Motivation theories at workplace PDF

Contents
Motivation........................................................................................................................................1
Types of motivation.........................................................................................................................1
Intrinsic........................................................................................................................................1
Extrinsic.......................................................................................................................................2
Motivation theories at workplace....................................................................................................2
1. Maslow’s hierarchy of needs................................................................................................2
Importance of Maslow’s theory...................................................................................................3
2. Herzberg’s motivation theory...............................................................................................4
Importance of Herzberg’s motivation theory..............................................................................4
Leadership........................................................................................................................................5
1. Behavioral theory..................................................................................................................5
2. Contingency theory...............................................................................................................6
Management....................................................................................................................................7
Importance of management.........................................................................................................7
Theories of management..................................................................................................................7
1. Bureaucratic Theory.............................................................................................................7
2. Behavioral Management Theory..........................................................................................9
Teamwork......................................................................................................................................10
1. Tuckman’s Teamwork Theory...........................................................................................10
2. STAR Team Model.............................................................................................................11
References......................................................................................................................................13

Motivation
The process that starts, leads, and maintains objective-oriented behaviours. Motivation whether it
is a glass of water to relieve your thirst or to read a book for learning, this is what leads you to
behave. Motivation includes biological, emotional and social influences and behaviours. The
term "motivation" is commonly used in everyday language to explain why a person does
something. It is the motor of human actions. Motivation does not just refer to the drivers of
behaviours; it also contains the drivers and drives the target-driven actions (though such motives
are rarely directly observable). (Cherry, 2020)
Types of motivation
Intrinsic and extrinsic are two concepts used to explain motivation. Each of these sorts of
motivation have a time and a place, but in particular working conditions it is crucial that we
know what to focus. (DEVELOPMENT, 2021)
Intrinsic
Intrinsic means motivation which originates from within you instead of from an external source.
It is the intrinsic motivation to finish a task because it is lovely for you personally. You will
likely love the process and perform it voluntarily, if you are inherently motivated to do a task.
Many hopes, such as job puzzles, sports or movies, are intrinsically motivated. By performing a
task because of intrinsic motivation, you generally feel satisfied. You may not have achieved
specific objectives or delivered measurable results, but it is important that you make the efforts
to complete the job. Intrinsic motivation in your working environment is important, because you

probably do not need to be pushed or inspired if you are naturally motivated. You can find all the
motivation you need. (DEVELOPMENT, 2021)
Extrinsic
The word "extrinsic" refers to an external incentive. The external extrinsic entails either the
pledge of a prize or a penalty threat. Children usually study hard in school either because they
want to win a good grade award or because they want to avoid having difficulties at home. In
other circumstances, both effects may be equally driven. The incentives received by doing
extrinsic chores do not generally meet your own personal requirements. In truth, you probably
have to sacrifice time, safety and energy to achieve an extrinsic aim. Extrinsic incentives
generally include money, recognition or other remuneration. Extrinsic consequences could
include loss of money, discipline or wasting of opportunity. Many individuals are motivated by
both salary checks and professional progression in the workplace.
Motivation theories at workplace
Every team member in a business is motivated, it is crucial to ensure. Different psychologists
have investigated and formalized their findings in different theories of motivation. These theories
of motivation provide an insight into how and what drives people to act. Motivation is an
enormous area of learning. Many incentive theories exist. Among the famous theories of
motivation are:
1. Maslow’s hierarchy of needs
Abraham Maslow said that if his wants are fulfilled, a person is motivated. The necessity begins
with the lowest basic requirements and continues to move as a lower level is met. (Pt, 2018)
Physiological

Physical and food, water and shelter survival needs.
Safety
Threat protection, default and other hazards.
Social (belonging and affection)
The need to associate and be affiliated, to friend, etc. Social (belonging and affection)
Self-esteem
The yearning for respect and acknowledgment.
Self-actualization
The possibility to grow oneself, to learn and to enjoy/create/challenge work. (Pt, 2018)
Importance of Maslow’s theory
Take into consideration that Maslow's theory of necessities always work in background while
you strive to adapt Maslow's theory of necessities to your job. It doesn't shut off when you meet
the needs of the staff. For instance, your employees will assess how effectively your goals
correspond with their needs when trying to reach their objectives in the workplace. If you want
to achieve an end result that removes the core requirement of your personnel (e.g. assess), you
will find it unwanted and you will not cooperate with them. That's why it is a constant duty to
find ways to apply Maslow to the job. Resist and flee the managerial trap. (Pt, 2018)

2. Herzberg’s motivation theory
The motivation or two-factor theory of Herzberg claims that two elements may be adapted by an
organization in order to alter the motivational levels in the workplace. The two factors identified
by Herzberg are: (J. Michael Syptak, 1999)
 Motivating factors: The presence of motivating factors promotes work for employees.
They are the factors that can be found on the job.
 Hygiene Factors: if not there, the hygiene factor disincentives personnel in their finest
activities. Factors of hygiene facilitate the behaviours of employees. (J. Michael Syptak,
1999)
Importance of Herzberg’s motivation theory
 In the first place, bureaucratic company policies are rectified and changed. Make sure
that your staff is in line with what other organizations offer and know the expectations of
leadership. Keep the draught policies in mind that is a win-win for all.
 Make sure your supervisors are not only bosses, but also mentors. It should be
appreciated and supported by each employee.
 Here, the cultural organization, plays a very important function. No stereotypes here.
 Ensure market norms for compensation, advantages and bonuses are met.
 Make sure positions are well built and that people find their work meaningful to boost
employment happiness.
 Delegate the tasks of your staff, make them feel appreciated. Respect your personality,
listen intently to your input and respond when needed. (J. Michael Syptak, 1999)

Leadership
Workplace management refers to an individual's capacity to manage and oversee a firm and its
associates. It also refers to the ability to influence others positively to achieve their jobs as much
as possible. This will lead to the company in its entirety. The more likely they are to have a
beneficial impact on the decisions, behaviours and attitudes of others if CEOs effectively lead
their companies. The company is established for success when it has good morals and a positive
working environment. All companies require effective leadership in order to be successful,
regardless of their industry or how big they are. Good executives are an important aspect of
effective entrepreneurship. And most people don't really come to be a good leader. This is why
there are complete management degree programmes, which assist students become leading
players in their industry. (Team, 2021)
1. Behavioral theory
The theory of behavioral leadership focuses on how managers act and implies other leaders can
copy those characteristics. Sometimes dubbed a style theory, leaders don't come to fruition but
might be produced on the basis of learning behaviours. Behavioral leadership theories focus
primarily on a leader's activities this theory reveals that the biggest predictor of leadership
success is how a leader works. The primary points of behavioral learning theory are action
instead of traits. In this idea, behavioral patterns are studied and classified as "leadership styles."
Some leaders are task-oriented leaders, people-oriented leaders, club leaders, status quo leaders,
authoritarian leaders, and more. Some of them are leaders. Under the end, a leader determines
success in this paradigm through his actions and behaviours. (Mulholland, 2019)
The theory of behaviours has numerous advantages, especially for leaders to learn and decide
what measures to take to become the kind of leaders that they want. It enables leaders to be

flexible and adapted according to their conditions. Another wonderful advantage of this
leadership style is that it shows that everyone can become a leader. The fact that, while
flexibility is allowed, it does not immediately show how you comply under specific conditions is
some downsides to behavioral theory. The behavioral theory is the source of dozens of
leadership styles, but not the ideal one for each situation. (Mulholland, 2019)
The behavioral theory is a prime illustration of a leader based on the task versus a leader based
on people. When a team problem occurs, a task-based leader will examine the process to
determine whether something has to be adjusted to the workflow. A leader that is oriented
towards the people will look at the people and ask them what the problem is. Whatever behavior
you pick, the theory of conduct leaders’ helps leaders focus on their actions and use their choices
as a leader. (Mulholland, 2019)
2. Contingency theory
The Theory of contingency management, commonly referred to as scenario theory, focuses on a
leader's surroundings. These ideas look at success or failure or a leader's situational effects. The
effectiveness of a leader is dictated directly by the situation. While a leader is a tiny contributor
to its performance, the context and position of the leader is the most essential component. This
theory analyses the particular styles of leadership and proposes that excellent leaders may adapt
their leadership style to their situation. It also says that the correct type of leader for a certain
situation might be found. (2019)
The principle of contingency provides substantial advantages, even if leaders can be effective
irrespective of their situation. But this idea has criticism since there is not enough detail to deal
with any issue. The theory of contingency concentrates on the importance of a scenario, yet it

cannot sufficiently focus on the psychology of employees or of the firm. It may also not focus
sufficiently on how management styles might change over time. Internal and external influences
affect a leader and his situation. Internal determinants are the type of business, the size of the
team and the individual’s intrinsic management style. Customer feelings and the marketplace
may be external variables. The contingency hypothesis is a factor for all these circumstances.
(2019)
Management
Management is an organization’s process of human resource, financial, physical and
informational planning, decision-making, organization, leadership, motivation and control to
achieve their objectives efficiently and effectively. (Team, 2021)
Importance of management
There is a purpose wherever there is management. Management addresses the achievement of a
specified target or goal. The amount to which the objectives are attained is usually judged by
management success. Management occurs because it is an effective way to achieve the required
work. (Team, 2021)
Theories of management
1. Bureaucratic Theory
This theory is very popular and is employed by a number of governmental and commercial
organizations. Kymani says that the bureaucracies are used by universities and other institutions
as the role of this function is compatible with task delegations. The determined compatibility
(typically through a central command) is transferred to subordinates who have the same
compatibility with their subordinates and so forth. In theory, the bureaucratic model and the

specialized divisions are hierarchical and provide a clear pattern for the division of work that
defines and divides work into defined tasks and is delegated to be manageable. (Rockman,
2019)
In general, bureaucracy has a bad connotation and is generally associated with state agencies and
large organizations. However, the main benefits of a bureaucracy are the ordered and efficient
functioning of large organizations with a lot of hierarchical layers. It is precisely the rules and
processes that are set that enable all personnel to be highly efficient and to perform consistently.
All this facilitates control maintenance and adjustments, if necessary, by management. In
organizations where legislation plays a significant role in ensuring a constant output,
bureaucracy is particularly inevitable. Bureaucratic bureaucracy, due to its multiple hierarchical
layers, is characterized by a considerable amount of red tape, paperwork, many desks, some
bureaucracy and delayed administrative communication. This is a bureaucratic organization's
worst drawback. It is also regrettable that employees and the organization, making them less
loyal, stay quite distant from one another. (Rockman, 2019)
Everywhere there are examples of bureaucracies. State motor vehicle authorities, health
maintenance organization (HMOs), financial lending organization, such as savings and credit,
and insurance companies are bureaucracy with which many often deal. In the federal government
of the US, appointed bureaucrats are establishing the rules and regulations necessary to
implement and enforce the legislation and policy of the elected politicians efficiently and
uniformly. Examples of bureaucracy are all the approximately 2000 governmental agencies,
divisions, departments and commissions. (Rockman, 2019)

2. Behavioral Management Theory
The aim of conduct management is to get the idea that managers need to understand the needs of
people or workers in an organization. Many theorists wanted to learn how behavioral
management theory works in the workplace. The Hawthorne Studies, which is covered further in
Chapter Ten on communication, is one of the primary theorists Elton Mayo and his breakthrough
experiment. Hawthorne mostly employed unique privileges, payments and even lunches to
improve the psychological well-being of employees and subsequently the productivity of their
employees. The theory of behavior management has had a big impact on learning organisations,
as it provides a new insight into how administrators enter learning organisations. Two
components, for example administrators at colleges and universities, are essential to introduce
behavioral management into learning organisations. (Gordon, 2021)
 It is not specifically from education that administrators can originate from several areas
(i.e. business, sciences, and arts).
 Administrators need to have an integrative understanding of social sciences, such as
economics and governance, together with particular knowledge of training.
The majority of faculty generate content that is multidisciplinary, both undergraduate and
graduate students (i.e. covering multiple branches of knowledge and understanding). This
enables educational managers to adopt a more holistic approach that leads to a greater knowledge
of the 'human worker.' Interdisciplinary theory is employed by develop even if administrators
and professors build courses. (Gordon, 2021)

Teamwork
Teamwork is an excellent method to do things. The connection between a groups of individuals
is highly powerful to be on the same page and all work towards one end goal. However, due of
the size of the goal this might be a very frightening endeavor. Here is a good understanding of
the theories of teamwork. An organized way to understand particular conditions, processes and
behaviours is an organized teamwork theory. Here is a list of the top 10 hypotheses that
prestigious people have developed. (Mortensen, 2016)
1. Tuckman’s Teamwork Theory
Tuckman explains how he works on behalf of the United States Marine with a team of social
psychologists. From many perspectives, the team researched the behaviour of tiny groups.
Tuckman has analyzed 50 studies on group growth in which he has observed that the
interpersonal or group structure and the task activity are two common characteristics for these
small groups. He found that groups progressed through four joint phases into teams. First, an
orientation, a testing phase, typically leading to a time of conflict. This was then usually resolved
and led to a more socially coherent phase. Finally, groups have entered a functional phase in
which they have focused on the role. In summary, Tuckman invented the terms "shaping,"
"storming," "Norming" and "performing" to mention the most commonly quoted terms.
(Chapman, 2021)
Forming
The first phase of team building in which people have yet to coexist. Everyone works to identify
their role in the team and to size each other and ask why they're here! More information can be
found in our articles: Technique of team building and teamwork advice. The first provides advice

on creating a new team, the second assists you with a current team (perhaps a far more common
situation). (Chapman, 2021)
Storming
As part of a team, people begin to see themselves. However, they and the team leader may be
challenged at this level by things like what the team does and how things should be done. As the
title of the stage suggests, this phase is characterized by conflict and confrontation, as disparities.
(Chapman, 2021)
Norming
This is the stage in which team members start to meet, design processes, lay down basic rules,
and clarify who does what and how things are done. This phase is marked by an increasing
feeling of "totality (Chapman, 2021)
Performing
This is the final stage in which increasing attention is paid both to the work and to team
interactions and to synergize. Leistung is supplied by people working together productively. To
further expand this phase, Workplace team building will assist you create a performance team.
Effective teamwork features will assist you and your team to maintain this performance.
(Chapman, 2021)
2. STAR Team Model
The model of a Star team provides the substance (or content) for the above-mentioned phases,
situation and environment of the team theory. It helps to determine the focus of a team and team

leader. The STAR performance model combines team theories with some of the principal
concepts of the happy manager. The focusing on individual capabilities is a critical component to
be happier, especially in pursuit of goals that are significant to make a difference. It is like our
relations and our connection to people. This is a similar scenario. The strengths of our
connections have been demonstrated repeatedly to be the most powerful link to happiness in life.
(Moussa, 2015)
There's also a significant probability that this type of teamwork will also generate a happy
workplace.
Efficient teamwork takes place in the workplace when:
 Persons thrive when they use their strengths and develop them. This focuses on the
capabilities of individuals and identifies the optimum contribution for an individual.
 People create ties and make good results in effective teamwork as they work together.
 If individual strengths and teamwork meet to achieve meaningful objectives, performance
begins to flow naturally and team results are obtained that are meaningful and fulfilling.
(Moussa, 2015)
Team leaders must ensure they align individual capabilities with efficient teamwork and an
emphasis on meaningful outcomes. This is the cornerstone of the STAR team performance
model for our effective teams (Strengths, Teamwork, Alignment, Results). We believe that it can
contribute to creating the conditions for effective teams and a happy working environment.
(Moussa, 2015)

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