Theories on employee motivation aim to elucidate the factors
that drive individuals in the workplace.
There are various theories that to explain what motivates
employees in the workplace. Here we are discussing 4 Employee motivational
theories in the workplace as follows,
2. Hertzberg’s two-factor Theory
3. Self-determination theory of motivation
4. Expectancy theory of motivation
1. Maslow's hierarchy of needs:
Psychologist Abraham Maslow came up with this theory in his2 famous 1943 paper ‘A Theory of Human Motivation'.Among these, Maslow's hierarchy of needs stands out as a prominent model. According to this theory, people are motivated by the satisfaction of five fundamental needs, progressing from the most fundamental, such as physiological and safety needs, to the pinnacle of self-actualization.
The five needs are the following.
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| Figure 2: Maslow’s Hierarchy of Needs |
This idea is logical: if your
concerns revolve around the uncertainty of obtaining your next meal and the
financial challenges associated with it, your capacity for high-level strategic
thinking is likely to be limited. (Acko,T, Feb 13, 2023)
For further clarification, refer below video.
2. Hertzberg’s two-factor Theory
Developed by psychologist Frederick Herzberg in the 1950s,
the two-factor theory posits that two main factors significantly influence
employee engagement and motivation.
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- Motivator factors are factors that provide employees with positive motivation to do their best at work every day. These positive factors include feeling recognized and appreciated, enjoying their role, and seeing a clear career progression path.
- Hygiene factors are the factors that can make employees feel dissatisfied and demotivated when they’re not present. These negative factors can include salaries, benefits, relationships with coworkers and managers, and company policies.
Both of these elements play a crucial role in fostering
employee motivation, yet they function autonomously. To enhance employee
motivation effectively, attention must be given to both aspects. Mitigating low
motivation involves addressing hygiene factors, ensuring employees feel
adequately compensated and satisfied with their work environment. Conversely,
boosting motivation entails emphasizing motivator factors, such as consistently
and meaningfully recognizing employees. (O'Donnell,K 2023)
3. Self-determination theory of motivation
While external factors undeniably play a significant role in
motivating employees, it can be equally beneficial and effective to establish a
foundation for enhancing internal motivation.
This theory suggests that meeting the three fundamental
psychological needs of employees promotes intrinsic motivation and superior
performance.
These three essential internal needs are:
- Relatedness, or the feeling of being cared for and having a strong sense of belonging. This means making people feel heard, valued, and appreciated.
- Competence, or feeling effective and experiencing growth. Trusting employees to do their jobs well while holding them accountable for achievable goals is a key factor here.
- Autonomy, or empowering employees to feel like they’re in charge of their own actions, can make their own choices. Avoiding micro-managing and encouraging employees to take initiatives on their own help fill these needs.
This employee motivation theory is all about creating a workplace
environment that helps employees be their best selves.
The human need to grow, feel valued, and have confidence in
skills is at the heart of this SHRM-approved theory especially in difficult
external times. (Anne M. Bradford and Richard M. Ryan, 2020)
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4. Expectancy theory of motivation
Victor Vroom’s expectancy theory states that a person’s
motivation depends on three factors: expectancy, instrumentality, and valence.
It discerns between an individual's exertion, their actual
performance, and the ultimate outcome. Victor Vroom contends that when
employees are empowered to make decisions in their work, they typically opt for
tasks that resonate most with their motivations.
The Expectancy Theory operates on the premise that people
determine their behavior based on the anticipated results. In essence, our
decisions about what actions to take are guided by the outcomes we expect.
Expectancy Theory aligns with the idea that humans are generally rational
beings.
In accordance with this proposition,
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| Figure 3: Vroom's expectancy theory |
To inspire an employee, a favorable connection must exist between their exertion and achievement. The individual's character, skills, and personal expectations contribute collectively to serve as a motivating factor. For comprehensive monitoring and evaluation of overall employee performance, explore the use of diverse employee time-tracking applications and task management tools.
In the motivation theory proposed by Victor Vroom, known as
the expectancy theory, he recommends that organizations aiming to inspire
employees should guarantee that each of the three elements Expectancy,
Instrumentality, and Valence is either positive or elevated.
Attaining all three factors is essential for motivating
employees; achieving only two out of the three does not suffice.
According to the expectancy theory, even if an employer has offered everything to motivate an employee, complete motivation may not be realized unless the employee perceives that the essential provisions have been genuinely provided.
In essence, this implies that people are driven to excel when they believe there is a reasonable probability of receiving a valued reward. For instance, distributing small ceramic frog sculptures as a reward for exemplary performance may create an expectation, but if the reward is not genuinely valued, motivation may be lacking.
Conversely, if coveted merit raises are infrequent and
modest within a company, employees may not be highly motivated, as they
perceive a low likelihood of receiving a substantial raise soon. Instead, it is
advisable to establish achievable goals for employees and offer rewards that
align with their genuine desires.
(O'Donnell,K. 2023)
For further clarification, refer below video.
References
O'Donnell,K. (2023), what is employee motivation
definition, [online], Available at
https://blog.empuls.io/what-is-employee-motivation/ [Accessed on 11th November 2023]
Bhat, A. what is employee motivation, [online],
Available at https://www.questionpro.com/blog/employee-motivation/[Accessed on
11th November 2023]
Acko, T. (Feb 13, 2023), employee motivation, [online],
Available at
https://www.acko.com/group-health-insurance/employee-motivation/#types-of-employee-motivation,
[Accessed on 11th November 2023]
Masionis, A. (July 5, 2022), workplace employee
motivation, [online], Available at https://www.achievers.com/blog/employee-motivation/
[Accessed on 11th November 2023]
Bradford, A.M. and Ryan R.M, (October 2, 2020), Self-determination
theory, [online], Available at https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/3-ways-to-motivate-your-team-through-an-extended-crisis.aspx
[Accessed on 11th November 2023]
Figure 2: Desmet,P. & Fokkinga, S. (7 July 2020)[online], Available at https://www.mdpi.com/2414-4088/4/3/38 [Accessed on 11th November 2023]
Figure 3 : Keth.
(2015) vrooms expectancy theory, [online], Available at
https://www.differencebetween.com/difference-between-expectancy-theory-and-vs-equity-theory-2/
[Accessed on 11th November 2023]
Video 2: Kendra, C.K. (August 14, 2022) maslow’s hierarchy of needs theory of motivation, [online], Available at https://www.verywellmind.com/what-is-maslows-hierarchy-of-needs-4136760 [Accessed on 11th November 2023]
Video 3: Gregg,U. (July 20, 2019) expectancy theory
definition and examples, [online], Available at
https://www.youtube.com/watch?v=wRXO0E5dJMQ [Accessed on 11th November 2023]
Hi Sumedha, Employee motivation in the workplace is crucial for fostering a positive and productive work environment. When employees are motivated, they are more likely to be engaged, committed, and enthusiastic about their work
ReplyDeleteDear Dinesh,
DeleteThank You for your valuable comment….
Employee motivation is undeniably essential in cultivating a positive and thriving work environment. Motivated employees are not just engaged but also demonstrate higher commitment and enthusiasm towards their tasks. Their motivation serves as a catalyst for productivity and contributes significantly to the overall success of the organization.
Hai Mithini,
ReplyDeleteContent theories and process theories are two different approaches used to understand and explain motivation in individuals.
Content theories focus on identifying specific factors that drive motivation. These theories aim to understand what motivates people by exploring their needs, desires, and intrinsic factors. Some prominent content theories include:
1.Maslow's Hierarchy of Needs:
2.Herzberg's Two-Factor Theory:
Process theories focus on understanding how motivation occurs—how different psychological processes influence an individual's motivation. These theories delve into the cognitive processes and decision-making mechanisms that drive behavior. Some prominent process theory include:
1.Expectancy Theory:
Content theories explore what motivates people by examining their needs, while process theories focus on how motivation occurs through cognitive processes and decision-making. Both types of theories offer valuable insights into understanding and managing motivation in different contexts.