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Abstract
There is an argument that money is the only motivator that management can use effectively to enhance the performance of
employees at all levels. Its however of questionable wisdom whether employees who happen to differ in the social class grouping
can be motivated by only one factor, financial motivation of money. Theorists have concentrated on the generalized motivators
without detail look unto those needs that motivate workers at the low, middle and high class levels that compound the environment of
today in both developing and developed nations. This study will add to the existing knowledge in motivation as regards the factors
that motivate workers at the varied social classes by coming up with a theory, the Tirimba theory of motivation which was aimed at
identifying the key motivators at the low, middle and high class social levels of workers. The main objective therefore is to determine
the key motivators at the low, middle and high class levels at the contemporary context. Descriptive research design was adopted
with the population being strategic management scholars at graduate level in Kenya. The sample survey of this study was extracted
from the Masters of Business Administration (MBA) students of Jomo Kenyatta University of Agriculture and Technology, Nairobi
campus 2012-2013 current students that was identified on case study method. The study relied wholly on qualitative data from
both primary and secondary sources. Primary data was collected by use of semi-structured questionnaires. Secondary data was
gathered by aid of already published books, journals, and published and unpublished research projects. Relevant conclusions and
recommendations were made as per the data collected and the theory to be suggested explained amid the research work.
Keywords
Motivation, Social Groups, Employees/Workers
1. Introduction
Motivation is concerned with the factors that influence people to
behave in certain ways. Motivating other people is about getting
them to move in a certain direction in order to achieve a desired
result. Today, concepts of social class often assume three general
categories: a very wealthy and powerful upper class that owns
and controls the means of production; a middle class of professional workers, small business owners, and low-level managers;
and a lower class, which rely on low-paying wage jobs for their
livelihood and often experience poverty. Until recently, employee
interests and needs have been neglected and their personal development goals put at a back stage. They were just considered
as mare inputs that can be used to accelerate production process
but not as the important resources that carry the entire hope and
key stake of every firm. What perhaps may have changed this
ironical way of thinking about employees was research, referred
to as the Hawthorne Studies, conducted by Elton Mayo from
1924 to 1932 [1]. Understanding what motivated employees and
how they were motivated was the focus of many researchers following the publication of the Hawthorne Study results [2]. Five
major approaches that have led to our understanding of motivation and that shall form the basis of the theoretical review are
Maslows need-hierarchy theory, Herzbergs two- factor theory,
Vrooms expectancy theory, Adams equity theory, and Skinners
reinforcement theory. Other Researcher developments modern to
2. Literature Review
2.1 Introduction
Over the recent past, many contemporary authors have defined
the concept of motivation. Motivation has been defined as: the
psychological process that gives behavior purpose and direction
[5]; a predisposition to behave in a purposive manner to achieve
specific, unmet needs [6]; an internal drive to satisfy an unsatisfied
need [7]; and the will to achieve [8].
2.2 Abraham Maslows Theory of Needs
In 1943, a psychologist Mr. Abraham Harold Maslow suggested
his Theory of Human Motivation. His theory is one popular and
extensively cited theory of motivation. Maslow [9] argues that
the average child tends to prefer a safe, orderly world where dangerous or unexpected events are rare. As with the physiological
needs, safety needs cease to be a primary motivator of behavior
when the needs are met. Safety seeking ceases to be the dominant
behavioral motivators as safety needs are chronically satisfied.
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3. Methods
This part presented a description of the methodology that was
adopted in addressing the study objectives. It includes those parts
such as the research design, population and sampling design;
sampling frame, sampling techniques, sample size, data collection
methods, research procedures and the data analysis methods.
This study employed descriptive research design method. Descriptive design intends to describe answers to questions observed
on where, who, what, when and sometimes how-the problem is
clearly defined.
The population of interest consisted of population strategic
management scholars at graduate level in Kenya. The students of
Jomo Kenyatta University of Agriculture and Technology, Nairobi
Campus formed part of the sampling frame of which the sample case study was extracted from the Masters of Business Administration (MBA) students of Jomo Kenyatta University of
Agriculture and Technology, Nairobi campus 2012-2013 current
students.
The instrumentation part of this research relied both on qualitative data both from primary and secondary data sources.
Primary data was collected raw from the field by use of semistructured questionnaires while secondary data was gathered by
aid of already published books, journals, and published research
dissertations.
4. Results
The study was reengineered towards identifying the key motivators at the low social class level, middle social class level and
upper social class levels of employees. A comparison of these
results to Maslows need-hierarchy theory provides some interesting insight into employee motivation. Maslows conclusions
that lower level motivational factors must be met before ascending to the next level were however not confirmed by this study.
This study found out that some workers came from well-off backgrounds (middle and high class backgrounds) which meant that
most of their lower level motivational needs had already been met
by their descendants and that, what was remaining was for them to
satisfy their middle and higher class level needs. All respondents
agreed that there exist social classes at the work places.
This study found that at the low class level, there existed mainly
workers who were hungry; the hungry worker is not in a position
to think of anything else except his hunger or food. They are the
people who, live by bread alone. Middle class workers prefer
safe ordinary world where dangerous or unexpected events are
rare. They desire to stay in a group and want to be rightly treated
as social animals. High class workers on the other hand prefer
recognition, pride, position and status. Calling them such names
as, the employee of the year or the group coordinator boosts
their morale to work and feel superior in the group than when
they are working as laymen and laywomen.
The term social class refers to a group of people with similar
levels of wealth, influence, and status. Social class is defined by
three main methods:
The objective method measures and analyzes hard facts.
The subjective method asks people what they think of themselves.
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5. Discussion
Its important to identify and recognize the fact that employees
are different and their differences are different and that the monetary remuneration is never enough to distinguish their urge for
satisfiers; some employees fall under high class social grouping,
others in the middle class while others fall under the low class
grouping. The existing researches indicate that there has been no
theory explaining the key motivators at the high, middle and low
class social groupings. The findings of this study were clear that
the factors that motivated the high class workers were related with
those of Maslow [9] theory of motivation of self actualization and
Esteem. Also, the factors that motivated workers at the middle
class were mainly the social needs and safety needs. Physiological needs translated with the factors that motivated workers
at the low social class group of the Tirimba grouping theory of
motivation.
The Tirimba grouping theory of motivation holds relevant in
bringing the idea of social grouping among the motivators at the
three levels; high class, middle class and low class.
The assumptions of the Tirimba Grouping theory are as follows;
1) There exists 3 social class groupings for employees at the
work place; high class, middle class and low class
2) A satisfied need ceases to be a motivator
3) Employees who share a common social class are motivated
by similar needs
4) An employee can fall or rise in terms of social class depending on some circumstances specific to him/her
5) The quench of every employee is to rise up the classes from
low class, middle class and finally high class
6) Motivation is individual oriented
Human beings are wanting beings, it is the nature of wants that
varies as per the class they belong.
6. Conclusion
The researchers purpose was to investigate unto the various factors that motivate employees at the upper, middle and lower social
classes of employees in organizations today. The lack of an appropriate theory explaining the key motivators at the low, middle
and high class levels of organizations today and the relevance of
this matter given the fact that the issue of income disequilibrium
References
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