Employee Motivation

MASLOW’S HIERARCHY OF NEEDS THEORY Maslow's hierarchy of needs is a motivational theory in psychology comprising a five-tier model  ( Figure1 )  of human needs, often depicted as hierarchical levels within a pyramid. From the bottom of the hierarchy upwards, the needs are: physiological (food and clothing), safety (job security), love and belonging needs (friendship), esteem, and self-actualization  (McLeod, 2020) . Figure 1 : Maslow's Hierarchy of Needs   (Source - McLeod, 2020) This hierarchy defines that physiological needs take precedence over all other needs (Niemela, 2014). Abraham Maslow beautifully explained in his theory that human motivation has a hierarchical structure which he is calling as needs hierarchy theory. According to Maslow’s theory, everyone has needs (Jerome, 2013). The needs and preferences of the employees differ from each other, and thus it is necessary to evaluate the challenges involved with the implementation of an effective me...

  HERZBERG MOTIVATION   THEORY  (TWO FACTOR THEORY) Figure 1: Motivators & Hygiene Factors (Source - Kurt, 2021)   The two-factor theory of job satisfaction was the result of a five year research program on job attitudes initiated by a grant from The Buhl Foundation.   There was an urgent need at the time for more and better insight about the attitudes of people towards their jobs due to the prevalence of job dissatisfaction indicators such as strikes, slowdowns, and filing of grievances  (Stello, 2016) .  According to Figure1 ,   f actors that affect job satisfaction are divided into two categories. Hygiene factors surround the doing of the job. They include supervision, interpersonal relations, physical working conditions, salary, company policy and administration ,  benefits, and job security. Motivation factors lead to positive job attitudes because they satisfy the need for self-actualization. Motivation factors are achievement, rec...

INSTRINSIC MOTIVATION & EXTRINSIC MOTIVATION - PART II Extrinsic Motivation ‘Extrinsic motivation is a construct that pertains whenever an activity is done in order to attain some separable outcome. Extrinsic motivation thus contrasts with intrinsic motivation, which refers to doing an activity simply for the enjoyment of the activity itself, rather than its instrumental value’. (Ryan and Deci, 2000, p. 60). Extrinsic Motivation has been demonstrated by Minbaeva et al. (2012) as something that is done to or for the employees in the organization to motivate them. Cummings and Worley (2014) have demonstrated in their research paper that this type of inspiration has an instantaneous as well as commanding consequence; however it does not lean to last for a long time (Titi Amayah, 2013). However, this does not dictate that extrinsic motivation is less effective than intrinsic motivation (Deci, Koestner, & Ryan, 1999). There are benefits we can achieve from extrinsic motiva...