Executive summary

Motivation is a driving force through which forces the individual to behave in a particular manner. Motivation at the workplace can be defined as a set of forces that are responsible for impacting the people where they choose certain behavior over the others. A Motivated individual has a willingness that is exerted towards achieving the organizational goal and personal goals. It can be further stated that in the workplace, the employee's performance is majorly influenced by the motivation level, the ability to perform, and the working environment. Employee performance can be considered as an intangible ability of the individual which is very crucial for employee growth and development. The report includes the meaning of motivation at the workplace; it also includes the importance of motivation for employees as well as for the organization. The report includes the techniques that can be used by the managers or the supervisor for motivating the employees. The report also includes the Map of motivational theories, that includes content theory- Maslow’s hierarchy theory, Alderfer- ERG theory, Herzberg two factor theory and McClelland – Need for achievement, affiliation, and power; process theory- Expectancy Theory and The Porter-Lawler Model, it also includes reinforcement theory that is reinforcement, punishment, and Extinction. Lastly, the report includes the major difference between the content theory and process theory

Contents

Executive summary 1

Content theory 4

Maslow’s hierarchy theory 4

Expectancy Theory 8

The Porter-Lawler Model 8

John Holland theory of personality and job fit 10

The Major Difference Between the process theory and the content theories 11

Introduction

The three most important and crucial components of motivation are persistence, intensity, and activation

• Persistence is linked with continuous efforts Through which the individual wants to achieve a goal.

Motivation is a process

Coaching Techniques for motivating the employees

• Implementing an open-door policy: this is also one of the ways through which employees can be motivated, that is by implementing an open-door policy. through this policy, employees will feel free to discuss and will also allow them to discuss their queries (Feldman, 2001).

• Training: this is also one of the ways through which the employee could be motivated That is why the manager must conduct a training session that is focused on motivation (Feldman, 2001).

Map of motivational theories

Basically, there are three types of theories that include content theory, reinforcement theory, and process theory. the content theory focuses on the factors which are responsible to motivate the employees at the workplace. whereas a reinforcement theory emphasizes the outcome of the process that can influence the behavior of the individual at the workplace (Găianu, 2016). Lastly, the process theory deals with how the employees should be motivated as well as it includes why the employees need to be motivated (Găianu, 2016).

Content theory

Maslow’s hierarchy theory

This theory was developed by Abraham Maslow in 1943, this theory considered to be one of the major theories when it comes to motivation. the theory emphasizes on five categories of needs that are highlighted and explained below:

• Self-esteem: these needs are related to self-respect and the self-esteem of an individual, these needs are important for the individual as they need to feel that they are valuable and are respected in the society

• Self-actualization: this is the highest level of the need, where the individual said their own vision, a position as well as their goals. According to Maslow, who described this level, where the individual wants to accomplish everything then the one can and also aims to become the most the one can be (Găianu, 2016).

Alderfer- ERG theory

• Relatedness needs: These needs are concerned with love, belongingness, and relationship. Basically, be his needs are Concerned about maintaining an interpersonal relationship between colleagues, friends, and family.

• Growth needs: These needs are considered to be linked with intrinsic Desire for self-development. These needs are aligned with different Maslow’s self-esteem portions such as self-actualization, problem-solving, and creativity (Johns and Saks, 2007).

Herzberg two factor theory

McClelland – Need for achievement, affiliation, and power

This is a human motivation theory that was established by McClelland (1960). He suggested that an individual needs are required or would a period of time and oh shaped According to their own experience (M. Badubi, 2017). these needs can be classified as either affiliation, achievement, or power. he further stated that person effectiveness and motivation can be influenced by these needs.

Process Theory

Expectancy Theory

This is also one of the important theories when it comes to studying motivation. According to this theory, which states that motivation is considered as a partial decision-making process that is being used to evaluate the efforts in terms of outcome (Rhee, 2019). It also highlights the involvement of the user choice as well as the cognitive process. Besides that, it will also emphasize the importance of outcome that will represent a reward when it comes to the individual involved.

The evaluation process could be broken down in many parts:

The Porter-Lawler Model

According to this model which suggests that using an individual theory will not be appropriate, that is why it is important to adopt an integrated approach. This theory also differs from the two-factor theory that suggests that performance is the major driving force that leads to job satisfaction but according to this theory it is believed that it is job satisfaction which leads to good performance (Scott, 2018).

Reinforcement theory

Reinforcement

• positive reinforcements: Positive reinforcement means providing the employed with appreciation, raise, rewards, recognition, promotion, other benefits, when the individual performs exactly that is required providing these benefits that are associated with the action and behavior will increase the probability of the individual to repeat the behavior

• negative reinforcement: through the negative reinforcement, a behavior is strengthened by Stopping, one of the examples for negative reinforcement would be insulting the employee in front of their colleagues.

Punishment

Extinction

John Holland theory of personality and job fit

• Investigative

• Artistic

Investigative personality: according to this personality, the individual is considered to be more intellectual and scientific in nature. Individuals with this personality traits are known for discovering the ideas as well as for conducting experiments. they are problem solvers, logical, and analytical. For example doctors, marine, scientists, and chemists.

Artistic personality: according to this personality, the person is known to be more creative and expressive. these individuals are trustworthy and are known for exhibiting friendly nature. For example photographer, writer, dancer, actor, and fashion designer.

The Major Difference Between the process theory and the content theories

The major difference between the content theory and the process theory is that content theory is known for focusing on what, Whereas the process theories tend to focus on how. Besides, those content theories are known to focus on The needs of an individual whereas the process theory focuses on the behavior of an individual (Scott, 2018).

Conclusion

From the above discussion, it can be concluded that motivation plays an important role in the performance of the employee as well as can also help the organization in making their environment smooth and relaxing. From the above discussion at this clear, that motivation plays an important role in boosting the productivity of the employee on also the overall performance of the organization. besides this, we have also seen why it is important for the managers to motivate employees as well as what are the methods that they can adopt so that the employees feel motivated to work. in the above section, the motivational map of theories has also been provided which can help the organization in adopting suitable ways of motivation for the individual according to their needs personality.

References

Johns, G. and Saks, A., 2007. Organizational Behaviour. Harlow: Prentice Hall.

M. Badubi, R., 2017. Theories of Motivation and Their Application in Organizations: A Risk Analysis. INTERNATIONAL JOURNAL OF INNOVATION AND ECONOMIC DEVELOPMENT, 3(3), pp.44-51.