Theories of Motivation and Their Application in the Workplace

This essay discusses the various theories of motivation and their application in the workplace. It covers Maslow's hierarchy of needs, Herzberg's Two-factor theory, and more. The essay emphasizes the importance of aligning individual goals with organizational goals and creating a culture of motivation to achieve success.

INDIVIDUAL ESSAY

Table of Contents
INTRODUCTION....................................................................................................................2
MAIN BODY............................................................................................................................2
THEORIES OF MOTIVATION AND APPLYING THE WORKPLACE................................2
CONCLUSION.........................................................................................................................3
REFERENCES.........................................................................................................................4

INTRODUCTION
Motivation plays a vital and crucial role in individual life and similarly in the workplace.
Motivation can be defined as the initiates or the guides which help in maintaining and
becoming the driving force in order to achieve the targets and goals which was set. It has
emotional and biological connections and they are interlinked with it. in the motivation, it
does not involve the factor which plays but it also assists in maintaining the goals which the
person set for themselves (Vornholt., 2021). In the organization, motivation is important in order
to maintain and drove the employees in the workplace to accomplish and achieve all the goals
which were set for them. In the workplace, the individual should be motivated or the
organization should keep them pumped is all because for achieving the purpose of the work
and the positive and friendly culture helps them in maintain their mental state and growth.
MAIN BODY
THEORIES OF MOTIVATION AND APPLYING THE WORKPLACE
Motivation is the willingness and ability that individuals should possess in themselves in
order to exert themselves and be a better version of themselves. there are numerous theories
in the economy which helps in motivation one of these is the expectancy theory where the
which is defined as the mental process regarding the choices and the preference, they make
whereas it is also about the self-interest and the proper structural alignment of rewards with
the institute people and the connections. the other theories of motivation are prominent and
most famous theories when it comes to motivation. In the point of view of Smith and Cronje
how Maslow's hypothesis is defined as depending on people's desires and the wanting it to
increase to the level and the need to be criticized and kept as the first priority on the basis of
the importance and essential(THE., 2019). Content speculations of occupation fulfilment rotate
around workers' necessities and the elements that present a healthy level of fulfilment on the
basis of the fundamental physical, organic, social and mental necessities of people, Maslow
concocted a five-stage hypothesis that puts the requirements of the person in various
classifications and focuses on their fulfilment. there are a few things which are taken into the
consideration of this for instance physiological necessities, well-being and security needs,
social necessities, regard needs and, self-actualization needs. Maslow's theory is all about the
needs and the job satisfaction too. Herzberg's Two-factor theory which is also called
Motivator-Hygiene came into consideration from the studies conducted in among the
accounts and engineers on how the individual person feels good or the bad about their job in
the economy. 'Herzberg noticed that there were five highlights of work that achieve
fulfilment, in particular accomplishment, acknowledgement, the actual work, obligation and
progression. on the other side, it was noticed that institution politics, the approach of the
management and the pay and last was the bond in the work. for instance, when they produce
outstanding outcomes in their branches of knowledge; on an additional essential level, they
ought to likewise be given liability to decide how to deal with undertakings that connect with
their positions (Richardson., 2018). The Two-factor hypothesis has anyway drawn its portion of
the analysis. bring up that it neglects to recognize physical and mental perspectives and to
definitively make sense of what inspirations are and the way in which they vary from
cleanliness factors; it is more about the failure to communicate the levels of fulfilment and
disappointment as an action as opposed to utilizing numbers. value percept theory the
individual qualities decide their inner satisfaction on their occupation as the organization has
the distinctive worth and the value will be also different whereas having the Value - Percept
theory will have the difference and wide gap between what is excepted and what is received
which can lead to dissatisfaction which is depended on the job of the individual The likely
issue with this hypothesis is that it is plausible of a connection between what individuals want

and what they consider significant. These ideas can be divisible hypothetically however
essentially difficult to separate. porter Lawler model This is the full scale and the complete
theory of motivation and it encompasses the full details and nitty-gritty of the job
performance and the attitudes which completely define the managers. The model likewise
addresses the assumptions which are made about the human way of behaving (Pavlova., 2019).
The allowances of the model expect the individual behavior is highly influenced by the
external and the internet factors in terms of making the decisions and the choices where the
goals and the objectives are different. At long last, people choose elective ways of behaving.
The motivational theory can be applied in the workplace as many organizations has made the
workplace smoother and the task seems manageable (O’Keef., 2018). The employee should be
involved from first to last of the project as the employee needs to be motivated to do better
well as they should be there from the starting to the last of the project. The objectives and aim
should have a connection there are numerous companies where the accountability and
employee goals are linked and the organization’s goals have the proper link to the individual
goals they have. Adapt goals are needed there are so many organizations undertaking the
project managers and the objectives towards the beginning of the year (Wang., 2019). That
agenda that was grown before ought to be available to some adaptability, in the event that
something unanticipated like an adjustment of the financial plan ought to happen. the
objectives set or the targeted has nothing wrong but they should meet at the certain dates
whereas the goals should be ready to accept the certain condition or the change which will be
involved (An., 2018). they should accept that. some high end, experts have a strong belief that
goals should be smart which are specific, measurable and actionable the result-oriented and
the time should be bounded. By doing this, project members or workers realize they have
consented to results that require their full responsibility and they will be considered
responsible assuming they fall behind on their part (Klonsky., 2018). Motivation is important
but it comes with numerous challenges which need to be addressed. it is important t find the
balance and harmony between the satisfied and motivated employees and build an
environment which has the balance and the competitive wages where the employee or the
worker is ready to do the challenges without falling back or being demotivated in the
organization. Incorporating a culture of motivation in the employees is needed to make the
balance and to have the growth where everyone works with the same passion and drive to
accomplish and achieve the goals and objectives (Galli., 2020).
CONCLUSION
From the above essay, it can be concluded that motivation has a significant role to
play in the workplace. it is important to include the motivation in the workplace and align
these goals with the individual goals there are numerous theories which have been used to
consider the goals and the motivation goes hand in hand and these goals need to attain. the
many theories which have proved the satisfaction level. There are the numerous ways where
the employee can be motivated which will fill the desires to achieve the goals
(Gray., 2019).

REFERENCES
BOOKS AND JOURNAL
An, N. and Ayayi, A.G., 2018. Motivational Factors in International Nongovernmental Organizations in
Vietnam. In Finance & Economics Readings (pp. 1-25). Springer, Singapore.
Galli, B.J., 2020. Impact and role of motivation theories in continuous improvement environments: A reflection
of literature. International Journal of Service Science, Management, Engineering, and Technology
(IJSSMET), 11(1), pp.1-13.
Gray, S.I., Robertson, J., Manches, A. and Rajendran, G., 2019. BrainQuest: The use of motivational design
theories to create a cognitive training game supporting hot executive function. International Journal of Human-
Computer Studies, 127, pp.124-149.
HTET, H., 2019. Effect of motivational factors on employee performance in Tristar Tyre Factory (Doctoral
dissertation, Yangon University of Economics).
Klonsky, E.D., Saffer, B.Y. and Bryan, C.J., 2018. Ideation-to-action theories of suicide: a conceptual and
empirical update. Current opinion in psychology, 22, pp.38-43.
O’Keefe, P.A., Dweck, C.S. and Walton, G.M., 2018. Implicit theories of interest: Finding your passion or
developing it?. Psychological science, 29(10), pp.1653-1664.
Pavlova, K., 2019. Gamification as a motivational tool.
Richardson, P.W. and Watt, H.M., 2018. Teacher professional identity and career motivation: A lifespan
perspective. In Research on teacher identity (pp. 37-48). Springer, Cham.
Vornholt, L., 2021. Philanthropic motivation: analysing motivational factors of non-profit leaders in Sub-
Saharan Africa (Doctoral dissertation).
Wang, S., Lilienfeld, S.O. and Rochat, P., 2019. Schadenfreude deconstructed and reconstructed: A tripartite
motivational model. New Ideas in Psychology, 52, pp.1-11.