Theories of Motivation

What are Motivation Theories?

Motivation theories refer to the study of the development of inspiration to achieve certain aims at a
professional or personal level. It means the theories help identify the process of learning and
understanding an individual's motivation to achieve a particular result. Motivation theories are helpful in
several fields, including sociology, psychology, and business management.
The theories are beneficial and widely applicable in management to identify the factors inspiring
employees. Consequently, they aid in enhancing the productivity and profit of individuals and
organizations.
Popular Motivational Theories
Here are some popular motivational theories to find the factors that motivate individuals:

Maslow's Theory of Hierarchical Needs

Any individual cannot focus on complex requirements until their basic requirements have not been
fulfilled. Maslow’s theory outlines this hierarchy by creating a pyramid to portray the process of
individuals fulfilling their basic needs before progressing to the higher-level needs. These needs are
generally categorized into five types, including.
1. Psychological Needs: It is about the basic survival needs that are needed in our daily life routine,
such as food, shelter, water, clothes and so on. Psychological needs can only be fulfilled by the
individual’s income.
2. Safety Requirements: Safety needs refer to the needs that make individuals feel secure and
protected. Protection from deprivation, employment security, health, property and other factors
are included in safety requirements.
3. Social Needs: They cover the individual’s sense of belonging. Everyone strives to associate with
people and organizations to connect, affiliate, and join groups and communities. They indulge in
team-building activities.
4. Self-Esteem Needs: Individuals have a quest for recognition and respect. It makes them feel
confident in their area and boosts self-esteem. This esteem can be fostered by acknowledging the
employees' achievements and providing positive feedback.
5. Self-Actualization Needs: Self-
actualization is the highest phase of
Maslow’s theory that trains
individuals to have long-term
complex goals to reach this level. The
need inspires workers to deliver
effective tasks, learn more, and work
for their personal development in
challenging fields.
Mcclelland's Theory of Needs
The theory affirms the three motivating drivers that every individual needs, though each would vary
with the type of personality. The management must understand employees' behavior of striving for their
specific needs and motivate them accordingly. The three dominant needs are as follows:
1. Achievement
Some people have a hunger to be successful and get recognition. They always strive for competition to
achieve higher standards in their work environment. Furthermore, they seek quick acknowledgment of
their progress to be consistent in their result-based efforts.
2. Affiliation
The theory claims that individuals want to be associated and accepted in groups. The theory aids
management in understanding their employees' striving for growth within the team and building
interpersonal skills, strengthening the relations between coworkers so that they can encourage them
accordingly.
3. Power
Some desire control of their work and are interested in leading others at their workplace. They
incorporate their leadership skills to distribute work, coordinate events, and inspire coworkers.
Incentive Theory
The theory determines that rewards or punishments
influence employees' work behavior. Therefore, these are
the primary motivators for individuals performing certain
tasks and achieving specific results. For instance,
1. Bonus: It refers to the reward that is given to the
employees for their exceptional performance.
2. Opportunity: It is a type of incentive given to
individuals through paid training or continuing
education to enhance their knowledge and build their
skills.
3. Promotion: Providing a higher position or salary can
make employees feel their importance and growth.
4. Paid off: Providing compensation for taking leave as additional holidays on emergency needs or
planned trips can make employees feel satisfied.

Herzberg's Two-Factor Theory

The theory states that two factors influence satisfaction or dissatisfaction:
1. Hygiene Factors: Satisfaction can be influenced by factors like professional relations, policies,
working environment, attitude of the supervisor. If these factors are fine, they can motivate
employees and vice versa.
 2. Motivators Factors: Motivating factors, including recognition, personal growth, achievements,
career, and responsibilities, are crucial for employees. Acknowledging these enhances job
satisfaction.

Vroom's Expectancy Theory

The theory states that expectations for the future can have a major impact on an individual’s motivation.
It means that conscious choices from the options given can boost pleasure and decrease pain. The factors
that influence motivation are:
Expectancy: It implies that Increased efforts bring success. It means if you work hard, you will get
better outcomes.
Instrumentality: Getting incentives or rewards if you meet performance expectations.
Valence: It refers to how an employee gives importance to the expected results.
McGregor’s Theory X And Theory Y
McGregor introduced Mcgregor’s theory in his book named ‘The Human Side of Enterprise.’ In the
book, he stated two styles of management, i.e.,
1. Theory X
The theory incorporates
micromanaging individuals
who have low motivation, are
incapable of performing well,
dislike their work, avoid work
and responsibility, and so on.
Micromanagement gets the
task done appropriately by
using an authoritarian style of
management.
2. Theory Y
The theory states that
managers can use a
decentralized and participative
management approach for
people who are enthusiastic
about their work, take
responsibility for their work,
or do not need to be supervised to get the task done
appropriately.

Alderfer’s Erg Theory

The theory liquidized Maslow’s five hierarchy of
needs into three categories, i.e., existence, growth,
and relatedness, along with physiological and
materialistic desires (such as affection, clothing,
food, water, etc.). It focuses on the following:
• Existence: It involves the basic needs for
living, like food and shelter.
• Growth: It determines the intrinsic need for
personal development aligned with self-esteem,
achievement, and confidence. It requires problem-solving skills, creativity, and morality.
• Relatedness: It involves interpersonal relationships, such as social interactions, terms with family
members, belongings, or love-related needs.