Motivation Theory

Employee Motivation in the Workplace

What is the motivation theory about employee motivation in the workplace? There are several types of theory and you will find the Reader's Digest version below. I have simply pulled out the 'meat' to save you time and effort.

Motivation Theory: Douglas McGregor: Theory X and Theory Y:

McGregor believes there are two types of management styles which influence employee motivation and results. The first type is the Theory X manager who believes employees are basically untrustworthy and lazy. This type of manager focuses on negative employee outcomes and expects the worse. This type of manager is prone to micromanage - always hovering over employees' shoulders. This type of manager believes he or she is paid to think while the employees are simply there to carry out the plans. Needless to say, Theory X manager does not exhibit a very popular management style.

The Theory Y manager is the oppositive of the Theory X manager - believing that people do a good job and should be included as part of the process. This type of manager believes the best in his or her employees and is likely to promote teamwork and employee empowerment.

The underlying premise of McGregor's theory is you get what you expect from your employees. As you think about employee motivation techniques to implement in you work environment, it's important to consider how you influence your employees' behavior. You're a large part of the equation.

Motivation Theory: Frederick Herzberg: Hygiene and Motivation:

Herzberg believes that peoples' work and work environment have a large impact on motivation in the workplace. There are two components of this motivaiton theory. - hygiene factors and motivational factors.

Hygiene factors are things in the workplace that employees believe they are entitled to. Included on this list are the following:

Adequate Pay
Satisfactory Working Conditions
Decent Fringe Benefits
A Decent Working Relationship with the Boss

Motivational factors are the things that make people wiling to work beyond the expectation of their job description. Herberg believes these factors are found in the job itself. He states when these factors are present, employees are more satisfied with their work. However, if these factors are not present, while employees will not be dissatisfied, they will be inclined to do the least amount of work possible - only performing the minimal expectations of their job. What are examples of these factors? Included on this list are the following:

Being Shown Appreciation for a Job Well-done
Clear Goals and Expectations
Understanding How They Bring Value to the Company
Professional and Career Growth Opportunities

Herberg stresses that the hygiene and motivation factors are interdependent. You can't have one without the other for optimal motivation in the workplace.

Abraham Maslow's Hierarchy of Needs:

Maslow theory of motivation is quite popular. It theorizes there are five subsequent levels of human needs which motivate people. The first four levels are related to deficiency (lacking) needs which must be met before a person can attain the highest level. You can read more here.

These are three of the most popular motivation theories dealing with employee motivation. You goal is to simply gain any bit of wisdom you can as you strive to create a more motivated work environment.