Employee Motivation

  Job Satisfaction & Importance Motivation According to Jex and Britt (2008), workplace satisfaction is critical for organizational success. According to Jex and Britt (2008), satisfied employees commit to working more hours and have higher rates of retention and productivity   (Rožman, et al., 2017) The authors also claim that high levels of satisfaction often result in lower absenteeism while improving mental and physical health   (Rožman, et al., 2017) According to Harrison et al. (2006), workplace satisfaction can also be linked to other key factors of employees such as workload, stress and supervision at work, and the balance of domestic and work activities   (Rožman, et al., 2017) "High job satisfaction is directly related to positive workplace behavior, specifically high performance, low turnover, and low absenteeism"  (Jain, et al., 2019) According to employee motivation research papers, "for any effective work to occur, there must be a certain amoun

Victor Vroom’s Expectancy Theory Victor Vroom's expectation theory is among the most commonly acknowledged theories of motivation   (ANSARI, 2019) Another well-known scientist with a PhD from the University of Michigan was Victor Vroom   (ANSARI, 2019) His most significant contributions include studies on job motivation, which is illustrative   (ANSARI, 2019) By his valuable research on leadership and decision-making, as well as by his expectancy theory, a cognitive model that focuses on motivation to work (Expectancy theory, 2008)   (ANSARI, 2019) which he attempts to justify why people adopt specific organizational courses of action   (ANSARI, 2019) According to Robbins (2003), "the intensity of a tendency to act in a certain way depends on the degree of an anticipation that the act would be followed by a given outcome and on the attractiveness of that outcome to the individual" (2003, emphasis added)   (ANSARI, 2019) The theory, also known as expectancy theory,

  Herz berg’s Two -Factor Theory The theory is also known as the two-factor theory, which focuses on hygiene and motivational elements  (Varma, 2017) According to the theory, there are some organizational environment variables that, if present, will stimulate employees, and others that, if present, may gratify people but do not necessarily result in unhappiness  (Varma, 2017)   Herzberg and colleagues (1957) and Herzberg (1968) distinguished two types of motivators: "hygiene" factors and motivators  (Mansaray, 2019) The two-factor model of satisfiers and dissatisfiers, as well as intrinsic and extrinsic motivation, are also used  (Mansaray, 2019) Intrinsic motivation is defined as any activity undertaken for the direct satisfaction of one's needs  (Mansaray, 2019) Intrinsic motivation produces happy feelings or a positive attitude in the worker and is task-related, such as' recognition of task completion  (Mansaray, 2019)   'Wages, good working conditions,

  McGregor’s Theories X and Y Douglas McGregor (1960) based his research on various interpretations of people and how they should be motivated  (Mansaray, 2019) He improved two opposing managerial method models known as Theory X and Theory Y  (Mansaray, 2019)   According to the theory, the function of motivating people involves certain assumptions about human nature  (Varma, 2017) Theory X and Theory Y are two sets of assumptions about human nature  (Varma, 2017) Every type of nature will have to find a unique way to motivate and achieve results  (Varma, 2017)   McGregor (1960) famously proposed two types of managers: Theory X and Theory Y  (Aykut & Staub, 2012) Managers who subscribe to Theory X believe that their employees are lazy, avoid responsibility, and prefer to get by. According to Theory X assumptions, workers must be controlled and threatened with punishment (Allio, 2009)  (Aykut & Staub, 2012) McGregor, on the other hand, identified Theory Y managers as

  ABRAHAM MASLOW’S HIERARCHY OF NEEDS Diagram of Maslow's Hierarchy of Needs (Source: Anderson, 2014) Psychologist Abraham Maslow depicted that in order to advance to the next level of psychological development, a person must satisfy himself or herself in all aspects, regardless of where they currently exist  (Jain, et al., 2019) Human life characteristics are satisfied when they can access psychological, safety, love, esteem, and self-actualization processes throughout their lives  (Jain, et al., 2019) Many organizations used this theory to keep their employees motivated  (Jain, et al., 2019) Physiological Needs Physiology needs are human basic needs that are essential for human survival in various communities throughout society. Food, water, clothing, shelter (accommodation or housing), sleep, and procreation are examples of physiological needs  (Hanachor & Enwuvesi, 2017) Safety Needs or Security Needs Safety needs are desires for security (protection from physic

  Employee Motivation Theory Motivation is an important stimulus that influences human behavior  (VARMA, 2017) Because no two people have the same attitude or behavior, organizations must develop practices that will satisfy the group as a whole rather than just an individual  (VARMA, 2017) Organizations should be able to identify and evaluate internal motivation derived by employees from job satisfaction and supplement it with external motivation as needed, for which organizations should consider motivation theories  (VARMA, 2017) A variety of motivation theories have been developed to explain similar aspects of motivation  (VARMA, 2017)   There have been numerous theories proposed and supported to explain the concept of motivation  (Mansaray, 2019) Furthermore, researchers have been studying the topic of motivation for many years and have made remarkable progress in expounding motivation that can be construed in the workplace  (Mansaray, 2019) This paper will examine some of th

  Factors of Employee Motivation Motivation is an important stimulus that influences human behavior  (VARMA, 2017) Because no two people have the same attitude or behavior, organizations must develop practices that will satisfy the group as a whole rather than just an individual  (VARMA, 2017) Organizations should be able to identify and evaluate internal motivation derived by employees from job satisfaction and supplement it with external motivation as needed, for which organizations should consider motivation theories  (VARMA, 2017)   Intrinsic Motivation Intrinsic motivation occurs when people believe that their work is important, interesting, and challenging, and that it provides them with a reasonable degree of autonomy (freedom to act), opportunities to achieve and advance, and opportunities to use and develop their skills and abilities  (Armstrong, 2014) It can be described as work-related motivation  (Armstrong, 2014) It is not the result of external incentives  (Armst