Motivation Theories in Workplace
BUS 5113 - Organizational Theory and Behavior
University of the People
Motivation
Motivation is referred to the inner forces of an individual that affect their direction, power
and persistence of behavior. Employees who are motivated willingly perform their
responsibilities with intensity within the set time to achieve a particular goal. Factors that
affect employee motivation include personal attitudes, interests and abilities, the limitations
and challenges a person faces on the held job position and finally the human resource
policies, management practices and rewarding systems of an organization. This paper aims
to discuss three theories that influences human motivation at work environment and therefore
the one theory that best applies to my personal and developmental journey.
Maslow’s Theory of Need Hierarchy
Maslow’s theory relies on the fact that a person’s behavior at a certain time is usually
determined by the most powerful need. According to Saif, Nawaz, Jan and Khan (2012) job
satisfaction of an employee revolve on the needs and the elements that brings an inexpensive
amount of job fulfilment. In this theory, an individual’s motivation is based on a
predetermined order of needs therefore as basic needs are satisfied, the individual tries to
satisfy the higher needs. For example, educators have needs that have to be satisfied, these
are not only basic needs such as food but they also need the gratitude and respect of students,
parents and management. Maslow’s theory has gained support and popularity for the
hypothesis that a person needs have some hierarchical order and that humans have endless
needs of which some needs are never fully satisfied.
Herzberg’s Motivator-Hygiene Theory
This theory development indicates that people work for their own self-enlightened interest
and when job accomplishments are achieved, they feel content. Achievement, recognition,
the work itself, responsibility and advancement are the five factors that cause job satisfaction.
A remarkable increase in application of Herzberg's theory by organizations have been noted
as it creates opportunities for one’s advancement, enrichment and recognition among the
employees (Golshan, Kaswuri, Aghashahi, Amin, & Ismail, 2011). Employees need to be
recognized for special achievements and promoted on the completion of certain stages and
years of experience. Positive motivation brings better performance through improvement in
job content by making it more challenging, accountable and meaningful. For example,
employees who perform exceptionally well and produce great results in their work areas at a
basic level should be given the responsibility to determine how to handle tasks related to their
jobs.
Adam’s Equity Theory
Adam’s equity theory is based on the principle that employees are motivated when they
observe fair treatment in the workplace and get demotivated when treatment is not
transparent and unfair. In an organization, when balance is achieved between effort or
commitment (input) and financial compensation or recognition (output), it is believed that
employees get more satisfaction hence produce higher levels of productivity. Employees
expect equal reward for the same level of effort and this brings improved results and high
levels of employee motivation. For example, employees with equivalent effort and
productivity should be rewarded. If there is any disparity identified by the employees it will
contribute to low morale, therefore affecting the performance of the organization.
Theory that best applies to my developmental journey.
Adams’ Equity Theory is widely practiced in most work environment in the current context.
It has been embraced in human resource guidelines and the decision making for many
organizations. I believe that this theory best applies to me as fairness is an important
motivating factor which not only helps me to build better relationship with my staff but also
shapes the reputation of the organization. From a leadership perspective, fairness ensures
better levels of motivation, commitment and performance within a team.
In conclusion, equality and fairness is fundamental as it is the basis of an individual’s
motivation. It must be understood that individual contribution adds towards the fulfilment of
any task. Therefore, at workplaces there should not be any disparity which can worsen the
situation and have adverse effect on the organisation. For this reason, leadership skills are
paramount as this is the pillar of strength for success.
References
Golshan, N. M., Kaswuri, A. H., Aghashahi, B., Amin, M., & Ismail, K. W. (2011). Effects
of Motivational Factors on Job Satisfaction: An Empirical Study on Malaysian Gen-Y
Administrative and Diplomatic Officers. 3rd International Conference on Advanced
Management Science, 19. Retrieved September 17, 2021, from
http://www.ipedr.com/vol19/1-ICAMS2011-A00004.pdf
Saif , S. K., Nawaz , A., Jan, F. A., & Khan, M. I. (2012). Synthesizing the theories of job-
satisfaction across the cultural/attitudinal dimensions. Interdisciplinary Journal of
Contemporary Research in Business, 3(9). Retrieved September 17, 2021, from
https://www.researchgate.net/publication/283343648
