Os fatores de motivação no trabalho: o que pensam os líderes

Abstract

Nowadays one of the great organizations challenges is created a motivate environment work for its employees. This challenge is accented when the intention is verified, on the individual parts, to value each time the life quality. Then, if the work environment not to bring the desired satisfaction, on the other hand to the effort level, has a natural trend for the efforts economy in the workstation and allocation of this same energy in actions that really wakeup the individual efforts. Starting the premise that the paper of the managers in the creation a motivate environment work is great relevance, this work intends to verify the leaderships in the organizations it is possible to have a complementary enters the theories motivation. For this study was requested that these hierarchies designated agreement degree with the following Theories of Motivation: Expectations, Setting of the Objectives, Equity, Two Factors, ERG and Necessities Socially Acquired. Later he was requested that six schools of hierarchies motivation it preference in relation to these. The results had demonstrated that it is possible, in the perception of the hierarchies, to carry through an interaction between these theories, therefore it did not have discord how much its theoretical postulates. With reference to the preferences of the hierarchies, the final classification considered the Theory ERG of Clayton Alderfer as the most adjusted to define motivation, after that they had been chosen: expectation, setting of the objectives, two factors, equity and finally necessities socially acquired. The results strengthen: The influence of the Theory of the Necessities of Maslow, on which is based on the Alderfer theory, on the perceptions of the leaderships; the formularization on the expectations theory has the fort leaderships appeal; the leaderships still trust that remuneration is the great importance in the motivation process.