MOTIVATION OF HUMAN POTENTIAL: THEORY AND PRACTICE

500 Pages·2009·3.54 MB·English

MYKOLAS ROMERIS UNIVERSITY
ZILINA UNIVERSITY

Martina Blaskova
Vladimiras Grazulis

MOTIVATION OF HUMAN
POTENTIAL: THEORY AND
PRACTICE

Monograph

Vilnius 2009
UDK 331.101
Bl-14

Reviewers:
Professor Vaclav Liska, PhD, of Czech Technical University in Prague,
Professor Stanislaw Borkowski, PhD, of Poland’s Czestochowa University of
Technology,
Professor Borisas Melinkas, PhD, of Vilnius’ Gediminas Technical University,
Lithuania

The Monograph was considered in the Oct. 15, 2009 session of the Board of the
Mykolas Romeris University Faculty of Public Administration (protocol no. 2VA-1) and
recommended for publication

The Monograph was considered in the Sept. 24 session of the Board of the
Department of Personnel Management and Organizational Development under the the
Mykolas Romeris University Faculty of Public Administration (protocol no. 1PVOK-2)
and recommended for publication

The Mykolas Romeris University Commission for Approving Scientific-Academic
Publications in the Nov. 19 session (protocol no. 2L-2) approved the Monograph for
publication

The Monograph is copyright-protected. The publication cannot be reproduced,
amended or otherwise distributed without the publisher‘s prior consent.

The Monograph is supported by the Grant of the Ministry of Education of the Slovak
Republic VEGA No 1/4647/07 Dynamical model of Human Potential Motivation

ISBN 978-9955-19-155-1 © Mykolas Romeris University, 2009
© Zilina University, 2009
© Martina Blaskova, Vladimiras Grazulis, 2009
3

PREFACE

Implementation of market economy-based changes in the post-
Soviet block of countries led to their gradual integration into the global
economy, creating the need for the development of a modern approach
to business management. Slovakia and Lithuania’s accession to the
European Union (EU) and, in turn, to the global economy, left the coun-
tries unwilling and unable to compete through cheap workforce, which
was basically their only competitive advantage right after the fall of col-
lectivism and planned economy.
Our idea to compose a monograph on possibilities for improving
employee motivation mechanisms in organizations was fuelled by Slo-
vakia and Lithuania’s EU accession and the ever-increasing impact of
globalization on businesses run in the two states. The book’s coming
into existence was also prompted by positive reader feedback on previ-
ously published works, namely the books “Riadenie a rozvoj ľudského
potenciálu”: Uplatňovanie motivačného akcentu v procesoch práce s
ľuďmi (Human Potential Management and Development: Applying Mo-
tivational Accent in Processes of Managing People, published in Slova-
kia in 2003 by Martina Blašková; “Motyvacijos pasaulis – jo supratimo
keliai ir klystkeliai” (World of Motivation: Roads and Crossroads to
Understanding), published in 2005 by Vladimiras Graźulis, and “Or-
ganizaciju strategines pasirinktys. Ar mokame veikti?” (Organizational
Choices. Do We Know how to Act?), published in 2008 by Vladimiras
Graźulis. References to our papers on this topic in various scientific
publications also played a major role in our decision to produce a joint
monograph.
th
A renowned 20 Century management theorist Chester I. Barnard
back in 1938 provided a first-ever definition of the organization as a so-
cial system, where the means of attaining organizational goals and ef-
fectiveness are linked with employee work motivation. We drafted our
monograph bearing in mind a statement made by Peter F. Drucker, who
wrote that “what matters most in a social discipline such as management
4
are therefore the basic assumptions. And a change in the basic assump-
tions matters even more,” (Management Challenges for the 21st Cen-
tury, 2004, p. 4). It is our conviction that in order to best understand
what drives employees, it is necessary to take into account the entire
spectrum of factors that could influence an individual’s will to work, i.e.
to consider assumptions relative to both the work setting and a person’s
individual characteristics.
It is in this particular context that our book covers the conceptual
legacy left behind by renowned theorists, who researched organizations
and their capacity to adapt to modern-day processes and motivate em-
ployees to be driven by change, presenting specific approaches and de-
tailed practical illustrations of these processes.
In our publication we seek to underline that an organization cannot
achieve a competitive edge in the global scheme of things unless it ap-
plies theory to practice – a connection we find to still be rather fragile
and discourse on organizational involvement in change lacking in our
countries.
During our years of teaching human resource management in the
University of Zilina in Slovakia and the Mykolas Romeris University in
Lithuania we’ve observed that given the task to do some autonomous
research on employee motivation, students can use available textbooks
and other sources to quickly draft a paper. However, as soon as the dis-
cussion extends to specific real-life situations, the researched motivation
theories narrow down to just general theoretical provisions, and obvious
and widely known practical decisions like better pay, a secure work-
place, a friendly work environment, etc. We’ve also noted that it isn’t
commonplace in our countries to apply to practice ideas generated by
motivation theorists. Having given some thought to these points, we’ve
discerned that the overly abstract method of introducing these theories
to university students, i.e. by presenting theory and in no way applying
it to practice, may be the reason behind the situation at hand.
Our experience in conducting surveys, working as research mentors
and analyzing case studies served for accumulating quite an abundance
of valuable information, which is now being applied for teaching human
resource management, marking the first positive results in the under-
standing of the process of employee motivation.
5
The monograph is aimed at introducing the concept of an organiza-
tion primarily focusing on the human factor, i.e. covering basic motiva-
tion theories and the process of motivation and its development to help
the reader better understand how the discussed theories relate to prac-
tice.
Authors are aware that the topic of employee motivation has been
the subject of many a book and publication, however hope that this
monograph will turn new pages on this topic and aid readers in learning
to analyze and assess organizational processes and developing an or-
ganization’s human potential amid a competitive environment. The
book, it should be noted, also cannot provide final answers to all ques-
tions that may arise, however we hope it will facilitate the analysis of
modern-day management processes and better understanding of the
world of human motivation.
While the publication is first of all targeted at human resource man-
agement lecturers and students, it may also be of utility to owners of a
wide-array of businesses and anyone interested in organizational poten-
tial for development amid a changing environment.
Authors would like to kindly thank reviewers Professor Václav
Liška of the Czech Technical University in Prague, Stanisław Bor-
kowski, PhD, of Poland’s Czestochowa University of Technology, Bori-
sas Melinkas, PhD, of Vilnius’ Gediminas Technical University, and
lecturers of Mykolas Romeris University Department of Personnel
Management and Organizational Development and Žilina University
Department of Management Theories for their valuable feedback. Au-
thors also thank translator and editor Elma Paulauskaite and everyone
who in any way contributed to the publication.

Please direct any comments or feedback on the book directly to the
authors by email: [email protected] and [email protected].

Dear reader, we will be most happy to hear your opinion on our
book. We hope your feedback will help us improve any future editions.

Sincerely Yours,
Martina Blašková and Vladimiras Gražulis
6

CONTENTS

1. THE CONCEPT OF AN ORGANIZATION IN MODERN-DAY
SOCIETY…………………………………………………………. 11
1.1. Identification of an Organization……………………………….. 11
1.2. Environmental Impact on Organizational Development……….. 16
1.3. Organizational Challenges in a Changing Environment………... 35
1.3.1. Necessary Preconditions for Organizational Changes…… 35
1.3.2. Challenges Impeding Organizational Transition………… 42
2. CONTEMPORARY DIMENSIONS OF MISSION OF HUMAN
POTENTIAL MANAGEMENT WITH ASPECT OF THE
MOTIVATION…………………………………………………… 48
2.1. Human Potential versus Human Resource and Necessity for
Systematic Motivating………………………………………….. 48
2.2. Human Potential Management and Development……………… 52
2.3. Actual Mission of Human Potential Management and
Development……………………………………………………. 54
3. MOTIVATION AND MOTIVATING EMPLOYEES AND
MANAGERS................................................................................... 58
3.1. Identification of the Motivation………………………………… 58
3.2. Identification of the Motivating………………………………… 63
3.3. Relations of the Motivation and Motivating……………………. 69
3.4. Identification of Motives of Human Activity…………………... 71
4. MOTIVATIONAL PROCESSES – PROCESSES OF
INFLUENCING MOTIVATION………………………………… 88
4.1. Intra-motivational and a Inter-motivational Chains…………….. 88
4.2. Identification of Process of Motivating/Motivational Process…. 94
4.3. Approaches to the Motivating Employees and Managers……… 98
5. MODELS AND THEORIES OF MOTIVATION AND
MOTIVATING……………………………………………………101
5.1. Development of Motivational Models from Early Management
Theories to Present……………………………………………… 101
7
5.2. Importance of Theories to Efficient Motivating………………... 113
5.3. Maslow’s Hierarchy of Needs Theory………………………….. 114
5.4. Herzberg’s Two-Factor Theory………………………………… 139
5.5. McGregor’s Approach to Inborn Behavior……………………... 160
5.6. Alderfer’s ERG Theory………………………………………….176
5.7. Vroom’s Expectancy Theory…………………………………… 178
5.8. Porter’s and Lawler’s Expectancy Model………………………. 181
5.9. Equity Theory…………………………………………………... 183
5.10. Strengthening Theory…………………………………………. 186
5.11. Goal Theory…………………………………………………… 187
5.12. McClelland’s Achievement Motivation Theory………………. 189
5.13. Homeostasis Theory……………………………………………201
5.14. Pragmatism in the Management of Working Motivation……... 202
5.15. Synthesis of the Knowledge of Motivating…………………… 204
5.16. Collins’s Level 5 Leadership………………………………….. 208
5.17. Creative Proactive-Concluding Theory of Motivating………... 211
5.17.1. Argumentation of Implement of Proactive-Concluding
Theory………………………………………………… 212
5.17.2. Characteristics of Creative Proactive-Concluding
Theory………………………………………………… 214
6. STRATEGIC MOTIVATING OF HUMAN POTENTIAL……… 221
6.1. Approaches to Strategic Motivating of Human Potential………. 222
6.1.1. Partial-process approach……………………………….. 223
6.1.2. Complex-realization approach…………………………..226
6.2. Process of Complex Strategic Motivating of Human Potential… 227
6.2.1. Thorough analysis of three key fields of information….. 230
6.2.2. Setting strategic objectives of the motivating human
potential…………………………………………………241
6.2.3. Formulation of strategy and policy of motivating human
potential…………………………………………………251
6.2.4. Implementation of chosen strategy…………………….. 258
6.2.5. Evaluation of effectiveness of strategic motivating
human potential…………………………………………262
6.3. Importance of Strategic Thinking………………………………. 266
7. MOTIVATION PROGRAM AND ITS DIMENSIONS…………. 268
7.1. Identification of the Motivation Program………………………. 269
7.2. Motivation Program Dimensions……………………………….. 272
7.2.1. D1 Dimension of the Creation………………………….. 273
8
7.2.2. D2 Dimension of the Planning Category……………….. 279
7.2.3. D3 Dimension of the Object……………………………. 280
7.2.4. D4 Dimension of the Subject…………………………… 282
7.2.5. D5 Dimension of the Used Methods……………………283
7.2.6. D6 Dimension of the Adaptability to Individual and
Group Differences……………………………………… 284
7.2.7. D7 Dimension of the Evaluation and Requirements…… 285
7.2.8. D8 Dimension of the Included Motivators……………... 290
8. CLASSIFICATION OF MOTIVATORS........................................292
8.1. Process Motivators………………………………………………293
8.2. Personality Motivators………………………………………….. 296
8.3. Symbol Motivators……………………………………………… 301
8.4. Intellect Motivators……………………………………………... 305
8.5. Communication-Social Motivators……………………………... 307
8.6. Cognitive-Dynamical Motivators………………………………. 310
9. DYNAMICAL AND MOTIVATIONAL MODEL OF
EXTENDING OF PARTICIPANTS SPECTRUM IN HUMAN
POTENTIAL MANAGEMENT…………………………………. 312
9.1. Identification of Key Concept: Modeling and Model………….. 313
9.2. Arguments for Creation of Model of Participants in Human
Potential Management and Development………………………. 316
9.2.1. Exploitation of Employees’ and Managers’ Potential….. 317
9.2.2. Willingness to Improve the Performance in Case of
Improved Motivating…………………………………… 318
9.2.3. Instigations for Improvement the Quality of Organiza-
tional Processes………………………………………… 319
9.3. Motivational Model of More Extensive Including Participants in
Human Potential Management and Development………………321
10. PENETRATION OF MOTIVATION TO THE PROCESSES
OF HUMAN POTENTIAL MANAGEMENT AND
DEVELOPMENT.......................................................................... 333
10.1. Philosophy of Implanting of Motivational Accent to Key
Processes of Human Potential Management and Development. 333
10.2. Importance and Contents of Penetration of the Motivation to
Key Processes of Human Potential Management and
Development…………………………………………………... 335
10.2.1. Strategic Human Potential Management and
Development…………………………………………..336
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10.2.2. Planning of Human Potential………………………….. 339
10.2.3. Recruitment and Selection of Human Potential………. 341
10.2.4. Orientation and Replacement of Human Potential…….343
10.2.5. Appraisal of Human Potential Performance…………... 345
10.2.6. Leading of Human Potential………………………….. 348
10.2.7. Motivating of Human Potential………………………..350
10.2.8. Training and Development of Human Potential………. 353
11. MOTIVATION AND INTERPERSONAL INTERVIEWS……. 357
11.1. Selective Interviews from Viewpoint of Strengthening
Motivation…………………………………………………….. 357
11.2. Orientation Interviews from Viewpoint of Strengthening of
Motivation…………………………………………………….. 360
11.3. Appraisal Interviews from Viewpoint of Strengthening
Motivation…………………………………………………….. 363
11.4. Outgoing Interviews from Viewpoint of Strengthening
Motivation…………………………………………………….. 364
12. MOTIVATION AND POWER IN ORGANIZATION………… 367
12.1. Determination of Power……………………………………….. 368
12.2. Subjects of Power Relationship and their Motivation………… 371
13. MOTIVATION AND CONFLICTS……………………………..377
13.1. Influence of Conflicts upon Level of Felt Motivation………… 377
13.2. Causes of Conflicts Origin and Classification of Conflicts…… 379
13.3. Resolution of Conflicts and Motivation within the
Organization…………………………………………………… 382
13.4. Consequence of Conflict and Possible Influences on
Motivation…………………………………………………….. 385
14. MOTIVATION AND ORGANIZATIONAL CHANGES……… 388
14.1. Gist and Basic Characteristics of Organizational Changes…… 388
14.2. Motivational Equation of Organizational Change…………….. 393
14.3. Process of Organizational Change…………………………….. 395
15. MOTIVATION AND QUALITY IN MANAGEMENT OF
ORGANIZATION………………………………………………. 401
15.1. Quality Determination and Its Content in Organization……… 401
15.2. Factors which Influence the Quality Improving through the
Motivation Improving………………………………………… 405
16. MOTIVATION FOR DEVELOPMENT OF PROFESSIONAL-
PERSONALITY POTENTIAL AND MOTIVATION OF
HIGH-QUALIFIED HUMAN POTENTIAL…………………… 407
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16.1. Motivating For Development of Professional-Personality
Potential………………………………………………………..407
16.1.1. Motivating for Development of Potential from Side of
Educating Subject……………………………………... 409
16.1.2. Motivating for Development of Potential from Side of
Future Employer………………………………………. 411
16.1.3. Motivating for Development of Potential from Side of
Present Employer……………………………………...412
16.2. Determination of High-qualified Human Potential…………… 415
16.3. The Specificities of High-qualified Potential from Viewpoint
of Motivation………………………………………………….. 415
16.4. Starting Points of Motivating High-qualified Human Potential. 417
17. METHODOLOGY OF RETRIEVAL AND PROCESSING
INFORMATION FOR MOTIVATING ………………………... 420
17.1. Approaches towards Information Retrieval and Processing…... 420
17.2. Process of Quantitative and Qualitative Research …………….424
17.3. Questionnaire…………………………………………………..429
17.4. Interview………………………………………………………. 432
17.5. Experiment…………………………………………………….. 437
17.6. Observation……………………………………………………. 439
17.7. Work Meetings………………………………………………… 442
17.8. Brainstorming…………………………………………………. 445
17.9. Brainwriting and its Variants…………………………………..448
17.10. Methods of the Statistical Processing and Evaluating
Information…………………………………………………... 450
17.11. Analysis……………………………………………………… 457
17.12. Synthesis……………………………………………………...462
17.13. Deduction…………………………………………………….. 462
17.14. Induction……………………………………………………...463
17.15. Experience and Intuition…………………………………….. 464

Annexes 1 – 6………………………………………………………... 467
Glossary………………………………………………………………481
Bibliography………………………………………………………… 485