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there are many workplace motivation theoriesBut can they contribute to your company culture? Find out... Employee motivation is key to your success, as it's the drive and energy your employees bring to their work everyday. If it's lacking, then you might struggle with productivity and lower output meaning you struggle to reach your goals. Whereas motivated employees are more likely to be innovative, happier and help your reputation. If you're looking into ways to improve motivation at work then you might have come across theories by people like Maslow, Herzberg, McGuire, Winslow, McKellend and Drucker to name a few. These experts have changed the way we engage and inspire our teams, but that doesn't mean that the industry isn't open to new ideas and ways of thinking. Here's an overview of three workplace theories of motivation favoured by workplace engagement experts, and how these theories contribute to successful company cultures. Maslow's Heirachy of NeedsPsychologist Abraham Maslow first introduced his concept of a hierarchy of needs in his 1943 paper A Theory of Human Motivation and his subsequent book Motivation and Personality. This hierarchy suggests that people are motivated to fulfil basic needs before moving on to other, more advanced needs. This hierarchy is most often displayed as a pyramid. The lowest levels of the pyramid are made up of the most basic needs, while the more complex needs are located at the top of the pyramid. Needs at the bottom of the pyramid are basic physical requirements, including the need for food, water, sleep, and warmth. Once these lower-level needs have been met, people can move on to the next level of needs, which are for safety and security. Maslow’s theory states that:
Every person is capable of, and has the desire to, move up the hierarchy toward a level of self-actualisation. Unfortunately, progress is often disrupted by failure to meet lower level needs. Life experiences including divorce and loss of job may cause an individual to fluctuate between levels of the hierarchy. Maslow noted only one in a hundred people become fully self-actualised because our society rewards motivation primarily based on esteem, love and other social needs. Frederick Herzberg’s motivation and hygiene factorsHerzberg was the first to show that satisfaction and dissatisfaction at work nearly always arose from different factors, and were not simply opposing reactions to the same factors, as had always previously been believed. He showed that the presence of certain factors truly motivate (motivators), whereas the absence of others tended to lead to dissatisfaction (hygiene factors). These hygiene factors need to be addressed and resolved before motivators can be effective. Herzberg’s research proved that people will strive to achieve hygiene needs because they are unhappy without them, but once satisfied the effect soon wears off. Examples of hygiene needs (or maintenance factors) in the workplace are:
True motivators were found to be other completely different factors, such as:
Hygiene factors are merely the launch pad – when damaged or undermined we have no platform, but in themselves they don't motivate. Frederick Herzberg’s book The Motivation to Work, written with research colleagues Bernard Mausner and Barbara Bloch Snyderman in 1959, first established his theories about motivation in the workplace. Herzberg’s survey work, originally on 200 Pittsburgh engineers and accountants, remains a fundamentally important reference in motivational study. While the study involved only 200 people, Herzberg’s considerable preparatory investigations, and the design of the research itself, enabled Herzberg and his colleagues to gather and analyse an extremely sophisticated level of data. Pink's Theory of MotivationMotivational author Daniel Pink released his New York Bestseller entitled Drive in 2010. In the insightful work, Pink argues that the carrot and stick approach, while effective in the 20th century, is not relevant for today’s workforce. By combining scientific knowledge from the last 30 years with an appreciation of what today’s businesses actually want, Pink has devised a straightforward and modern approach which can be tailored to suit an organisations’ needs. Drive examines the three elements of true motivation: AutonomyThis is all about our need to direct our own life and work, to be able to be motivated we need to be able to control what you do, when you do it and who you do it with. Here's a few ways you can apply it:
MasteryCreate an environment where mastery is possible. To foster an environment of learning and development, four essentials are required:
PurposePlace equal emphasis on purpose maximisation as you do on profit maximisation. The attainment of profit goals has no positive impact on a person's wellbeing, and can actually have the opposite effect! Organisational and individual goals should focus on purpose as well as profit. Many successful companies are now using profit as the catalyst to pursuing purpose, rather than the objective. This refreshing angle on motivational theory has been a topic of discussion for many in the industry, including Jevita Nilson - who, in an article from Checkside Online titled Motivation revamped: A summary of Daniel H. Pink’s new theory of what motivates us, supports Pink’s theory of self-determination. Both Nilson and Pink explain that:
Nilson devised a number of initiatives around Pink’s revised motivation theory which can assist organisations to motivate their employees effectively - well worth a further read if you're a professional charged with engaging your workforce. Content for this blog has been provided courtesy of the IPM and is incorporated into the IPM Diploma in Motivation. To find out more about the diploma or to enrol click here. Explanation: The two factor hypothesis and the learned model theories of needs are better represented in the workplace for human behavior. Maslow's Hierarchy of needs is the most acceptable motivational analogy that drives people to seek & change. Maslow's Hierarchy of continues to be the most acceptable and popular theory even in the contemporary globalizing world. Humanistic Theory Maslow's hierarchy suggests that people are motivated to fulfill basic needs before moving on to other, more advanced needs. For example, people are first motivated to fulfill basic biological needs for food and shelter, then to progress through higher needs like safety, love, and esteem. The Maslow motivation theory is one of the best known and most influential theories on workplace motivation. Which motivational theories are best is workplace?Two Popular Theories of Workplace Motivation
Two of the most popular models of motivation are Maslow's Hierarchy of Needs, which is based on levels of priorities, and Herzberg's Two-Factor Model, which presents job factors as contributing to either satisfaction or dissatisfaction.
Which motivational theory is best for describing human behavior in the workplace?Explanation: The two factor hypothesis and the learned model theories of needs are better represented in the workplace for human behavior.
Which motivation theory is best and why?Maslow's Hierarchy of needs is the most acceptable motivational analogy that drives people to seek & change. Maslow's Hierarchy of continues to be the most acceptable and popular theory even in the contemporary globalizing world.
What motivation theory can tell us about human Behaviour?Humanistic Theory
Maslow's hierarchy suggests that people are motivated to fulfill basic needs before moving on to other, more advanced needs. For example, people are first motivated to fulfill basic biological needs for food and shelter, then to progress through higher needs like safety, love, and esteem.
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