Major Theories of Motivation

To put it simply, these are different theories that helps individuals to be motivated, to reach their goal and for them to use their skills fully. the basic principle for most theories is they must first need to satisfy their basic needs before going to the next step or level.


There are two broad types of Theories of Motivation:
1. Content theories – examine the internal forces that drive the individual to specific actions
 2. Process models – attempt to explain the person’s reaction to external stimuli


...................................................................................................................................................................

• Maslow’s Hierarchy of Needs - The primary needs take priority and must be satisfied before the secondary needs can be pursued.
• consists of 5 levels: Physiological, Safety, Love/belonging, Esteem and Self-actualization

• Alderfer’s ERG Needs Theory- - Similar to Maslow’s Hierarchy of Needs, simplified version of Maslow's
•  Condensed the number of categories to three: 

1. Existence needs
2. Relatedness needs
3. Growth needs 

•  Frustration-regression process

• • Herzberg’s Two-Factor Theory-  (otherwise known as dual-factor theory or motivation-hygiene theory) was developed by psychologist Frederick Herzberg in the 1950s.
• Two groups of factors:
•  1. Hygiene factors – factors that leads to satisfaction and motivates people.
•  2. Motivation factors – seem to stimulate employees to strive for superior performance.

• McClelland’s Achievement Motivation-The strength of a specific motive is directly linked to the opportunities offered by the situation.

• Vroom’s Expectancy Theory -behavior results from conscious choices among alternatives whose purpose it is to maximize pleasure and to minimize pain. Vroom realized that an employee's performance is based on individual factors such as personality, skills, knowledge, experience and abilities. He stated that effort, performance and motivation are linked in a person's motivation.
•  Expectancy – the belief that effort brings performance and performance leads to rewards
•   Outcome – perceived expectancy that the outcome from the effort will actually be realized. 
• Instrumentality – degree of faith in the belief that current efforts may make possible achieving even larger or more long-term rewards. 
•  Valence – value placed on the available rewards. The more highly valued the prize, the more motivated the individual; the less desirable, the less motivation

• Adam’s Equity Theory – key concepts are comparison and perception. Comparison can be inside the organizations, as in the salaries of coworkers, or external, as in the wage rates of other laboratories. The worker, according to this theory, has several options to correct perceived inequity: 

1. Alter their efforts or inputs by either increasing or reducing production 

2. Alter the outcomes or rewards by seeking more pay or benefits 

3. Cognitively distort the relevance of the inputs and outputs, that is, rationalize or rethink the importance of the differences. 

4. Leave the company or look for another field of employment 

5. Influence others to change their efforts. 

6. Change the target of comparison.

• Skinner’s Reinforcement Theory - We repeat performances for which we are positively rewarded, or we avoid actions that bring about undesirable consequences. Focuses on the environment, rather than on needs, motives, and personality.