Motivational Theories and Their Importance in the Modern Workplace

This essay discusses the importance of motivational theories in the modern workplace. It describes different theories, including Vroom expectancy theory, Maslow Hierarchy theory, and Adam's Equity theory, and provides examples of how companies like Apple, Tesco, and Sainsbury use them to motivate their employees. The essay concludes with recommendations for companies to provide effective financial and non-financial rewards, training and development sessions, and a balance between input and output for employees.

Individual Essay

TABLE OF CONTENTS
INTRODUCTION......................................................................................................................2
Description of relevant theories.............................................................................................2
Analysis..................................................................................................................................3
CONCLUSION..........................................................................................................................5
Recommendations..................................................................................................................5
REFERENCES...........................................................................................................................6

INTRODUCTION
In this modern workplace, it is essential for the company to be successful which is
possible only when the company have strong employees who make it possible. That is why,
motivating and encouraging employees for attaining the company’s goal will be beneficial.
The current study will shed a light upon different motivational theories and how it is essential
for the company to grow. Further, by using different examples, the current study will provide
how a motivated employee will assist company to be competitive in the modern workplace.
Description of relevant theories
According to Meymandpour and Pawar (2018) motivational theory is the study of
understanding what drives a person to work towards a particular goals and it is essential for
the company to stay motivated their employees so that they will be remain productive and
more profitable. There are different theories used by the businesses and it is mainly divided
into two different parts:
Process theory: The motivational theory used in this concerned more with how behavior is
initiated and sustained in order to determine the relationship among different variables. In
this, Vroom expectancy theory has used by the company that assumes that behavior results
firm conscious choices among alternative whose main purpose is to maximize the pleasure
and minimize pain (Rehman, Sehar and Afzal, 2019). The formula derived by this theory is:
Expectancy * Instrumentality * Valence = Motivation
The each variable used in this study is used to motivate the employees so that they
will attain the expected outcome. Such that expectancy is the strength where one’s work
related effort assist to increase the level of performance. Whereas instrumentality entails that
the employee’s belief that a specific performance level that lead to a specific outcome or
rewards. Also, the probability of this is vary from 0.00 to 1. Further valence is all about refer
to the strength of a person’s preference in order to receive a reward so that it assist to lead a
person towards satisfaction or dissatisfaction (Adamu and Shakur, 2018). Overall, it can be
stated that through this theory, individual might increases the effort performance expectancies
and provide a valid outcome that helps to create a better outcome. Hence, it can be stated that
if a people possesses the strong skills and knowledge then it create a better outcome.

Content theory: The theory fall under this are mainly concerned with identify the people’s
need and their strength so that they can pursue that assist to satisfy the needs. Maslow
Hierarchy theory is mainly preferred by the companies which is purposed to determine that
human are motivated by multiple needs and there are general five types of motivating needs
which are as mentioned:
 Physiological needs: This type of need are most basic human physical needs which
include food, water and other essential needs for survival. This in turn assist to
determine the pleasant working condition and salary (Hale and et.al., 2019).
Therefore, in a human being such type of need is considered under basic need.
 Safety needs: This need include a safe and secure physical freedom from threats and
emotional distress. In the workplace, safety need include safe job, fringe benefits and
job security that makes an individual motivated.
 Social needs: Living in a society and maintaining good relation with others is also
essential because it makes an individual live happily. In the organization having a
good relationship with coworkers and supervisor assist to learn new things and make
an individual improve their performance.
 Esteem needs: In this type of needs, a desire to positive self-image and gain attention,
rewards assist to make individual motivated (Cui and et.al., 2021). This helps to
create a better life and make them motivated to increase the responsibility.
 Self-actualization need: To become a better person there is a need to provide good
opportunities for growth and this is possible when an individual feel themselves good
to attain the same and concern one’s full potential.
Adam’s Equity Theory: The theory stated that there need to be a fair balance between the
employee’s need that helps to improve the motivation. Such that to be motivated there is a
need to offer effective rewards and extra benefits to the employees that helps to force them to
put extra efforts in order to create a better outcome (Ogonu, Nwokah and Acee-Eke, 2019).
The theory also stated that when an employee put input then there is a need to provide better
outcome and this is possible only when an employee get extra benefits in return of it.
Analysis
It has been clearly analysed that this are some motivational theory is mainly used by
the company in order to remain competitive and this motivate the employees to increase the
brand image. For example, Apple Inc is used Maslow Hierarchy theory in order to motivate

the employees that attain the goals which are measurable and attainable. Employees are also
make efforts in order to increase their job performance level so that they get rewards and
assist company to attain the goals. In accordance with the Maslow basic needs, the needs are
as mentioned:
Physiological needs: Apple Inc provide reasonable refreshment breaks, work hours
and physical comfort that helps employees to perform work in a better working environment.
This shows that the company ensure that it is able to meet physiological needs.
Safety needs: Apple Inc has ensure that it provide safe environment that assist to
provide good job to the people with safe working condition (Stewart, Nodoushani and
Stumpf, 2018). Also, company do not fire their employees due to low performance.
Social needs: Quoted company tries to improve the environment between managers
and employees and this assist to improve their belongingness so that it does not have any
negative impact over the performance.
Esteem needs: By offering relevant jobs promotion and rewards, Apple Inc motivate
employees and provide their contribution to the company’s financial performance (Schulte,
2018). Therefore, it can be stated that company put their best efforts to make employees
happy and motivated towards a business.
Self-actualization: Apple Inc is considered one of the most innovative company in the
world and that is why, employees always accept the challenges (Ștefan, Popa and Albu,
2020). This in turn assist to make employees realize that they satisfied with the job because
they put strong efforts to attain the company’s goals and commit towards a business goal.
Vroom expectancy theory is used by the Tesco in which managers tries to motivate
the employees and improve performance. Such that company wants to prepare advertising
campaign and managers asked employees to perform the same. Therefore, according to
Vroom Expectancy Theory, employee ensure that the task is achievable and in order to
perform the same, they have to make efforts. In this situation, employee will be keen to
perform well in anticipation of bonus, this is known as expectancy (Zboja, Jackson and
Grimes-Rose, 2020). On the other side, employee must also believe that efforts that put in
order to get better outcome is recognized as an instrumentality therefore, organization need to
deliver the outcome to them. Therefore, the valance here is the best outcome generated by the

firm in which employees can be motivated only when business offer them the best rewards so
that effective outcome can be generated.
Sainsbury uses Adams’ equity theory in order to be stay motivated their employees
such that to meet the company’s goal employee put their input in the form of applying skills,
ability, flexibility that helps to meet the defined aim. In return they assist company to attain
the defined goal. Hence, on the other side, the output they want need is in the form of either
financial rewards, recognition, or praise (Lim, 2020). That is why, it can be stated that for
each company, there is a need to provide effective benefits to their employees that helps them
to stay motivated and remain competitive in the market. Hence, it has been identified that
Adam’s equity theory assist company to create a better outcome and manager need to be
ensure that there should be a balance between the input that an employee gives and output
they receive.
CONCLUSION
By summing up above report, it has been concluded that motivation plays an
important role in the company’s welfare. The theories discussed mostly used by different
companies in order to make their employees realise that they are an important asset for the
company that helps to create a better outcome and that is why, they make contribution to
attain goals. The study concluded that by using such theory into the workplace, company will
be increases their brand image and remain competitive within a market.
Recommendations
 It is to be suggested that company should provide effective financial rewards to their
employees that helps them to stay motivated. This assist employees to create a better
outcome and sustain long term relation with company.
 Also, it is recommended to the firm that effective training and development session
need to be introduced that help to improve the overall performance of the employees
and make them able to learn from new challenges.
 It is to be suggested to the company to keep provide non-financial rewards which
include promotion, perks and holidays etc that assist company to create a better
outcome.

REFERENCES
Books and Journals
Adamu, M. and Shakur, M.M.A., 2018. The Relationships of Expectancy, Instrumentality
and Valence for Motivation in Self-Employment: A Mediation of Entrepreneurial
Motivation in Nigeria. International Journal of Business and Management Future. 2(1).
pp.48-54.
Cui, L. and et.al., 2021. Predicting determinants of consumers' purchase motivation for
electric vehicles: An application of Maslow's hierarchy of needs model. Energy
Policy. 151. p.112167.
Hale, A.J. and et.al., 2019. Adapting Maslow's hierarchy of needs as a framework for resident
wellness. Teaching and learning in medicine. 31(1). pp.109-118.
Lim, W.M., 2020. An equity theory perspective of online group buying. Journal of Retailing
and Consumer Services. 54. p.101729.
Meymandpour, R. and Pawar, P., 2018. Study of expectancy motivation in IT
developers. Telecom Business Review. 11(1). p.6.
Ogonu, G.C., Nwokah, N.G. and Acee-Eke, B.C., 2019. Distributive Justice and Customer
Post-Complaint Behaviour of Fast Food Industry in Rivers State, Nigeria. Journal of
Service Science and Management. 12(3). pp.277-292.
Rehman, S., Sehar, S. and Afzal, M., 2019. Performance Appraisal; Application of Victor
Vroom Expectancy Theory. Saudi Journal of Nursing and Health Care. 2(12). pp.431-
434.
Schulte, M., 2018. Adult learning degree and career pathways: Allusions to maslow's
hierarchy of needs. The Journal of Continuing Higher Education. 66(1). pp.62-64.
Ștefan, S.C., Popa, Ș.C. and Albu, C.F., 2020. Implications of Maslow’s hierarchy of needs
theory on healthcare employees’ performance. Transylvanian Review of Administrative
Sciences. 16(59). pp.124-143.
Stewart, C., Nodoushani, O. and Stumpf, J., 2018, July. Cultivating employees using
Maslow's hierarchy of needs. In Competition Forum (Vol. 16, No. 2, pp. 67-75).
American Society for Competitiveness.
Zboja, J.J., Jackson, R.W. and Grimes-Rose, M., 2020. An expectancy theory perspective of
volunteerism: the roles of powerlessness, attitude toward charitable organizations, and
attitude toward helping others. International Review on Public and Nonprofit
Marketing. 17(4). pp.493-507.