theory proposes a flexible model of progressive needs, which allows it to account for a wider range of behaviors, something highly unlikely with Maslows hierarchy. The ERG theory is more employee oriented, unlike Maslows theory and will identify that the managers need to recognize the many needs of a person, and that they can be satisfied simultaneously. In case they are not satisfied the person will regress and would move towards fulfilling their relatedness needs. In such a case the managers should be able to recognize the needs of the person and help them with achieving their needs in the higher tier, else the person will retain themselves at the relatedness level to unless they can attain growth level again.

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Herzbergs theory Motivators and hygiene were the two factors that Herzberg categorized motivation in (Herzberg, Mausner & Snyderman 1959). Motivators are the intrinsic factors which represent job satisfaction, recognition and achievement. Hygiene or extrinsic factors include job security and pay. Hygiene factors represent the environment in a workplace. They include elements such as a good salary, good working conditions and encouraging supervision. Employee dissatisfaction with regard to these factors is apparent when deteriorating conditions of the workplace environment lead to a dysfunctional person and incidents such as tardiness, absenteeism, poor labor turnover and workplace accidents. The fulfillment of these needs will not guarantee better employee performance and work out put still. The fact that these sources of dissatisfaction are absent does not mean that the problem does not persist. It only represents poor communication and weak relations between the employer and employee. And, since these are not the only factors that may help improve or contribute to the satisfaction of the employee, there are other factors internal to the person effects. These are the intrinsic factors which need to be fulfilled to encourage productivity and effectiveness. These factors of intrinsic motivation, and also called motivators include many points which help the person to see themselves in a challengeable position, which in turn empowers them to take up the challenge and demonstrate and deliver on competence. These include providing chances to the employee to show their true talents when challenged, giving them a chance to perceive bigger and more responsible roles. In the process if the said tasks are not able to motivate the employee into accepting more challenging roles and attaining success in them, it turns into a problem and employees have to be laid off for this reason.

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Hertzberg believed that these motivators included allowing the employee to exercise control on their careers. More so, motivators encourage responsibility, and provide the employee with an opportunity to discover learning, development, competition and success. This is also known as the Two-Factor Theory of Motivation. Criticisms for the theory have often been raised. The first most apparent problem is the timeline of the theory which had been constructed in 1959, which makes the theory a less appreciated application in this century (Bellott and Tutor, 1990). Each job will require the motivational strategy to be applied in accordance with the working environments, worker force attitude and managements level of corporation. Employees may be motivated in accordance with the nature of motivation they intrinsically desire. It may be monetary or non monetary, serving to cater the organizational needs and requirements.

Ways to Motivate A Salesperson Gone are the days today, when the best managers could coerce the employees into achieving goals, now the best option for management is to adopt persuasion as a management tactic. The sales manager sets the course for the most efficient system of selling the company's goods. By her statements and actions, the successful sales manager inspires the sales team to act in ways that are in everyone's best interests. An efficient manager will always be aware of the skills and strengths of her sales team, and will always work on improving these skills in each of her employees. In addition to that the manager will make aware their team of this effort on part of the manager, so in due time the team learns to understand the tactics of the manager as encouragement towards improvement. Later, the
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enhancement in skills will be replaced by money as the prime motivator in the job of these employees (Kovach 1987). With employees getting older, challenging work becomes a motivator again. Like any other process recruitment is an ongoing and continuous procedure that requires time and effort. Every manager should have a basket of people who would like to come and work for her in the prospective future. This needs the manager to have a database available at all times, so when the time comes, they are able to make hiring an effortless procedure. Hence, the reason for motivating employees is to create survival options (Smith 1994). Motivated employees help an organization to grow rapidly and eliminate competition which enhances its chances of survival in the market. Therefore, it is necessary for the manager to maintain several ongoing motivating factors for every employee, be it challenges, high tier responsibilities, better salaries and bonuses, or inviting workplace tactics. Some of the motivation tactics include immersing the employees in developing and insightful challenges. These will bring vibrant changes to the company and at the same time, will allow the employees to become indispensable assets as well. This creates less resistance on their part and allows the management to make faster changes effortlessly (Robertson 2008). Other more cooperative management tactics include Communicating and celebrating the successes of these employees. Communication is the center of every relationship and in a workplace it is the most essential element to survival of a employer-employee relationship. The best way to communicate within the workplace is to use technology and the manager must always remember to keep herself updated. Also motivational meetings; having lunches and tea with the teams and

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individual employees, enhance their trust in the company and allows to keep track of available challenges for the organization. Robertson (2008) stated that managers should make a point to appreciate and recognize someone every day. When employees do well and provide positive results the manager should make it a point to treat them and highlight their achievements. The management should provide back-to-back challenges and goals for the teams. People always look for opportunities to reflect their skills, and workplace challenges are the best way to represent those skills. Management should try to keep track of the progress on these challenges, while at the same time they should contribute fully to the team by providing them the tools to succeed on these challenges. The best way to do this is by providing equipment, support, advice and training to the employees. In case there are certain people on the team who are likely to keep the team slow because of poor performance, the manager should help as far as possible and not turn away from the situation in face of conflict. Robertson (2008) stated that this approach reduces the morale of the team even when there is a high turnover. The best management tactic, however, is to lead by example. Teams and all employees look to the leader--- in this case the manager, to set records and guide the employees in time of need. Passionate and zealous managers encourage the employees to behave in similar manner.

Factors That Will Motivate Sales Person Several factors encourage sales people to perform efficiently. Some types of motivation include the sense of achievement; socializing; changing their environments, incentivizing their work and good efforts, and using the punishment approach.

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Achievements are an intrinsically longed in every person, but not every individual will look forward to achievement as their motivation. Setting a goal or a target is the catch here, an individual will be willing to go as far as possible for achieving a goal. This will be ultimately creating a motivational drive. Each individual will have different perception of accomplishing goals, they may be simple or complex. In situation of peer pressure it is essential to revive motivation. Best solution here is to motivate through socialization. At times it is the earnestly desired by individuals to be treated at a same footing as that of a person, this may intensively serve as a motivational act. A progress might occur when individuals adapt to changes or transformations in the environments. A continuous pattern of doing things and following procedures may cause de motivation and mellow down the flame of enthusiasm, which can be brought to spark by creating change. A method of evoking fear amongst the employees can also be adopted to create motivational drive amongst the individuals, if individuals fear law, authority and procedures they will automatically be fearful of the punishment and fine. This may bring the individuals to do job with motivation, so they make no mistakes. On the other hand they should also be incentivized for abiding by particular rules and regulations and walking between the lanes. People who believe in efficient performance of tasks with associated rewards at each level, for accomplishing a certain goal should be motivated through incentives By raising the incentives in proportion to the performance levels, an organization can reach max efficiency levels and increased productivity. For a business it is essential to get the employee working through the right pay level, financial rewards are merely of two kinds, they may be direct monetary or indirect monetary rewards.
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Direct monetary rewards comprise of direct wage and salary payments to the workers, where as the indirect payment are inclusive of fringe benefits, paid vacations, employment benefits etc. Financial Incentives have their own advantages, they help to achieve Self actualization, as they help to satisfy the human needs and requirements, it keeps the employees to be loyal with the organization and holds them back from joining the competitors. They help to create the driving skills in a person. Offering the commission will serve as the advolrem the sales level. If employees will be motivated to achieve a certain sales level with an incentive of increment in the salary level, they will be well motivated to achieve their score with even more determination. Performance related bonuses can be helpful to encourage higher levels of staff performance, The rewards being proportionally correlated to achievement of certain goals which may be team, organizational or personal. Non-Financial remunerations bring their own benefits, Such as enhancement of the social esteem of an employee, improvement in the job satisfaction level, improvement in the confidence level of the employee, boosting up the morale and accepting higher degree challenges and other such advantages. Giving to the point salary and not giving any appreciation in monetary and non-monetary terms will drain down the motivation level of an employ, individuals need to be continuously recognized for their efforts and achievements, they strive to gain the managements attention, which will help to motivate them further. Management will cater to the needs of employees by developing good management supervision, designing the job scopes to make the work satisfactory, Provision of

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constructive feedback to the employees, offering training sessions, squeezing the communication gaps and adding the consultation facility with the management.

Conclusion As motivation is related to subjective experience, it breeds a sense of achievements, and dares an individual to rise above the normal practices, the results accrued out of motivation or the best practices in return not only gives satisfaction in terms of career development but also in monetary terms. This ultimately breeds leadership and the sense to accept challenging goals which make a person different from others. Another major benefit of such achievement for the best practices is the movement of the organization and individuals from normal coarse to safety oriented and healthy ways of working, which makes it a clear and a distinct leader, in terms of healthy ways of working, Thus, creativity, healthy practices leading to better goals ultimately drives you to safer ways of doing business, utilizing the best tools. May it be human resource, use of technology, IT, or any other function which ordinary organization with average people cannot even think. The Best practices are the name of the change and the change towards positivity, breaking the shackles of non-development, incompetence and unhealthy ways of working.

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APPENDICES

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