Motivational theories for the managing director of Huber Technology



Grouping of aims, purpose and values between team members, staffs and organization is the most essential aspect of motivation within a business. The better the grouping and personal association with the organizational aims, the better the platform for motivation of people. Motivation refers to the desire, effort and passion to achieve something. In business terms, it is often referred to as the willingness to complete a task or job with enthusiasm. That's why many businesses argue that people working within the company are their most valuable and expensive benefit. The way to financial success and a profitable business has nothing to do with the strategies or the system of the company. The character and the skills of managers, who know how to lead a business count. It's about the character and the courage of someone who leads a company or an organization. If a business or organization wants to make a lot of money and gain success, than they have to have high standards and must give the employees something they can exited about. That's why all businesses focus on motivational theory's such as Taylor's principles of scientific management, Maslow's hierarchy of needs, Herzberg's theory and McGregor's X&Y Theory to encourage their employees to the most efficient way. In this essay I am trying to best show the managing director of Huber Technology how he could motivate his employees to work even more efficient, which could lead to the companies benefit.

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Huber Technology [1] is a German based company, which provides solutions for the treatment of wastewater, industrial water, process water as well as potable water. Under its roster are HuberDeWaTec [2] , WaRoTec Germany [3] and Huber Picatec Switzerland [4] . The company is owned by the Huber family for now over 175 years. With its more than 45 subsidiaries, offices and partnerships all over the world, the company is now a market leader in wastewater and sludge treatment. The Huber Technology group has over 800 employees worldwide and has revenues of well over $ 150 Million. However this number is always changing because the company is expanding every year which leads to more employees and revenue towards the end of a new year. However to achieve that, this can only be done by motivating their employees to work efficient and with good quality to maintain a good work.

This paper therefore aims to investigate the effectiveness for the company Huber Technology, to correctly use motivation within their country to gain a benefit for them, hence the question "How efficient would be the use of motivational theories for the managing director of Huber Technology to successfully encourage his employees to work even more competent and to gain a benefit for the company?".


This report will show how efficient the uses of any kind of motivational theory can be beneficial for a company or organization. By looking at different motivation techniques, I am trying to give the managing director an advice on how he should motivate his employees to work more efficient which could lead to a benefit for the company. Thos benefits can lead to more revenue at the end of a year, or event to an expansion of the company. Thos aspects are the key to work out the overall effectiveness of the motivation theory.

By summing up all this facts, this paper will then examine to what extend the motivational theory's lead to an improvement of the working attitude of the companies employees. It will also look if there is going to be an increase in sales or expansion of the company itself. If the principles discussed in this paper will have a positive impact on a company's business, this paper is there for recommendation to the managing director of Huber Technology.

The use of the different methods of motivational theory's will than show the managing director of Huber how he has to change the motivation in his business to keep his employees motivated and to achieve the best out of it. By comparing the work situation now and after they used different methods, will than show how effective the use of such inspirational methods are, and how they positively contribute towards a business and its work.

Taylor's Motivation Theory

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Taylor's principles of scientific management assume that employees are mainly motivated by money. This means that if employees get motivated with money they will focus and try harder in their business they are doing. Taylor believed that a higher productivity could be accomplished by setting output an effectiveness targets related to pay. He also believed that a division of labor, which means to specialize employees in their area they are good at, would increase the motivation on what they are doing. What he was trying to show with his principles was that if an employee has to work in different areas in which he is not confident in, than it will be more likely to have a negative effect on the companies output. However if they are specialized on only one or two areas they would feel more confident in what they are doing because they do what they have learned and what they are familiar with. All managers know that their employees want to do as little as possible, that's why it is the manager's job to plan, direct and control the work done in the company. This led to a benefit by using this theory which is that it is objective rather than subjective in rewarding workers for their efforts. Another part of Taylor's scientific management was the introduction of differentiated piecework. This is a payment system for an employee who would receive his payment based on a standard level of output and receive another rate if the work exceeded the normal level. So my suggestion for the managing director of Huber Technology is if a new project comes into the company, first of all they need to plan everything out, they should use this theory and look at the availability and strength of their workers before assigning different jobs to their employees. Which means different workers will work on different areas, areas in which they are confident with and can obtain the best results out of it. He should also set some targets which the employees have to reach at a set date of time, and if done quicker he could use Taylor's differentiated piecework Theory which would motivate the workers even more to finish it on time and in good conditions. It is usually based on the more they sell, the more money they will get. However this can be given to everyone in the company not only for the sales assistant, but also for the other workers which contribute to the company's business. The extra money announced will defiantly increase the motivation in the company, because everyone loves to get pay extra money, which they can spend elsewhere, which will be added to their monthly payment. [5] 

Maslow's hierarchy of needs

The foundation of Maslow's theory of motivation is that humans are motivated by unsatisfied requirements, and that certain lower requirements, need to be fulfilled before higher needs or requirements can be addressed. [6] This Theory focuses on the psychological which includes emotional and mental needs of workers, since Maslow believed that people are not only motivated by extra money. His research revealed five levels of needs, which he called the hierarchy of needs.

This pyramid shows the five different levels of needs which Maslow came up with. He said that workers would need to be satisfied with all the lower levels before they could progress to the higher levels of needs. Starting off with the first need, which are the physiological needs and refer to the needs that must be met in order for the company's employees to survive. This means how much money a person earns is going to determine how they are able to meet these fundamental needs. These needs would include thing such as food, water, clothing and accommodation. Which need to be paid with the salary they employee gets form the company.

The second level of the pyramid is known as the safety needs, which reveres to the desires necessary to make people feel save and stable. This level will include predictability which is the daily structure and routine, and the order. This would include the job security, sick payments, maternity leave and pensions (retirement income). [7] 

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The third level is focusing on the social needs of employees. It refers to the human need to be accepted as part of a friendship group or a family. This needs can be satisfied by communication, social gatherings and so on. It is human nature to be accepted by others. The company would have to bring up opportunities for interaction and teamwork in order to make this work and also to promote a sense of worth and belonging in the workplace.

The firth level is focusing on the esteem need, which are often referred to as the ego needs. This esteem needs can be internal which indicates that people feel good about themselves, perhaps due to a sense of achievements. However it can also be extern which means that people working in the company are recognized by other. Giving job titles such as project supervisor, or head of department will boost the save esteem level of the employees.

The last level refers to the forces that drive a person to become the best that they can be. Businesses provide this by promoting people in order to develop even more and to positively contribute towards the business.

My suggestion for Huber's managing director would be that he has to take all those factors into consideration in order to achieve a higher level of motivation in the company which would lead to a positive impact for the organization itself. Starting off with the first level of needs, he should give everyone even the lowest paid worker in the company the possibility to live a normal life where the basic things are able for them to be paid. By doing this the motivation for the worker will have a more positive impact because they are able to pay things they have to. If that is done he can focus on the next level which would be the security needs of workers. This is a huge concern for most of the workers because in case something happens to them while working the company should come up with the payment for their recovery. It is the managing director's responsibilities to keep his employees save, pay for sickness and for maternity leave and pensions. By covering all this points in the security needs section, the motivation to continually work with the company and also to achieve benefits for them, the managing director of Huber should defiantly take those points into consideration and fulfill them. After all those points have been done, they can now focus on the social needs level. Social needs are also a high factor which contributes towards the working motivation of people. It is human nature to be accepted by others. So the managing director should defiantly look at the employees of his company, whether they can accept each other and work in group to achieve a goal together. If someone for example gets excluded out of a group the person will not be motivated to work efficient anymore. That's why my suggestion to the managing director would be to include opportunities for interaction and teamwork and recognition of trade union memberships, to successfully involve everyone part of the company in projects and general work. If needed anti-discrimination legislation can also help to promote a sense of worth and belonging in the workplace. If people know they belong in the company and everyone is happy to work with them, than the motivation of those people will defiantly increase to a higher level, because they feel welcome and accepted by others. Another important level of the hierarchy of needs is the esteem needs level. It is always good for a manager to push his people, however sometimes when they have done something really good and achieved their set goals, managers should also praise the work they did which will increase the self esteem of the employees. This is an internal esteem need, which defiantly will contribute towards someone's motivation while working in that company. Because it makes people think they did a good job and the work they did was good and helped the company in a positive manner. These will than make them more confident while doing a new project or work because their self esteem rate got boosted up. External esteem needs, are needs that again the managing director has to give them to his employees for example promoting someone who did a really good job over a long period of time. If the managing director would do this, people will have more self esteem and also can lead smaller group projects because they just got promoted which allows them to do harder job and also being the head of a team. If he did focused on all that points, his team will defiantly have a good level of self esteem and will have the possibility to do work very efficient and with good outputs. If he took all the points mention above into consideration he can than look at the last point which is the self-actualization. This should be done to drive a person to become the best that they can be. Again by looking at promotions, this goal can be met, it is used to encourage an employee to work to their best level possible by giving them the chance to gain more success, getting promoted into a higher position, have a much higher self esteem rate and of course earning more money.

Herzberg's Theory

Frederick Herzberg carried out research that focused on investigating the factors which cause satisfaction and dissatisfaction at the workplace. He focused on the sociological and psychological aspects at work. His research was than conducted by a series of interviews with accountants and engineers that resulted in two categories of factors affecting the level of motivation in the workplace. One factor was the hygiene factor which is the physical aspect and motivators which is the psychological aspect. Hygiene factors are those which do not motivate but they must be met in order to prevent dissatisfaction. Examples of that would be organizational rules, regulations, policies, supervision, working conditions and payment. Thos hygiene factors are there to meet people's basic needs. These factors can cause job dissatisfaction if the fall below a certain level, which would be a company that pays less than average wages, this offers no job security and makes it a poor working condition which creates no motivation at all. The Motivators however are factors that can lead to psychological growth of workers and hence increase satisfaction and performance at work. He showed that recognition, responsibility and advancement of the workers led to an increase in workers satisfaction. These motivators will help to improve the nature and content of the job. Herzberg suggested that managers could achieve workers motivation through three key areas: 1) Job enlargement: which gives workers more variety in what they do, which makes the work more interesting. 2) Job enrichment: this gives workers more complex and challenging tasks, which contribute to workers feeling a sense of achievement. 3) Job empowerment: this delegate's decision-making power to workers over their areas of work. [8] Herzberg also looked at the crucial difference between what he called movement and what he understood by the term motivation. Movement occurs when a person does something because she or he needs to. Perhaps because it is part of their job they are doing or because the person feels they have to do it. Motivation however happens when an employee does something because she or he actually wants to, they don't have to but their instinctive motivations lead them to do the work. That's why unlike the other theorists Herzberg felt that workers get motivated by being responsible for the own work.

My suggestion to the managing director of Huber Technology is that he has to look at those points as well because this allow him to think in a different manner from the previous motivational theorists. The existence of this hygiene factors makes it better for managers to ensure that their employees are not demotivated, rather than trying to hypothesize what might not motivate their workforce. This method of motivation is a successful way to encourage Huber's workforce to work to a very efficient level and to increase the motivation within the company to a higher standard. Because Huber technology is a company with a high standard and all their workers are at a high level of income, this theory makes sense to look at because they have no low paid jobs with less skilled engineers.

McGregor's X&Y Theory

Douglas McGregor devised Theory X and Theory Y to represent the different assumptions that managers have about their workforce. He said that the beliefs managers have about workers attitudes directly influence their management styles. His theory is therefore focusing on management attitudes rather than motivational theory. The term X is there to explain the negative management attitude about the employees. Such as managers see their workers as being lazy and unreliable who avoid work if possible. They believe that this workers need to get clear instructions on what to do. That's why Theory X managers are most likely to adopt an authoritarian management style where they only focus on output and productivity of the company, rather than on the employees of the organization. The Theory Y managers are most likely to follow the scientific management approach advocated by Taylors Theory. The theory Y managers take a more positive approach and assume that employees are able to achieve organizational objectives out of their own accord and initiative. This means that they can gain satisfaction from work and that they are able to take on responsibility.

My suggestion to the managing director of Huber is that he should only focus on Theory Y because X is in no value for his company. If he considers Theory Y then workers respond accordingly with positive results for the whole organization. That's why US Army General Georg S.Potton said "Never tell people how to do things. Tell them what to do and they will surprise you with their ingenuity". [9] This may only be true to some extent, because sometimes advice and guidance to people must be provided to achieve a good level of outcome.

By summing up all the theory's mention earlier my suggestion to the managing director of Huber Technology is that he should defiantly consider all motivational theory's which will have a positive working outcome. However there are some theories which don't work with the company, and will have nor or little effect for it, such as McGregor's X Theory which has no value for the company itself, because it is only considering the scientific management approach. This is already done by Frederick Winslow Taylor, and he did it in much more detail and his theory has more value for the company.


In answering the question "How efficient would be the use of motivational theories for the managing director of Huber Technology to successfully encourage his employees to work even more competent and to gain a benefit for the company?" this paper clearly give the managing director of Huber Technology an idea on how to successfully use different motivational methods to encourage his employees to work even more efficient and also to create a better working atmosphere within the company.

Beneficial wise, these motivational theory's will have a positively impact on the company's productivity and outcome, because through those motivational theory's workers will get motivated to their maximum which would increase the working quality and output. The new and bigger gained output will give the company an advantage which can be used for many different things for example if they want to expand their business which can either be nationally or internationally. The company will develop even further.

Reference and Bibliography

Paul Hoang Business and Management Book