9. How to use the motivation theories in the workplace

Motivation theories can help management teams determine the best way to achieve a business goal or work toward a desired outcome. Successfully applying motivation theories also can help managers support their employees more efficiently. This can help businesses enhance their productivity, which can improve workplace morale and increase profits.
In this article, we explore motivational theories for management teams, offer four examples of them and provide three tips for using them effectively. 

How to use the expectancy theory of motivation in the workplace

Utilizing the expectancy theory of motivation in the workplace can be implemented through the following guidelines:

• Ensure that commitments made to your team align with company policies. Establish and maintain trust by consistently fulfilling promises. Verify the feasibility of offering specific rewards by checking your employer's policies. For instance, if considering cash bonuses, confirm that your employer permits such incentives and determine the maximum allowance per team member.

• Establish challenging yet attainable goals to encourage your team to reach their full potential. Trust your team's capabilities while keeping objectives realistic to maintain motivation and confidence. For instance, set sales goals based on peak performance metrics, ensuring they are achievable on a weekly basis.

• Align assigned tasks with each team member's skill set to capitalize on their unique abilities. Boost motivation by recognizing and leveraging the skills they bring to the company. For instance, assign public presentation tasks to team members with a strong background in that area, rather than to more introverted colleagues.

• Clearly articulate the connections between performance and rewards. Enhance transparency to build trust by communicating expectations and rewards explicitly. Provide a structured bonus system with easily trackable quantitative goals, enabling team members to gauge their performance.

• Ensure the fairness and logic of reward distribution based on effort and achievement levels. Distribute rewards equitably among team members, considering factors such as effort and performance. For example, maintain uniform sales quotas for all team members, irrespective of their past sales performance. (indeed editorial team)

How to use the Maslow's motivation theory of motivation in the workplace

Managers can utilize Maslow's theory to steer a team toward professional success, enhancing job satisfaction by fulfilling the five basic needs. The following steps outline how Maslow's motivation theory can be applied to foster team success:

1. Address physiological needs:

Ensuring that people's fundamental physical needs are met at work is crucial for optimal functionality. Among these needs, providing employees with a sufficient salary to afford essentials like food, water, clothing, and shelter stands as a pivotal responsibility for a company. Additionally, here are some other methods to address physiological needs in the workplace:

• Regulate a comfortable temperature within the workspace.
• Uphold regular facility maintenance for a conducive environment.
• Offer a variety of food and drink options.
• Guarantee easy access to restroom facilities.
• Implement measures such as carbon monoxide filters to ensure clean air quality.

2. Attend to safety needs:

These needs typically include employment security, health care and workplace comfort for professionals. Team members may feel more confident and secure in their work environment when they know it's safe to be there. They may also want to know that their company is stable and successful. Here's a list of actions you might take to meet safety needs in the workplace:

• Ensure adherence to all safety regulations.
• Hire security professionals for the building.
• Install cameras to monitor outside areas.
• Offer affordable and comprehensive insurance.
• Train staff on proper workplace behaviors.
• Provide regular financial status updates.

3. Fulfill social needs

Professionals often find fulfillment of their social needs through collaborative teamwork, fostering support among team members and cultivating enduring relationships that might extend beyond the workplace into personal spheres. Managers play a crucial role in aiding their staff in fulfilling social needs by conducting regular reviews and check-ins. Here are additional strategies to meet social needs within a team:

• Offer ample paid time off to allow employees to spend quality time with their loved ones.

• Encourage active involvement in professional and community groups.

• Organize seminars or team-building activities that facilitate social interaction.

• Advocate for team members to dine together during lunch breaks.

• Extend invitations to employees to attend industry events, providing opportunities to connect with other professionals.

4. Satisfy esteem needs

Individuals frequently satisfy their esteem needs through their careers as work often offers goals to strive for and recognition to attain. For instance, a defense lawyer passionate about criminal justice who has earned accolades for legal excellence might experience significant esteem fulfillment. Many professionals derive esteem from both public recognition and internal acknowledgment for their contributions. Here are several approaches to assist team members in fulfilling their esteem needs:

• Present certificates and acknowledge exceptional performance with employee-of-the-month rewards.

• Provide avenues for coaching and professional development opportunities.

• Cultivate a culture where team members celebrate each other's accomplishments.

• Create platforms for team members to showcase their skills and talents.

• Establish and utilize a positive reinforcement system.

• Introduce a mentorship program among team members to foster growth and recognition.

5. Provide self-actualization needs

Team members who attain self-actualization often exhibit heightened self-awareness, a willingness to support others' growth, and a profound interest in continuous learning. This state is typically reached by striving for personal excellence and fulfilling long-term professional aspirations. While self-actualization revolves around personal growth and fulfillment, managers can aid staff members in achieving this state. Here are strategies to assist team members in pursuing self-actualization in the workplace:

• Design challenging avenues for professional development.

• Provide encouragement and support to foster greater professional autonomy.

• Encourage involvement in goal-setting and decision-making processes.

• Offer guidance and backing for career development plans.

• Introduce role rotations to broaden experiences and exposure.

• Create opportunities that encourage innovation and risk-taking.

• Recognize and reward exceptional individual performance as a means of affirmation.(indeed editorial team)

How to use the Herzberg’s Motivation Hygiene theory of motivation in the workplace

Using Herzberg’s Motivation-Hygiene theory brings a significant advantage by granting employees greater autonomy. Granting more responsibility encourages them to embrace ownership of their tasks, serving as a potent motivator. Additionally, this theory prompts organizations to scrutinize the work atmosphere, enhancing conditions for everyone's comfort, safety, and happiness. Applying this theory fosters increased mutual feedback and sheds light on areas within work that necessitate improvement for the collective well-being.(Kate Dagher)

As human resource executives and managers, you need to check for the following points to implement this theory for motivating the workforce:

1. For Job Satisfaction

• Assigning tasks to them according to their capability and skill

• Recognizing employee achievements through formal or informal praise and bonus

• Asking employees about their interests and assigning tasks accordingly

• Promoting employees based on talent, interest, and loyalty

• Offering skill enhancement programs like conferences and higher education

2. For Job Dissatisfaction

• Developing fair and clearly outlined office policy and making it easily available

• Avoid micromanaging the teammates but support them whenever needed

• Providing a safe workplace and necessary resources to become fully productive

• Offering fair wages and scope to build good workplace relationship

• Ensuring work-life balance for the employees(Bipasha Nath)

How to use the self-determination theory of motivation in the workplace 

Adopted from Adeline de Oliveira 

here are 6 ways you can apply self-determination and autonomous motivation in your organization:

Enhancing employee self-esteem and autonomy: 

Granting employees the freedom to determine how they fulfill their duties is essential. Supporting their autonomy empowers them to take charge of their responsibilities, enabling them to select the most effective behaviors and methods to attain the intended outcomes.

Providing skill development opportunities: 

Offer employees opportunities for skill development and knowledge enhancement, fostering both their existing abilities and the acquisition of new ones. This not only boosts their competence in work but also elevates their autonomy within their roles.

Developing a sense of relatedness: 

Unite your employees around the core purpose of your company and cultivate a sense of teamwork among them. When individuals feel interconnected, they more deeply grasp how their work contributes to the collective benefit of their colleagues and the organization.

Recognizing and rewarding employees: 

Acknowledge and compensate employees for their exceptional accomplishments, top-notch performance, and contributions. This recognition makes employees feel esteemed and acknowledged, subsequently boosting their feelings of independence and proficiency.

Encouraging employee engagement: 

Promote involvement in decision-making and problem-solving procedures. Employees experience a sense of inclusion and value when they participate in the everyday workings of the organization

Assigning meaningful roles: 

Provide your employees with significant and satisfying roles and responsibilities. When their tasks hold meaning and fulfillment, employees become more self-driven and motivated.

Incorporating these approaches within an organization cultivates a culture centered on self-determination and intrinsic motivation, resulting in enhanced employee engagement, satisfaction. (Adeline de Oliveira).

References

indeed editorial team, (February 4, 2023), Expectancy Theory of Motivation: Guide for Managers, [online], Available at https://www.indeed.com/career-advice/career-development/motivation-theories, [Accessed on 24^th November 2023]

Dagher.K, (September 20, 2022) Apply Herzberg’s Motivation, [online], Available at https://fellow.app/blog/productivity/herzbergs-motivation-hygiene-theory/#11, [Accessed on 24^th November 2023]

Nath.B, ( November 12, 2023) How to Use Theories of Motivation At Work [online], Available at https://geekflare.com/theories-of-motivation-at-work/[Accessed on 24th November 2023]

Oliveira.A.D, (February 6, 2023) Workplace Applications for self-determination Theory [online], Available at https://blog.proactioninternational.com/en/how-self-determination-theory-enhance-employee-motivation /[Accessed on 24th November 2023]