Theoretical side of employee motivation

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The theories of motivation can be mainly categorised as Content theory and Process theory. Content theory is also known as needs theory, and it discusses about what factors motivates an individual. In other words, content theory focuses on different wants and needs, forces and factors that motivates an individual. On the other hand, process theory focuses on the psychological and behavioural patterns an individual displays in satisfying and achieving their needs. (Kian, Yusoff and Rajah, 2014)

There are several theories discussed under the school of content theory. Maslow’s hierarchy of needs, Herzberg’s two factor theory, Alderfer’s ERG theory and McGregor’s Theory X and Theory Y are few examples. Explained below are two of the above content theories.

1.     Maslow’s Hierarchy of Needs

Abraham Maslow identified several categories of human needs and arranged them in a five tier hierarchical model. The hierarchy takes a pyramid shape with physiological needs being the bottom tier and followed by safety needs, belongingness and love needs, esteem needs and self-actualisation being the top tier. The physiological and safety needs are categorised as basic needs while belongingness and love needs and esteem needs are grouped as psychological needs. Self actualisation has been viewed as a self fulfilment need.

Figure 01






Physiological needs are the basic needs an individual requires for survival. They are mainly necessities such as food, water, clothes, shelter and good health. In reality, being employed is a rudimentary need for an individual and receiving a reasonable salary to cover his/her basic needs. An individual has to fulfil these basic physiological needs in order to achieve the next level. The second tier represents safety needs such as protection from natural elements, law and order, stability in life and the ability to live without fear. For example, job security ensures safety needs in a work environment. Love and belongingness are the third tier in this model and it focuses on acceptance by society and the feeling of belongingness. Healthy relationships, family and love encourage better performance at work with less distraction. These feelings encourage interpersonal relationship and motivates individuals. The fourth tier explained by Maslow is esteem needs and it consists of the esteem one holds for one’s self in the form of dignity or independence and the esteem one desires in the form of reputation and respect from others. Job titles and designations increases the self-worth an employee feels for themselves as well as the recognition they receive from others. The final tier focuses on self-actualisation; where one identifies their true potential for further growth and development and it is a feeling of self-fulfilment. In a work environment, self-actualisation leads to employees who are confident, motivated and encourages a positive work atmosphere.

Maslow further elaborated that physiological, safety, belongingness and esteem needs are deficiency needs since an individual’s motivation decreases when these needs are met. However, self-actualisation was identified as a growth need since it further encourages and motivates individuals when the need is met. (Chery, 2022) (Mcleod, 2018) 

2.      McGregor’s Theory X and Theory Y 

         Figure 02





      This theory was formulated by Douglas McGregor based on two traits of human behaviour: one being negative- Theory X and one being positive- Theory Y.

Theory X and Theory Y is based on the opinion of managers towards their employees based on numerous assumptions. According to McGregor, Theory X assumes a typical employee lacks motivation and dislikes work and makes every possible effort to escape from it. They require greater supervision, micro management and constant direction. The theory also suggests that employees of this nature resist to change and have no drive for greater performance. Since they dislike work they should be convinced and forced to work and resistance comes with greater consequences such as warning and punishment. This is also known as the carrot and stick approach.  

Theory Y is the opposite end of the spectrum. It views employees as individuals with drive and passion and possesses the required skills and competencies for their job. The employees are able to function with less supervision as they are self-controlled and are mentally and physically prepared to perform the assigned tasks. Employees of this nature are able to analyse organizational problems and use their experience and expertise to provide solutions to organizational problems.

Theory X is not popular in organisations anymore as the approach is quite authoritative and does not provide space for creativity and innovation. However, large organisation with a high number of employees is likely to adopt Theory X practices due to the sheer number of employees and tight deadlines. Theory Y which is a more participative approach is popular among organisations now since the authority is decentralised and encourages employee growth and creativity. Nevertheless, organisation adapt both these theories on varying levels based on the requirements of the organisation. However, the productivity of the applied theories are majorly based on the needs and wants of the employees and the organizational objectives.  

Similarly the Process theory consists of several theories which describes why behaviours are instigated. Several examples are the expectancy theory, the equity theory, goal setting theory and reinforcement theory. Explained below are two of the above process theories. (E. Kopelman, J. Prottas and L. Davis, 2008)  (lawter, Kopelman and Prottas, 2015) (Theory X and Theory Y: Understanding People's Motivations, 2022

      1.     Expectancy theory

This theory was formulated by Professor Victor Vroom who found that motivation is a result of the choices made by employees to maximize pleasure and minimize pain. Vroom also identified that within an organisation, though the individual goals maybe different, the employees can be motivated to work towards a common organizational goal. The theory also states that employee’s efforts should positively affect his performance and in return there should be a reward that would strongly satisfy a vital need which eventually further motivates the employees and make their efforts feel worthwhile. (Juneja, n.d.)

2.     Goal- setting theory`

Edwin Locke's goal-setting theory based on that the setting of goals is linked to performance. Specific, goals and proper feedback will help for better performance. The clear goals will enhance the performance. Goals should be realistic and challenging, which will allow the employee to feel a sense of triumph when the task is successfully completed. In theory, the confidence gained from achieving one goal will be transferred to a person's performance in attaining his or her next goal

      

References

Brent, M., 2018. What Are Process Theories of Motivation?. [online] Career Trend. Available at: <https://careertrend.com/info-8351038-process-theories-motivation.html> [Accessed 30 April 2022].

Chery, K., 2022. How Maslow's Famous Hierarchy of Needs Explains Human Motivation. [online] Verywell Mind. Available at: <https://www.verywellmind.com/what-is-maslows-hierarchy-of-needs-4136760> [Accessed 17 April 2022].

E. Kopelman, R., J. Prottas, D. and L. Davis, A., 2008. Douglas McGregor's Theory X and Y: Toward a Construct-valid Measure. Journal of Managerial Issues, 20(2), pp.255-271.

Huitt, W., 2007. Maslow's hierarchy of needs. Educational psychology interactive, 23.

Juneja, P., n.d. Expectancy Theory of Motivation. [online] Managementstudyguide.com. Available at: <https://www.managementstudyguide.com/expectancy-theory-motivation.htm> [Accessed 17 April 2022].

Kian, T.S., Yusoff, W.F.W. and Rajah, S., 2014. Job satisfaction and motivation: What are the difference among these two. European Journal of Business and Social Sciences, 3(2), pp.94-102.

McLeod, S., 2007. Maslow's hierarchy of needs. Simply psychology, 1(1-18).

McGregor, D., 1960. Theory X and theory Y. Organization theory, 358(374), p.5.

Mindtools.com. 2022. Theory X and Theory Y: Understanding People's Motivations. [online] Available at: <https://www.mindtools.com/pages/article/newLDR_74.htm#:~:text=What%20Is%20Theory%20X%20and,to%20be%20important%20even%20today.> [Accessed 17 April 2022].



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