Motivation in the

workplace
 What is Motivation?

Motivation is the driving factor behind actions. It can be to satiate basic

psychological needs or seek personal growth. Motivation is the method of
starting, managing, and continuing actions that are meant to achieve targets.

Motivation also implies the reason for someone’s actions. Its scope entails more
than just the stimuli that set the actions in motion. Motivation is also required to
maintain these actions and keep them going. So, people can derive a sense of
what motivates them based on their behavior.

Motivation stimulates people into action and is the driving force. It is the force
behind social cohesion and competition. It is what convinces people to strive for
a purpose, value, and a good life. Without this drive, a person can face
depression or other mental illnesses.
 What is employee motivation?
Employee motivation is the enthusiasm, energy level, commitment, and amount of
creativity that an employee brings to the organization on a daily basis.

Motivation is derived from the Latin word “movere,” which literally means movement.

Elements of Motivation

1. Intensity- refers to the level of effort provided to achieve the goal assigned to him. It
defines how hard a person tries to do the work.

2. Direction- refers to what an individual chooses to do when confronted with number

of possible choices.

3. Persistence- measures how long a person can maintain effort to achieve the
organization’s goals.
 Types of employee motivation
Intrinsic motivation
Intrinsic motivation means that an individual is motivated from within. He/she has the desire to
perform well at the workplace because the results are in accordance with his/her belief system.
An individual’s deep-rooted beliefs are usually the strongest motivational factor. Such individuals
show common qualities like acceptance, curiosity, honor, and desire to achieve success.
Research has shown that praise increases intrinsic motivation, and so does positive employee
feedback.

Extrinsic motivation
Alternatively, extrinsic motivation means an individual’s motivation is stimulated by external
factors- rewards and recognition. Therefore, some people may never be motivated internally, and
only external motivation would work with them to get the tasks done.

Moreover, research says extrinsic rewards can sometimes promote the willingness of a person to
learn a new skill set. Additionally, rewards like bonuses and awards can motivate people or
provide tangible feedback.
 Theories of Motivation
Theories of Motivation can be Classified into two:
• Content Theories

1. Hierarchy of Needs Theory of Abraham Maslow

2. ERG Theory of Clayton Alderfer

3. Acquired Needs Theory of David L. McClelland

4. Two-factor Theory of Frederick Herzberg

• Process Theories

1. Expectancy Theory of Victor Vroom

2. Equity Theory of J. Stacey Adams

3. Goal Setting Theory of Edwin A. Locke

The Hierarchy of Needs Theory

Abraham Maslow forwarded

the idea that human beings
posses a hierarchy of needs
such that as each need is
substantially satisfied, the
next need becomes
dominant.
 Alderfer like Maslow also
The ERG Theory
believed that individuals progress
up the hierarchy of needs as a
result of the satisfaction of lower
order needs. But he maintained
however, that if a higher order
need cannot be satisfied, a lower
order need becomes dominant as
a motivating factor. Alderfer said
that there are fewer categories of
needs than Maslow. According to
Maslow, people are motivated by
their next unmet level of needs,
while Alderfer says people can be
motivated both by unmet needs
and by needs that have been
met.
The Acquired Needs Theory
 Frederick Herzberg theorized
The Two-Factor that employee satisfaction has two
Theory dimensions: “hygiene” and motivation.
Hygiene issues, such as salary and
supervision, decrease employees'
dissatisfaction with the work
environment. Motivators, such as
recognition and achievement, make
workers more productive, creative and
committed.
Motivating factors: The presence of
motivating factors encourages employees
to work harder. They are the factors found
in the workplace.
Hygiene factors: Hygiene factors, if not
present, will discourage employees from
doing their best at work. Thus, hygiene
factors are the surrounding factors that
facilitate employees’ behavior.
The Expectancy Theory
This theory sees
people as choosing a
course of action
according to what they
anticipate will give
them the greatest
reward. Expectancy
theory predicts that
motivation will be high
if all the three factors
are rated high. The
lower the rate for any
of all the three factors,
the lower the
motivation becomes.

The Equity Theory
It was defined as a theory that individuals compare
job inputs and outcomes with those of others and
then respond to eliminate inequities. Equity theory
assumes that employees are motivated by a desire
to be equitably treated at work. Equity exists when
employees perceive that the ratios of their inputs
(efforts) to their outputs (rewards) are equivalent to
the ratios of other employees. Inequity exists when
these ratios are not equivalent.
Two types of Inequity:
• Over-rewarded
• Under-rewarded
Employees who feel over-rewarded will think there is an
imbalance in their relationship with their employer. They will
restore the imbalance through any of the ff:
1. They might work harder
2. They might discount the value of reward
3. They could try to convince other employees to ask for more
rewards
4. They might choose someone else for comparison purposes.
When employees feel under-rewarded, they will reduce the
feeling of inequality through any of the ff:
5. They might lower the quality or quantity of their productivity
6. They could inflate the perceived value of the rewards
received.
7. They could find someone else to compare themselves
8. They could bargain for more rewards
9. They might quit.
 The Goal-Setting Theory

Specific Goals + Challenging Goals + feedback = Better Task Performance

 Motivational Methods and Programs
1. Motivation through Job Design
2. Organizational Behavior Modification
3. Motivation through Recognition and Pride
4. Motivation through Financial Incentives