Employee Motivation Theories

This assignment delves into the complexities of employee motivation, arguing that financial incentives alone are insufficient. It examines Herzberg's Two-Factor Theory, highlighting its emphasis on both motivators (e.g., recognition) and hygiene factors (e.g., working conditions), and Vroom's Expectancy Theory, which suggests that employee satisfaction stems from increased choices and control over their work. The assignment concludes by emphasizing the need for a multifaceted approach to motivate employees effectively.

Running head: ORGANIZATIONAL BEHAVIOUR
Organizational Behaviour
Name of the student:
Name of the University:
Author Note:

1ORGANIZATIONAL BEHAVIOUR
Employee motivation one of the most important activities of every business
organisation has to undertake in order to achieve employee satisfaction and employee
retention. The employee suggestion program is effective and the employees get recognition
or financial incentive act as a motivation for them. However, as experts suggest the financial
incentives and benefits are not only effective in achieving employee satisfaction or
motivating the employees successfully.
One of the context based motivation theories that is effective in motivating the
employees is the two factors or motivator hygiene theory (Ghazi et al. 2013). According to
Herzberg the two factor theory is effective in motivating the employees explicitly as it is
linked with the change in motivation and is helpful in the achievement of job satisfaction.
According to the traditional view any factor that reduces job dissatisfaction among the
employees will result in enhancement of job satisfaction. However according to the two
factor theory removal of the causes of dissatisfaction may not explicitly mean achievement of
job satisfaction (Ghazi et al. 2013). The leaders and motivators have to incorporate the
motivation factor and the hygiene factor in order to achieve employee motivation and retain
the employees successfully.
The process based theory that is successful in achieving employee satisfaction is the
Vroom’s expectancy theory. This allows the employees to decide which project to work on
at which time (Lazaroiu 2015). Thus, with the increase in the number of choices the
satisfaction of the employees should be achieved successfully.
It can thus be concluded that near recognition and financial benefits are not sufficient to
achieve employee satisfaction or motivate them effectively.

2ORGANIZATIONAL BEHAVIOUR
References
Ghazi, S.R., Shahzada, G. and Khan, M.S., 2013. Resurrecting Herzberg’s two factor theory:
An implication to the university teachers. Journal of educational and social research, 3(2),
p.445.
Lazaroiu, G., 2015. Employee Motivation and Job Performance. Linguistic and Philosophical
Investigations, 14, p.97.