The different theories

of motivation
What is motivation?
Motivation is the psychological process of providing purpose and intention to behavior
• It explains why people behave the way they do. By using motivation theories, management can
inspire customers to choose the brand and encourage employees to take action and become
self-directed. Various theories of motivation in psychology exist that have been studied and
implemented in management regarding motivation.
 Acquired Needs Theory
This theory states that every person has the same needs, but each individual prioritizes them
differently.
The theory identifies three needs:
•Achievement,
•Power,
•Affiliation.
The need for achievement is the desire to do well at a task, the need for power establishes itself
through influence over other people, and the need for affiliation is the yearning for meaningful
relationships. Management needs to identify each person's first priority need and adjust the working
situation accordingly to optimize each person's performance.
For example, if an employee is motivated to do well, you could inspire him by providing stretch
goals.
Owen and Motivation in
Management
Robert Owen, a Welsh social reformer, developed a theory based on his experience with
machines during the Industrial Age of the 1800s. The better a machine is taken care of,
maintained, and looked after, the better it performs. This theory was revolutionary during
his time and has continued to be true
Owen's theory relates to small businesses in terms of personnel management.
Businesses that prioritize workers’ needs and desires will produce efficient and
motivated people. By taking care of their workers and focusing on their development,
businesses benefit from better-skilled employees with higher morale
Maslow's Hierarchy of Needs
Another one of the motivational theories in business is Maslow's hierarchy of needs, which
identifies a person's most basic needs, concluding with a person's least basic needs. Maslow's
theory states that only unsatisfied needs can be used to motivate a person. For example, if a
person makes a lot of money, he no longer views money as a motivating factor in his work.
Maslow identified physiological, safety, social, esteem, and self-actualization needs.
According to this theory, management can motivate workers by meeting their most basic
human needs and building on them. For example, management should ensure that employees
are allotted a fair amount of time for food, social interaction, and breaks. In addition, companies
can use the theory of needs to make their products better appeal to customers' needs from the
lower to higher levels.
For example, customers whose physiological needs are unsatisfied, are not yet ready to focus
on luxury goods near the top. On the other hand, customers near the top would be interested in
products or services related to hobbies and travel.
Two Factor Theory
The two-factor theory identifies two main sources of motivation for people in the
workforce. The first is hygiene factors, such as the working environment, a person's
salary, job security, and management styles. The second motivator in this theory is
satisfaction, which includes achievement, status, recognition, responsibility, and
potential growth. The more these factors are present in a worker's environment, the
more an employee will be motivated.
The ERG Theory
Existence, Relatedness, and Growth

The ERG theory represents existence needs, relatedness needs, and development
needs. This theory is built on Maslow's hierarchy of needs with a condensed
understanding of human needs and behaviors. Existence needs are desires for well-
being, such as feeling appreciated and valued. Relatedness needs are interpersonal
desires, such as having a strong social network and good relations with management.
Development needs include the desire for personal and professional training and
development, such as coaching and continual training.