Posts Tagged ‘Theories’

Before we go into look at the four major content theories of motivation  developed by the theorists,  it is thus vital to have a general  understanding of what  content theories  are in the first place. Hence so,  the content theories also known as the ‘needs theories’ are  based on the needs of the individuals. In other words,  these theories basically explain  why the needs of the humans  keep changing overtime  thus focussing on the specific factors that motivate them. By doing so, what they try to explain is that the needs of the individuals should be taken into consideration, and thus  be satisfied in order to motivate them. To say, if these needs of the individuals are not met or satisfied,  then it is unlikely that the people will be motivated to perform the tasks in order to meet the goals and objectives. Having said that, let us now look at each of the four  content theories separately.

Maslow’s Hierarchy of Needs Theory

The Hierarchy of Needs theory is one of the four  major content theories developed by Ibrahim Maslow in the year 1943. This theory is based on the fact that it is the unfulfilled needs that leads to motivate the individuals. It also provides an understanding to why the needs of the individuals keep changing overtime and the importance of identifying what each and every individual is after in terms of their needs. This is because, it probably gives an insight to what exactly are the individual needs that have to be met,  in order to motivate them. Having said that, Maslow  identified five levels of needs which are basically the,

Self Actualization ( level 5 – highest level)

Self Esteem ( level 4 )

Social belonging & Love needs (level 3)

Safety ( level 2)

Physiology ( level 1)  

According to Maslow, these five levels of needs have to be satisfied  if the individuals are to be motivated. In other words, it is said to believe that motivation is thus driven by the existence of these unsatisfied needs, meaning to say that unless they have fulfilled  their needs there are motivated to do so. However, his idea was that in order to motivate the individuals the first higher level of needs have to be satisfied before the next level of needs. And  only once the lower level of needs are satisfied the next level of needs will act as a motivator. For example, a person who is dying of hunger will at first be motivated to fulfil his hunger by earning wages/salaries . But once his basic needs are satisfied,  then this will no longer act as a motivator , but thereafter it is only the second level of needs such as  a good and safe working environment etc that will lead to motivate him. To say, Maslow pointed out the fact that satisfying  the individual needs is a step by step process that should follow from the lowest level to the highest level of needs and only satisfies  one level of needs at a time.

Herzberg’s Two Factor Theory

Herzberg’s Two factor theory is another major content theory that focuses on the individual needs of the people. According to Herzberg, he basically identified two separate groups of factors that had a strong impact on motivation. His first group of factors were the hygiene factors which consisted of factors such as working conditions, quality of supervision, salary, status, company policies and administration. What he tend to believed was the fact that hygiene factors strongly influenced feelings of dissatisfaction among employees thus paving way to affect the job performance. He also went in to say that the presence of these factors will not motivate the employees as such, but rather it is necessary to have the hygiene factors right in the first place if the employees are to be motivated. What actually meant by this was that, if these hygiene factors are not present in the organization then it is not quite possible to motivate the employees thus because it is these factors that act as the foundation for the motivating factors to be effective. For example, without a good and safe working environment it is no use giving responsibility to an employee because the chances of motivating him are very low.

 Having said that, the  second group of factors  identified were known as the motivating factors which consisted of factors such recognition, achievement, responsibility, interesting job and advancement to higher level tasks as and growth etc. Herzberg believed that the motivating factors do satisfy employees which will eventually lead to employee motivation. But he also went into say that in order for the motivating factors to act there have to be the hygiene factors present.

Alderfer’s ERG Theory

The ERG theory is another form of content theory developed by Alderfer. This is also based on the needs of the individuals. To say, the ERG theory was  proposed  thus thinking that it will basically overcome the limitations of the Maslow’s hierarchy of needs theory. However, this too is in the form of a hierarchy but only comprising of three levels. In other words, unlike the Maslow’s theory  which has five levels of needs the ERG theory has simplified the levels of individual needs in to just three levels. The three levels of needs identified by Alderfer  are,

Alderfer  basically  reduced the number of levels in his hierarchy thus combining each of the levels together. In other words, the first level in his hierarchy was formed by grouping both the physiology and safety needs together. Then he combined the social and external esteem needs as the second level and last  of all the internal esteem and self-actualization needs as the third and final level. However, he went into say that  the first level of needs which is existence still have the priority over the other two levels of needs. And hence, the order of the needs may not exact be the same for all individuals and thus could rather change depending on the individual. It doesn’t always happen that the individuals are motivated  to satisfy the lower level first in order to go to the next level as in the Maslow’s hierarchy of needs theory. For example, an individual will be motivated to perform the tasks because  of his need for recognition is fulfilled rather than for a safer working environment. Unlike in Maslow’s hierarchy, the ERG theory allows for different levels of needs to be pursued simultaneously. He further went into say that, according to his theory the individuals may expect to satisfy a higher level of needs and those who are unable to  satisfy that level ( frustration regression process) will eventually be frustrated and look to satisfy the lower level that seems to be much more easier to satisfy in order to  motivate them. This will motivate the individuals for the moment with the hope that they could satisfy the higher level in the times to come. In such situations, it is thus important for the employers to identify this and help them to satisfy the lower level of needs in order to motivate them.

McClelland’s 3 Needs Theory

The 3 Needs theory also known as the Acquired  theory or the Learned theory, is another content theory developed by McClelland around 1961.  Like the other content theories, this theory is also based on the needs of the individuals. In his theory, what McClelland tries to explain is the fact that motivation of an individual could basically result from three dominant needs. The three dominant needs identified are,

According to McClelland, human motivation is thus dominated by these three needs. In other words, some individuals will look for tasks that will help them to  achieve something, paving way to  motivate them. Likewise some others  may need power and some may look for affiliation. However, he also went into say that even though all these  needs are present in each and every individual, there is basically one need that dominates the individuals when it comes to most people. For example, an individual will want to achieve certain things, will want to maintain good  relations  with others but at the same time, more than anything  else they may want lead the others in order to motivate them.

The need for Achievement

Having said that, the need for achievement basically means  the extend to which an individual wants to perform tasks that are difficult and indeed challenging. To say ,  in order to motivate an  individual  with a need for achievement  they probably have to be given difficult  and challenging tasks. They will basically go to achieve goals that are challenging and realistic. In other words, what they really want is success and positive feedback, avoids both the low-risk and high-risk situations, and prefer to work alone rather than in a team with other high achievers. That way, they really tend to be  motivated if they happen to believe the tasks they are given to perform are indeed challenging.

The need for power

Likewise, individuals with the need for power will basically want to lead the others. This may be two types meaning to say personal and institutional. . In other words, some individuals will look for personal power while the other may need for institutional power. Individuals with a need for personal power will thus want to direct and influence others. What actually mean by this is that, if they are not allowed to lead the others then they probably will be de-motivated. Saying that, individuals with a high need for institutional power wants to organize the efforts of others for the success of the organization. For example, individuals with the need for institutional power are more likely to be motivated if they are provided with status oriented positions, managerial posts and leadership.

The need for Affiliation

And to say, individuals with the need for affiliation basically look for good, friendly  interpersonal  relationships with others. In others words, they really want to feel like that they are accepted by others and liked by others, they basically strive to maintain good relationships by way of trust and understanding, they prefer cooperation more than competition, As a result, individuals with a high need for affiliation do prefer to work as a team and work in customer service  environments which will lead to motivate them.

And finally, it should be said that all of the content theories are based on the fact that in order to motivate the people their needs have to be satisfied or fulfilled. Individual need do vary from one individual to another, and that is why it is important to understand these theories properly in order to motivate the individuals effectively.

By shameena Silva

In the past, employees were not given much of a thought, not more than just another input into the production of goods and services. Employee motivation was not the main concern of the managers.

However, as the time passed by the ‘Hawthorne Experiment’ a research conducted by Elton Mayo in 1924, basically changed the way of thinking about the employees. the study of Elton Mayo pointed out the fact that money does not motivate employees to use their full potential, but instead it is the employee attitudes that keeps them going and linked with behaviour. As a result, this gave rise to what is known as the Human Relations approach to management which lead the managers to focus mainly on the needs of employees and thus finding ways to motivate them.

Even though the managers began to concentrate on motivating employees thereafter, this was not an easy task to do, as understanding the employees and motivating them needed careful consideration. If not so ever, then the time and money spent on motivating employees may be of no use to the organization or the employee, if the employees were motivated the wrong way.As a result, to understand the whole concept of motivation and help the managers carry out the strategy, it is important to look into the theories of motivation, which developed soon after the study of the Hawthorne Experiment.

The motivation theories developed, as a  result of the researches carried out by the theorists focusing understanding what motivated employees and how they were motivated. Hence so, let us have a closer look at four of the good motivational theories that explains what motivates employees, in order to understand and do the best possible way to motivate them.

Maslow’s Hierarchy of needs Theory

Maslow’s hierarchy of needs theory is one of the important theories that provide an insight to understand what basically motivates employees and how it should be done if the employees are to be motivated. Maslow identified five levels of needs. They are,

Self Actualization ( level 5 – highest level)

Esteem ( level 4 )

Social belonging & love needs ( level 3)

safety ( level 2 )

Physiology ( level 1 – lowest level)

These five levels of needs have to be satisfied if the employees are to be motivated. In other words, it is said that motivation is thus driven by the existence of these unsatisfied needs. Maslow pointed out the fact that, in order to motivate the employees, first of all the lower level of needs have to be met before the next higher level of needs. What he meant by this was that only once the lower level of needs have been satisfied the employee will be motivated to satisfy the next higher level of needs. For example,  an   is at the lowest level of the hierarchy will only be motivated by a good pay well enough to afford his basic needs rather than safety of his work area and stability of the job etc. As a result, the hierarchy of needs theory highlights the fact that employees do differ from each other, and if they are to be motivated it is thus vital to look into their needs first and then come up with the suitable motivation techniques effectively.

Hertzberg’s Two Factor Theory

The Hertzberg’s two factor theory is another vital theory that provides the managers with a clear understanding to how the employees could be motivated. He also pointed out the fact that motivating employees are not just possible without the presence of intrinsic factors.

According to Hertzberg, he basically identified two separate groups of factors that had a strong impact on motivation. His first group of factors were the hygiene factors which consisted of factors such as the working conditions, quality of supervision, salary,status,safety, company policies, and administration. He tends to believe that the hygiene factors strongly influenced feelings of dissatisfaction among the employees thus paving way to affect the job performance. However, he also went into point out that the presence of these factors will not basically motivate the employees as such, but rather they are necessary to have them right in the first place, if the organization intends to motivate the factors. The second group of factors identified by hertzberg were the motivating factors. These included factors such as recognition,achievement, responsibility, interesting job, growth  and advancement to higher level tasks  etc. Accordingly, he went into say that these factors do bring job satisfaction among employees which will eventually lead to employee motivation.

Vroom’s Expectancy theory

Another theory that explained what basically motivated the employees was the Expectancy theory of Victor Vroom in 1964. Actually Vroom believed that employee effort will pave the way for job performance and thus job performance will lead to rewards. In other words, he highlighted the fact that  employees tend to believe that by putting effort it will lead to a good performance and likewise because of the good performance they will be rewarded. It is these rewards that motivate the employees. If the rewards are positive and welcoming , then obviously the employees will be motivated, or else if they turn out to be negative or not attractive then the chances of employees being de-motivated are very high indeed.

Adam’s Equity Theory

Adam’s Equity theory is a motivation theory that points out the fact that the mangers should seek a fair balance between the employees’ inputs( effort, loyalty, hard work, sacrifice,  etc) and their outputs ( recognition, status, salary, status etc), in order to motivate employees( Adams, 1965). He also stated that it is very vital to make the employee feel that he is treated fairly if the managers are to achieve positive outcomes and motivate the employees effectively. However, if the employees tend to feel that they have been treated unfairly meaning to say that their inputs are greater than the outputs, then they will be de-motivated.Ans this will no doubt reduce their inputs such as effort and hard work etc.

In conclusion,  the tasks of the managers to motivate the employees are indeed not that easy.This is because each and every employee has got their very own needs that tend to motivate them. However, the managers need to have some sort of  aknowledge that will help them to understand the employees well and think of better ways of motivating them. This is where the motivational theories come into considertaion. It is these theories that provide an explanation of how to motivate them based on what motivates them. The Hierarchy of needs theory and Hertzberg’s two factor theory deals with explaining how the employees are to be motivated by way of looking into their needs. On the other hand, Adams theory also helps the managers to understand that a fair balance between inputs and outputs of employees are important. The Expectancy theory too shows that rewards tend to motivate the employees. However, overall all motivation theories  do state that rewarding and recognising employees are important in order to motivate employees thus acting as the  foundation to motivate employees.