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Different Theories on Employee Motivation

Employee motivation is identified as a highly discussed subject area over the period, and it has been evolved over the period with different theories and concepts which supported to drive a higher level of employee motivation to drive the sustainable growth of the business organizations. The following are considered as the key theories which are most known as the key theories in employee motivation.

1.      Maslow's hierarchy of needs - this theory is mainly focused over five key areas or stages, which a person willing to accomplish over the period of lifetime. The physical needs are considered as basic needs including the food, shelter and medical needs which are critical to have basic living standards of a person. (Nain, 2013) The safety needs include the security aspects including the job security. the social needs mainly connected with the social recognition which could support through the employer branding and reputation also (Mathes, 1981). Esteem needs are mainly focused with more recognition among the society and self-actualization needs could support in delivering better living standards and recognition in the society. As an employee, it is required to go through these stages where the employer or the business required to support them to accomplish these needs in more appropriate manner. (Gambrel & Cianci, 2003)

2.      Equity theory - this helps to understand the reason why pay and related conditions are not only the determinants of the motivation of the employee. As per this theory it suggests people are different in identifying the motivational factors which could be different from with others. (Pritchard, 1969) Hence, employees expect to maintain equity among the inputs and the outcomes of the jobs. This will support to create a fair ground and anti-discriminative environment for the people which could support to build strong relationship among the co-workers and management of the business. (Hatfield, et al., 2011)

3.      Herzberg's Motivation theory - this mainly suggest that business needs to understand the demotivating factors from the true motivators. The identification of the psychological areas of the people and their driving forces to capture higher level of motivation is mainly focused in this model. (Hyun, 2011) With respect to this theory it always defines the hygiene factors vs the motivators where the hygiene factors are required to deliver despite the work environmental conditions, and they are mandatory to provide for the employees. However, the motivators could be identified as elements which could support in delivering a higher motivation level for the employees further. (Sachau, 2007)

4.      Expectancy theory - in this theory, it is mainly emphasized that the mental processes of the employees could support in identifying motivational factors of the business. The choice and choosing could create a significant impact for the people which could connect with the self-interest in the alignment of rewards with the people's wants and connections (Isaac, et al., 2001). Hence, the employee behavior and the rewards and organizational goals are considered as key factors based on the expectancy theory. (Lawler & Suttle, 1973) The organizational relates the rewards directly to the performance and to ensure the rewards are given for the people who deserved that reward, and which are expected or wanted by the recipients.

References

Gambrel, P. A. & Cianci, R., 2003. Maslow's Hierarchy of Needs: Does It Apply in A Collectivist Culture. The journal of applied management and entrepreneurship, , 8(2), p. 143.

Hatfield, E., Salmon, M. & Rapson, R. L., 2011. Equity theory and social justice. Journal of Management, Spirituality & Religion, , 8(2), pp. 101-121.

Hyun, S., 2011. Re-examination of Herzberg's Two-Factor Theor y of Motivation in the Korean Army Foodservice Operation. Journal of Foodservice Business Research, , 14(2), pp. 100-121.

Isaac, R. G., Zerbe, W. J. & Pitt, D. C., 2001. Leadership and Motivation: The Effective Application of Expectancy Theory. Journal of Managerial Issues, , 13(2), p. .

Lawler, E. E. & Suttle, J. L., 1973. Expectancy theory and job behavior. Organizational Behavior and Human Performance, , 9(3), pp. 482-503.

Mathes, E. W., 1981. Maslow's Hierarchy of Needs as a Guide for Living:. Journal of Humanistic Psychology, , 21(4), pp. 69-72.

Nain, B., 2013. Nain's Porous Hierarchy of Needs: An Alternative to Maslow's Hierarchy of Needs. Indian journal of positive psychology, , 4(3), pp. 464-467.

Pritchard, R. D., 1969. Equity theory: A review and critique☆. Organizational Behavior and Human Performance, , 4(2), pp. 176-211.

Sachau, D., 2007. Resurrecting the Motivation-Hygiene Theory: Herzberg and the Positive Psychology Movement:. Human Resource Development Review, , 6(4), pp. 377-393.

 

 

Comments

  1. MHM FarhanDecember 7, 2022 at 11:45 PM

    Furthermore, Psychologist Abraham Maslow depicted that in order to advance to the next level of psychological development, a person must satisfy himself or herself in all aspects, regardless of where they currently exist. Human life characteristics are satisfied when they can access psychological, safety, love, esteem, and self-actualization processes throughout their lives. Many organizations used this theory to keep their employees motivated. (Jain, et al., 2019)

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  2. ALM.AmeenDecember 10, 2022 at 12:32 AM

    Good Article Thillin, Motivation is an important stimulus that influences human behavior (VARMA, 2017) Because no two people have the same attitude or behavior, organizations must develop practices that will satisfy the group as a whole rather than just an individual (VARMA, 2017)

    ReplyDelete
  3. Wickramasiri GamageDecember 11, 2022 at 11:10 AM

    Good approach Thilin, according to Maslow’s Hierarchy of needs must be one of the best known motivation theories in the world. Maslow is a good starting point to start examining the different motivation theories. Maslow starts with the idea that people always tend to want something and what they want depends on what they already have. Maslow proposed that there are five different levels of needs people have to seek for satisfaction of their basic needs. (Mullins 2007, 258)

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