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Types of employee motivation theories in organizational behavior.

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Motivation is defined as the “willingness to exert high levels of effort toward organizational goals, conditioned by the effort’s ability to satisfy some individual need.”(Robbins, 1993). There are several theories of motivation. The most relevant theories of motivation explains how motivation affects employee commitment in a company.  Five methods of explaining behavior – needs, reinforcement, cognition, job characteristics, and feelings/emotions – underlie the evolution of modern theories of human motivation (Kretiner, 1998). The study of what motivates a person to work toward a specific goal or end is known as motivation theory. It affects everyone in society, but it's extremely significant in business and management (Anisya, 2021).

 

There have been a variety of motivation theories that explain similar features of motivation. 

There are 5 motivation theories (Anisya, 2021).

 

How to use motivation theories to increase productivity and efficiency? 

 

There is not a defined way to understand how employees are motivated. But the manager can allocate time to better understand their staff, so that it would help them encoruage and motivate the employees in the right way. These theories will help the manager understand what makes the employees perform even better. (Herdian, Nugroho and Sumiati, 2020).

 

As a result, the most important tools a manager needs to motivate his or her employees are: (Herdian, Nugroho and Sumiati, 2020).



  1. Approval, praise, and acclaim
  2. High expectations, trust, and respect
  3. Loyalty
  4. Removing any organizational hurdles that may be impeding individual performance
  5. Enrichment of employment
  6. Offering monetary incentives
  7. Excellent communication

 

Although understanding the ideas can help, there is no simple answer to how to encourage individuals. It allows managers to improve not just themselves but also their organization's performance. Organizations' major goal is to survive, sustain, and grow, and this goal may be achieved when employees and staff are pleased (Herdian, Nugroho and Sumiati, 2020).

 

This can be accomplished through comprehending motivation theories and properly executing them in order to obtain the best possible results for the company. As a result, it can be concluded that efficient implementation of motivation theories can assist organizations in gaining a competitive advantage and can serve as a source of long-term competitive advantage that ensures growth, survival, and maximum income generation. As a result, it can be argued that in order for managers to function well, they must be familiar with motivation theories (Anisya, 2021).

 

The theories are; 

  1. Maslow’s need hierarchy theory: People are motivated to meet particular wants, according to Maslow, and some needs take precedence over others. Physical survival is our most basic necessity, and it will be the driving force behind our actions. When that level is completed, we are motivated to move on to the next level, and so on (Varma, 2017).
  2. Herzberg’s two-factor theory:  Two component theory, incentive factors, and hygiene factors are all terms used to describe the theory. According to the theory, there are certain factors in the organizational environment that, if present, will stimulate employees, and certain factors that, if present, will satisfy employees but will not lead to dissatisfaction if not there (Varma, 2017).
  3. ERG Theory: Clayton Alderfer turned Maslow's Hierarchy of Needs into the ERG model, a three-factor motivational paradigm. The letters E, R, and G in this model each represent a particular human need: existence, relatedness, and growth. The ERG model is a motivational content hypothesis (Varma, 2017).
  4. McClelland's acquired-needs theory: The theory stresses that the human behavior is affected by three needs Power, Achievement and Affiliation (Varma, 2017).
  5. Reinforcement theory of motivation: The theory founded by B F. Skinner and his associates proposed that the individual behavior is a function of its consequence. It is based on the law of effect (Varma, 2017).
  6. Equity theory of motivation: The theory is based on the principle of equality. It states that the motivation is related to directly to the perception of equity practiced by the organization (Varma, 2017).

 

 

 

References

 

Robbins, S. (1993). Organizational Behavior (6 ed.). Englewood Cliffs: Prentice-Hall.

 

Kreitner, R., & Kinicki, A. (1998). Organizational Behavior (4 ed.). Boston: Irwin McGraw-Hill.

 

 Anisya, V., 2021. The Effect of Motivation on Employee Performance through Organizational Culture. Journal of Economics, Finance And Management Studies, 04(07).

 

 Herdian, P., Nugroho, R. and Sumiati, S., 2020. THE EFFECT OF WORK MOTIVATION AND SPIRITUAL INTELLIGENCE ON EMPLOYEE PERFORMANCE WITH ORGANIZATIONAL CITIZENSHIP BEHAVIOUR (OCB) AS INTERVENING VARIABLES. jmm17, 7(01).

 

Varma, D., 2017. IMPORTANCE OF EMPLOYEE MOTIVATION & JOB SATISFACTION FOR ORGANIZATIONAL PERFORMANCE. International Journal of Social Science & Interdisciplinary Research.

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