Presenting the theories of motivation and its application in the modern workplace

This study presents the theories of motivation and its application in the modern workplace. It discusses content and process theory, Maslow hierarchy theory, Herzberg two factor theory, Vroom expectancy theory, Adam equity theory, and their application in companies like Google, Walmart, Apple, Tesco, and Amazon.

Assessment 2: Individual Essay

TABLE OF CONTENTS
Presenting the theories of motivation and its application in the modern workplace...................2
REFERENCES................................................................................................................................7

The present study is based upon the motivation theory in which it generate the ways
through which employee get motivated so that effective outcome can be generated. The study
provide a list of motivational theory which in turn assist to improve the business performance
and create a better outcome.
Presenting the theories of motivation and its application in the modern workplace
According to the Manganelli and et.al., (2018) motivation is the word which is derived
from the word motive that means needs, desire and drives within an individuals. Also, it is the
process of stimulating people of actions in order to accomplish the goals. Therefore, it can be
stated that it is a motivation can be defined as a reason through which individual can do
something or the level of desire they have to do the things in better manner. In the workplace,
motivation plays an important role because it allows an individual to gain the valued outcomes
which assist to improve performance and enhance well-being. The theories are accepted by the
company on the basis of two aspects which include content and process theory.
Content theory, describe a system of needs that mainly motivate the people’s action. The
theory also explain why the human need changes but does not focus upon how they change. The
theories fall under this category include Maslow hierarchy theory, ERG theory, McCelland’s
theory, Herzberg theory. So some of them are as mention below:
Maslow Hierarchy of needs:
The theory mainly focus upon the basic needs of employees and it was first introduced in
1943 where the needs were divided into different segments in order to understand the same so
that company can focus upon it.
 Physiological needs: This is consider as a biological requirement for a human survival
which include air, food, drink shelter that helps to satisfy the human body that helps to
improve the need (Cheng and McCarthy, 2018). In the workplace, company need to also
fulfilled such need that helps to make them motivated for the job.
 Security and safety needs: An individual physiological needs are satisfied then it helps to
meet the need for security and safety because people always want a self-control and when
then family needs remain satisfied then it assists to improve well-being. In the same way,

company need to ensure that all the individual must be satisfied because it helps to
improve the chances of injury.
 social needs: Once the safety and physiological needs has been fulfilled then the
individual wants to involve in the feelings of belongingness. This in turn shows the
connectedness and being a part of a group so that it helps to improve the lifestyle
(Steinbauer and et.al., 2018). In the workplace, a level of trust and acceptance is required
which in turn assist to improve the workplace culture and remain them motivated.
 Esteem needs: It is the forth level of hierarchy need which include accomplishment,
respect and self-worth. Maslow also indicated that need for respect as well as reputation
is considered one of the most important for children in order to precedes dignity. In the
company, achievement and dignity is important and this makes individual more
motivated towards their work so that effective outcome can be generated.
 Self-actualization needs: It is considered the top level in hierarchy which is referred to
person’s potential, seeking personal growth so that company can improve their
performance. This in turn assist to improve their needs and create a better outcome for the
company’s performance.
It has been identified that company like Google uses this method of motivation in order to
improve the business performance. Also, company uses different methods of basic need
which in turn assist to improve the business performance and by using different extrinsic
motivator company also take care of physical, security and social needs of their employees so
that effective outcome can be generated.
Herzberg two factor theory, this is further known as motivation hygiene theory which state
that there are different factor in the workplace which always cause job satisfaction and there
are some other factor that lead to dissatisfaction. The theory also suggest that the company
should include the factor that motivate their employees and this include achievement,
recognition etc which in turn assist to attract the employees towards their firm (Khan and
Wajidi, 2019). Also, company also ensure that advancement and growth are considered as a
key factor that makes employees satisfied towards their job so that effective outcome can be
generated.

Also, company like Walmart, Apple uses this theory in order to create a better outcome.
In this, company offer range of facilities to their employees and this in turn assist to create a
better outcome whereas when they are dissatisfied then they will always blame external
factors that lead to cause such dissatisfaction.
Process theory, is the system of ideas which determine how the business changes or
develops that helps to understand the variance so that company can generate an effective
method for the business. The theory which included in this include skinner’s reinforcement
theory, Vroom’s expectancy, Adam’s equity theory etc. Thus, it is depend upon the
company’s situation how they use the same in order to improve the business performance.
Vroom expectancy theory: The theory always motivated to perform extra to their
employees so that they can be recognized and rewarded in order to improve the business
performance (Pârjoleanu, 2020). Also, the theory suggest that an employee’s beliefs about
expectancy, instrumentality and valence that helps to create a motivational force so that
company can act in a better manner that helps to bring pleasure and avoid pain as well. The
three component on which the company is based upon is included:
 Expectancy: This stated that company motivate their employees to put effort in
order to improve their performance and this in turn assist to create a better
outcome so that effective outcome can be generated.
 Instrumentality: This in turn linked with the performance which in turn assist to
improve the outcome and this causes positive impact over the business. Once the
employee performs well, then the chances of generating better outcome will be
higher. That is why, it can be stated that it generates the best outcome when
employee derive outcome in accordance with the company’s need.
 Valence: If employee will deliver the outcome in a positive manner then
company provide better reward and this in turn assist to improve the motivational
level of a company (Milliman, Gatling and Kim, 2018). That is why, it has been
stated that there is a need to provide better reward to their company’s employees
to remain them motivated for the longer period.

Further, it has been also analysed that Tesco also uses Vroom expectancy theory in which
company believe that it bring joy and pleasure among individual in order to put effort so
that the need of a company can be met. Also, reward and other outcome are also provided
to their employees which in turn assist to improve the performance and perform the best
that also sustain the brand image of the firm (Yousaf and et.al., 2022). Further, managers
should also try to identify the valuable outcome instead of only assuming the things so
that employee can perform the work effectively.
Adam equity theory, tells about the fair balance between the employee’s input and
output so that effective outcome can be performed. This in turn assist to create a better
outcome because employees perform well and whatever input has provided to the
company then firm need to make efforts and provide them rewards so that effective
outcome can be generated and assist to improve the brand image as well. Also, it can be
stated that with the help of effective rewards company can generate a fair results and
these assist to improve the outcome.
The theory also regarded as a fair balance where the company has struck between
employee input in which hard work, skill level, enthusiasm used and in return employees
also want output in the form of salary, benefits, intangibles that helps to improve the
overall performance. This in turn shows that when employee input their efforts they
always need better outcome which help to make them motivated so that they can put
their extra efforts accordingly (Ivanov and Usheva, 2021). That is why, it can be stated
that an employee feel motivated when there is a fair contribution of an individual and
employers so that they can improve their performance and generate a better outcome as
well.
Similarly, company like Amazon uses this motivation theory in order to improve
the overall performance and make their employees more motivated towards their work.
Along with this, company offer perks, benefits and other monetary as well as non-
monetary benefits which help them to remain motivated and create a better outcome as
well. That is why, there is a need to adopt such theory to remain employee motivated.

Through the entire study, it has been identified that different motivational theory assists
the company to make their employee motivated. Also, company uses range of ways to motivate
their employees and apply the same to their company as well in order to improve the business
and employee performance.

REFERENCES
Books and Journals
Cheng, B. H. and McCarthy, J. M., 2018. Understanding the dark and bright sides of anxiety: A
theory of workplace anxiety. Journal of Applied Psychology. 103(5). p.537.
Ivanov, P. and Usheva, M., 2021. Workplace outcomes, the example of Bulgarian
corporations. Ekonomicko-manazerske spectrum. 15(1). pp.84-96.
Khan, M. R. and Wajidi, A., 2019. Role of leadership and team building in employee motivation
at workplace. GMJACS, 9(1), pp.11-11.
Manganelli, L. and et.al., 2018. Self-determination theory can help you generate performance
and well-being in the workplace: A review of the literature. Advances in Developing
Human Resources. 20(2). pp.227-240.
Milliman, J., Gatling, A. and Kim, J. S., 2018. The effect of workplace spirituality on hospitality
employee engagement, intention to stay, and service delivery. Journal of Hospitality and
Tourism Management. 35. pp.56-65.
Pârjoleanu, R., 2020. Work motivation efficiency in the workplace. Postmodern Openings.
11(4). pp.293-309.
Steinbauer, R. and et.al., 2018. Workplace ostracism, self-regulation, and job performance:
Moderating role of intrinsic work motivation. The Journal of social psychology. 158(6).
pp.767-783.
Yousaf, S. and et.al., 2022. The dark side of phubbing in the workplace: Investigating the role of
intrinsic motivation and the use of enterprise social media (ESM) in a cross-cultural
setting. Journal of Business Research. 143. pp.81-93.