Motivation Theories

These motivational theories are answering the questions that why a type of job motives and satisfies the employee as compared with another job. An organization’s managers should comprehend the motivational elements of their every employee as the motivated employee can be performed better than the non-motivated employee in an organization. There are many theories related to motivations which can be more helpful for understanding the motivations of the employee. Such as: (Salanova & Kirmanen, 2010)

1. Maslow’s Needs Hierarchy
   

Figure 1 - Maslow’s Needs Hierarchy

 Abraham Maslow has introduced this theory where the main needs of the human are categorized into 5 types with the hierarchal order. Based on Maslow, each person is trying to satisfy those organized needs with a certain order that means 1^st fulfill the lower level needs, hence it will consider the following upper-level needs. (Miller & Rose, 2009)

• Physiological needs (food, water and shelter)
• Security and Safety needs ( protect from theft and deprivation)
• Social needs (affections, belonging, love and friendships)
• Ego Needs (achievements, freedom, independence, recognition, self-esteem and status)
• Self-Actualization needs (realizing  the whole potential regarding one’s self)

This theory is providing the 3 major contributions such as: (Burton, 2012)

01-  The needs' influential categories has identified by Maslow which is very helpful to the manager of an organization for utilizing them as the positive reinforcement.

02-  2 normal need levels have found that can be higher-level need & lower level need as well as it should first satisfy the lower-level need.

03-  This theory is presenting the self-actualization of seven personal growth’s importance for the organization’s manager.

2. Theory of Existence Relatedness Growth (ERG Theory)

Alderfer has introduced the theory where the human's 3 major needs are mentioned. Such as 

• Existence need
• Relatedness need
• Growth need
  

Figure 2 - ERG Theory

Existence need has a resemblance with their physiological need as well as some elements in the security need of the Maslow’s hierarchy of needs theory. Then relatedness can be satisfied by personal interaction with other persons such as self esteems from other person & prestige etc. Then the growth need can be the same as self-esteem and self-actualization need to be indicated in Maslow's theory. (Miller & Rose, 2009)

3. McGregor’s X & Y Theory
   

Figure 3 - McGregor’s X & Y Theory

McGregor has introduced this theory where Theory-X and Theory-Y has described.  Theory-X has explained that the organization’s employees can be lazy as well as they cannot be not interested on those jobs hence they must be stimulated for performing those duties. At the same time, Theory-Y has shown the opposite sides where the organization's employees can be creative, complex and mature which can be interested for performing those jobs. The McGregor has explained that their employees are showing that ingenuity and talents in those works when employees have placed in the right circumstance. (Salanova & Kirmanen, 2010) Moreover, the employees will be given some freedom for enhancing that talent & hence they are having the choice to select the method to accomplish those tasks which are ultimately accomplishing the organizational goals. The theory is explained that employees’ needs must be aligned with the organization’s needs by their manager hence the employees will be able to do better performances through regulating those own actions. (Burton, 2012)

4. Expectancy Theory

This theory explains that the employees are motivated for exercising a certain level of effort in 3 basic things such as: (Burton, 2012)

• Expectancy
• Instrumentality
• Valance

 Motivation=E x I x V.

Figure 4 - Expectancy Theory

“E” can be the employees’ expectancy where the performances are resulted from their effort. “I” can be the relationships that can be perceived between received rewards and standard performances. “V” can be the award's value that can be perceived by their employees.

5. Reinforcement Theory

The Thorndike has created this theory where behaviours that leading toward the positive result can be again repeated in the future. That behaviour law is promoting the investigations on the positive consequences’ results that are motivating the behaviours & can be known as reinforcing. In the organization, the employees’ actions can be attempted for motivating. The 4 basic consequences can be related to employees’ behaviour for encouraging or discouraging such as: (Miller & Rose, 2009)

Figure 5 - Reinforcement Theory

• Positive Reinforcements: Recommendation letter, compliment, pay increase, positive performance evaluation
• Negative Reinforcements: Threatening memo
• Punishments: assign the unpleasant tasks, shout out employees, and send back without payment
• Extinctions: No compliments, no thanks for effective performances, the impossible accomplishment of the goal.

6. Herzberg’s Two Factors Approach

Maslow's theory is organized as 2 categories in this theory such as lower and higher-level needs. However, the employees are motivated if given the opportunities for fulfilling those higher-level needs (ego & self-actualization). Herzberg said that lower-level need can be quite varied motivation than higher-level need & creating the negative effects when this lower-level need is being used as the employees’ motivational tools due to this need can be quickly satisfied. (Salanova & Kirmanen, 2010)

Figure 6 - Herzberg’s Two Factors Approach

7. McClelland Theory:
   

Figure 7 - McClelland Theory:

McClelland stated that the need for powers; affiliations and achievements can be more significant. Thematic Appreciation Tests are used for stating the need for powers, affiliations and achievements in individuals. The individual who has more achievement needs can be motivated more for performing a challengeable task and goals & preferring less for accomplishing the task that has less chance to success. The individual who has more power need like to take the persuasion related job. While Individuals who posse the higher affiliation need can be motivated through develop a strong and warm relationship. (Miller & Rose, 2009)

References

Ahmad, S., Mukaddes, A. M., Rashed, C. A., & Samad, M. A. (2010). Implementation of motivation - Theory in apparel industry. International Journal of Logistics and Supply Chain Management

Burton, K., (2012), Management and Motivation theories. In:  Manage and motivation, Jones and Barlette Publisher

Miller, W. R., & Rose, G. S. (2009). Toward a theory of motivational interviewing. American Psychologist, 64, 52

Salanova, A., & Kirmanen, S. (2010). Employee Satisfaction and Work Motivation – Research in Prisma Mikkeli. Mikkeli University.

Wan, H. L. (2009). Employee Loyalty at the Workplace: The Impact of Japanese Style of Human Resource Management”,. International Journal of Applied HRM

Yudhvir, M. & Sunita, M., (2012), Employee’s Motivation: Theories an Perspectives. Vol.1 (Issue 2,).