Key motivational theories in increasing employee engagement

Organization Behavior

Organization Behavior
“Key motivational theories in increasing employee
engagement”
Motivation is considered as an important aspect that should be there in the workplace so
that employee engagement can be enhanced. It has been seen that without motivation it is not
possible for the employees to achieve overall goals and objectives. Employee engagement is
considered as a workplace approach that helps to maintain proper relation of the employees and
the management. In this paper the discussion will be made on the key theories that will help to
enhance the overall employee engagement. Employee engagement can take place when right
manager is appointed at the right job. The manager is the one who focuses on enhancing the
employee engagement which will help in achieving growth in the market (Hauser 2014).
Employee’s engagement also focuses on enhancing the overall productivity level of the
employees and also the employees who are engaged in the workplace can achieve positive
outcome. When employees are involved in their work then it has been seen that they feel
connected with the company. If employees are engaged in the activities then it can give direct
impact on the overall growth of the company. Dedication and honesty is the major factors that
are related to employee engagement. If employees are dedicated then it can lead to employee
engagement (Lazaroiu 2015).
Employee engagement in the workplace can be enhanced in the workplace by giving
motivation to the employees. The motivation can be given by the managers of the company by
considering various organizational theories. There are various motivational theories that should
be considered by the managers or the top management so that employee engagement can be
enhanced and also improvisation can be made in the overall operations of the company.
Employee engagement is the part of motivation and people are motivated in the workplace then
only they will engage themselves and try to give best towards the organizational activities.
Motivational theories if considered by the company give positive impact on the overall
operations of the company. Maslow Hierarchy of needs is considered as the most popular theory
related to motivation that helps to increase the overall employee engagement. This theory was
given by Abraham Maslow in 1940s. It is important for the top management to consider this
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Organization Behavior
theory so that proper needs of the employees can be evaluated. If needs of the employees are
considered then it can directly enhance the employee engagement. In this theory there are five
categories which help to analyze the needs and wants of the employees and it should be
considered by the top management so that productivity and profitability can also be enhanced.
Maslow focused on five categories which are Physiological needs, safety and security needs,
belongingness and love, self-esteem and self-actualization. This theory considers the basic needs
of the employees from the bottom to top (Healy 2016).
The pyramid was drawn by Maslow himself to elaborate the level of requirements of the
employees. This is one of the popular theories that focus on enhancing the employee
involvement in the workplace. In physiological needs the basic needs are taken into
consideration like food, water, sleep and shelter. These needs are important to survive. If these
needs are not satisfied then it has been evaluated that it can give negative impact on the overall
working pattern of the employees. Next is related with safety and security needs in which focus
is given on securing the source of income and also to maintain safety of the individuals (Lee and
Hanna 2015).
(Source: Chand, 2018).
If there is no job security in the workplace then it can affect employee engagement in the
workplace. Job security should be offered to the employees so that their motivation level can be
enhanced in an effective manner. The third factor is related to belongingness and love need that
focus on the overall satisfaction level of the people. Fourth factor is related with esteem need in
which stability and value should be given to the individual. The last is related with self-
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Organization Behavior
actualization needs in which the focus is given on the desires to be developed and grow
according to the overall potential. Desires and wants should be considered by the management of
the company so that it can be simple for the employees to give their best towards the overall
activities of the company (Kaur 2013). So, Maslow theory should be taken into consideration so
that employee engagement can also take place in the workplace.
Therefore, this theory states that it is important for the managers to consider the needs of
the employees so that employee engagement can be enhanced. If the overall needs of the
employees are fulfilled then it can be simple for them to give their best towards the overall
activities of the company (Nuttin 2014).
For example : If an individual is working in the organization form one year and at the
time of appraisal, rewards and bonus are not given according to the expectation of the
employees. Then it can direct impact on the motivation level of the employee and he or she will
not be able to give their best towards the activities which are assigned. Therefore, it is important
for the, managers or the top management to focus on satisfying the needs according to their
performance and expectation level so that they can give their best.
The next motivational theory that will help to enhance the employee engagement in the
workplace is Alderfer ERG theory that will focus on the needs related existence, relatedness and
growth. It has been examined that physiological needs and safety needs belong to the existence
needs. In context to the existence needs it has been seen that basic necessities should be
considered which is related to physiological and safety needs. In context to relatedness needs the
employees requires effective relations so that they can be motivated towards the entire activities
of the company. Growth needs also focuses on the personal growth and also self-development
that should be there so that employees can enjoy their work (Zeb et al.2014).
Alderfer agreed with Maslow that if the needs are unsatisfied then it motivate the person.
But Alderfer stated that person generally focus on moving upside in the hierarchy so that needs
can be satisfied.
For example: If there is an employee whose performance is good in the workplace but he
is getting same responsibilities same time. At one point he or she can get frustrated. It has been
analyzed that frustration in satisfying the higher needs can also result in the regression to a lower
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