Motivation Theories

There are several theories those talks about what’s motivation, how’s motivation achieved etc., most of these theories discusses the similar aspects of motivation, Following theories are some mostly cited ones came by some early scholars. 

Motivational theories have been grouped in three main categories by taking into consideration different approaches as it follows: content theories, process theories and consolidation theories. Content theories argue that people act in certain ways based on their needs (such as the ones of Maslow and McGregor). Consolidation theories emphasise the connection between individual’s behavior and certain specific results (such as the ones of Thorndike and Skinner). Process theories try to explain how motivation occurs, what factors influence it and what the relations between these factors are (such as the ones of Vroom and Locke). (SUCIU et al, 2013)

Maslow’s need hierarchy theory

In 1954, Maslow first published Motivation and Personality, which introduced his theory about how people satisfy various personal needs in the context of their work. He postulated, based on his observations as a humanistic psychologist, that there is a general pattern of needs recognition and satisfaction that people follow in generally the same sequence. He also theorized that a person could not recognize or pursue the next higher need in the hierarchy until her or his currently recognized need was substantially or completely satisfied, a concept called prepotency (Gawel, 1996).

Herzberg’s two-factor theory

Herzberg’s two-factor theory is constructed of a two-dimensional paradigm of factors affecting people's attitudes about work. He concluded that such factors as company policy, supervision, interpersonal relations, working conditions, and salary are hygiene factors rather than motivators. According to the theory, the absence of hygiene factors can create job dissatisfaction, but their presence does not motivate or create satisfaction. (Gawel, 1996).

McClelland’s theory of needs

Some people who have a compelling drive to succeed are striving for personal achievement rather than the rewards of success per se. These people have the desire to do something better or more efficiently than it has been done before (Robbins, 1993). McClelland’s in the publication The Achieving Society, published in 1961 described the theory of needs focusing on three needs: achievement, power, and affiliation (Ramlal, 2004).

ERG theory of motivation

Armstrong (2014) explains in his book that ERG Theory is more convincing & simpler which postulated three primary categories of needs: Existence needs Relatedness needs & Growth needs.

Equity theory of motivation

Equity theory recognizes that individuals are concerned not only with the absolute amount of rewards they receive for their efforts, but also with the relationship of this amount to what others receive. Based on one’s inputs, such as effort, experience, education, and competence, one can compare outcomes such as salary levels, increases, recognition and other factors (Ramlal, 2004). When people perceive an imbalance in their outcome-input ratio relative to others, tension is created. This tension provides the basis for motivation, as people strive for what they perceive as equity and fairness (Robbins, 1993). 

Self-determination theory

As formulated by Deci and Ryan (2000) this theory states that individuals are motivated by the need to achieve three fundamental goals: striving for competence, autonomy and relatedness (Armstrong, 2014). 

References:

Armstrong, M. (2014). Armstrong’s Handbook of Human Resource Management Practice, 13th Edition. Kogan Page.

Gawel, J.E. (1996). Herzberg’s Theory of Motivation and Maslow’s Hierarchy of Needs. Practical Assessment, Research, and Evaluation, 5(11), pp.1–3.

Ramlall, S. (2004). A Review of Employee Motivation Theories and their Implications for Employee Retention within Organizations. The Journal of American Academy of Business, Cambridge, pp.55–56.

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

SUCIU, MORTAN and LAZĂR (2013). Vroom’s Expectancy Theory. an Empirical Study: Civil Servant’s Performance Appraisal Influencing Expectancy. Transylvanian Review of Administrative Sciences, 39, pp.180–200.

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