EMPLOYEE MOTIVATION IN THE WORKPLACE

 

2. Employee Motivation theories



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,

 1. Maslow’s hierarchy of needs theory of motivation

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'.

The basis of his theory is that human beings need to have their most basic needs met before they can get the motivation to achieve those higher goals.

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.

                                              Figure 2: Maslow’s Hierarchy of Needs


                                            Video 2:Maslow's Hierarchy of Needs

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.

  • 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) 


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,

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.

video 3:- Vroom's Expectancy Theory

References

O'Donnell,K. (2023), what is employee motivation definition, [online], Available at https://blog.empuls.io/what-is-employee-motivation/ [Accessed on 31st March 2024]

Bhat, A. what is employee motivation, [online], Available at https://www.questionpro.com/blog/employee-motivation/[Accessed on 31st March 2024]

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 31st March 2024]

Masionis, A. (July 5, 2022), workplace employee motivation, [online], Available at https://www.achievers.com/blog/employee-motivation/ [Accessed on 31st March 2024]

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 31st March 2024]

Figure 2: Desmet,P. & Fokkinga, S. (7 July 2020)[online], Available at https://www.mdpi.com/2414-4088/4/3/38 [Accessed on 31st March 2024]

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 31st March 2024]

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 01st April 2024]

Video 3: Gregg,U. (July 20, 2019) expectancy theory definition and examples, [online], Available at https://www.youtube.com/watch?v=wRXO0E5dJMQ [Accessed on 01st April 2024]

Comments

  1. TharakaApril 11, 2024 at 3:38 AM

    This blog is a treasure trove of knowledge on employee motivation theories! It expertly delves into the diverse frameworks that shape our understanding of what drives individuals in the workplace. The clarity and depth of explanation make complex theories accessible, empowering readers to apply these insights in real-world scenarios. Thank you for providing such a comprehensive resource for anyone seeking to cultivate a motivated and thriving team!

    ReplyDelete
  2. HasinthaApril 13, 2024 at 7:05 AM

    Thank you very much for your valuable comment

    ReplyDelete
  3. Kusumalie Edirisuriya (E224885)April 13, 2024 at 7:12 AM

    Every successful and productive organization has well motivated Employees. That means employees always Deliver high-quality work, be innovative and proactive, Go the extra mile and do the things and They always find their work meaningful and enjoyable. If the organization provide or employees develop their skills, Offer rewards and incentives that align with employee values, Create a Positive Work Environment, Help employees understand how their work contributes to the company's mission and purpose and Offer Competitive Benefits it will create a work environment that fosters motivation, engagement, and finally, a prosperous of workforce.

    ReplyDelete

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