Motivational Theories and their Application in Modern Workplace

This report discusses the importance of motivation in business organizations and how it can be used to achieve personal, organizational, and national goals. It explores different motivational theories such as Maslow's Hierarchy of Needs, Competency theory, Expectancy theory, McClelland's need theory, and Porter-Lawler Mode. The report also provides tips on how to use these theories to get the maximum output from employees in the modern workplace.

Managing people and
systems

Contents
INTRODUCTION.................................................................................................................................3
MAIN BODY........................................................................................................................................3
 Maslow’s Hierarchy of Needs.................................................................................................3
 Competency theory..................................................................................................................4
 Expectancy theory...................................................................................................................4
 McClelland's need theory........................................................................................................4
 Porter-Lawler Mode................................................................................................................5
Given below are some components while helps the business in using the motivational theories in
the modern workplace.......................................................................................................................5
CONCLUSION.....................................................................................................................................6
REFERENCES......................................................................................................................................7

INTRODUCTION
Motivation is crucial in all organisations whether it is private and public, because it
motivates individuals to attain personal goals, organisational goals, and, to some extent,
national goals. Motivation theory is the study of the what inspires anyone to operate more
towards a particular goal or vision. It can be used to any sector of society, but it is particularly
significant in business and management.. Motivation is a mental state filled with passion and
enthusiasm that motivates someone to act in a specific way in order to achieve desired
outcomes. Employees are motivated by a power that propels them to perform with such
dedication and passion, also when things were not going their way. Motivation leads to
specific, reasonable human behaviour. Motivation, in a nutshell, is the main driver behind
individual behaviour. The chosen topic in this report is based on the theories of motivation
and how to apply these theories in the business to get the maximum output from the modern
workplace(Andersen and Krogh, 2018).
MAIN BODY
There are different theories of motivation that help the business their growth such as
Maslow’s Hierarchy of need, Herzberg’s two factor theory and many more. These theories
are explained as-
 Maslow’s Hierarchy of Needs
Maslow's hierarchy of needs is a charted set of human wants that must be addressed for a
person to realise complete growth and self-actualization. The hierarchy of needs hypothesis
was created by Ibrahim Maslow. The hierarchy is represented as a pyramid, with the most
basic needs at the bottom that must be addressed before an individual may move on to
secondary needs. It is well accepted that someone battling to exist does not put the same
weight on self-actualization or attain it anyone whose existence is relatively assured. The
hierarchy of wishes depicts an individual's last development of desires after securing survival
and luxury into the spiritual, creative, and/or intellectual sector. The level of the hierarchy
started from the pyramid base which is as followed(Zhang and Bae, 2020).
Physiological needs- This is a biological requirement for individual to survive.

Safety needs- when the physical needs of the individual met then safety needs takes
over it. It includes health and well beings, financial, job security, property safety against
natural disaster and many more.
Social needs- these are the needs which includes love, need to feel a sense of
belongings and acceptance. It includes small as well as large group such as office team,
school, political parties and many more.
Esteem needs- The want for recognition and respect lies at the 4th stage of Maslow's
scale. after the completion of last 3 stages,, the appreciation requirements begin to play a
more prominent role in inspiring actions.
Self-Actualization needs- Maslow's hierarchy of needs places self-actualization at
the top. Individuals who are self-actualizing are self-aware, troubled with individual progress,
less worried with the thoughts of others, and eager to realise their full potential.
 Competency theory
Agreeing to competency theory, individuals want to participate in specialised actions to
establish their abilities, aptitude, and talents. When a successful employee exhibits their
intellect ahead of the pack, it can motivate individuals too feel confident in a specific area.
Feeling competent may improve when people gain confidence in their ability to do tasks,
which may lead to increased productivity and efficiency. Assured employees may be
motivated to learn a great deal of in-depth material in order to deliver it with their peers and
obtain acknowledgment (Camaj, 2019).
 Expectancy theory
People will engage in bound activities if they believe they will produce intriguing
outcomes, according to the expectancy hypothesis. You'll employ the capacity in the
future within the geographic point if you wish to boost your squad's production, effort, or
efficiency. You might, for example, give your employees a temporary raise in their hourly
wage to increase the motivation longer hours on a project.
 McClelland's need theory
According to McClelland's idea, there are three distinct needs. Every form of need
corresponds to a specific sort of person who feels compelled to meet that need.

Understanding McClelland's need theory can help managers identify worker needs, giving
them the authority to place their employees in situations where they would thrive and achieve
their objectives. Use these three criteria to determine which incentive is ideal for each
employee:
Need for affiliation- The theory assumes that people want to be accepted by others
and that they belong to a group. This theory can support executives in formative if an worker
would be a decent fit for a squad and would advantage from the knowledge. Employees who
are encouraged by a intelligence of fitting are more likely to have well-built relational skills,
which can assist them in forming robust and meaningful relations with their co-workers
(Peng and Phakiti, 2020).
Need for achievement- Some employees aspire to be triple-crown and influential.
These persons are also reasonable and have ordinary for their work idea. When they
complete a task, they usually have a strong desire for recognition, which should prompt
feedback on their achievement.
Need of power- Some employees are motivated by the desire to influence others, gain
control over their associates, and entirely transform the place of work. These kind of workers
appreciate foremost assemblies of people, assigning duties, and organising activities. They'll
make plans to inspire their teammates to attain short- and medium-term objectives. Allowing
these people to apply their leadership talents can increase inspiration in large crowds of
workers, which can contribute to job gratification.
 Porter-Lawler Mode
This is a comprehensive and all-encompassing concept of motivation that
encompasses a wide range of factors. This version can provide data on the fibre
relationship that exists between overall activity performance and attitudes, which
perfectly describes managers. In addition, the version deals on human behaviour
assumptions. The version's deductions assume that a person's behaviour is influenced by
both internal and external circumstances, that they are rational and make their own
decisions about their behaviour, and that they have unique goals, desires, and needs.
Finally, people choose from a variety of possible behaviours.

Given below are some components while helps the business in using the motivational
theories in the modern workplace
Motivation might come from a worker who has a strong desire to shade and create results.
This type of inspiration is self-driven by a worker's ability to boost his emotions in order to
achieve. However, with extrinsic inspiration, an exterior factor such as praise is employed to
improve the worker's ethical and artistic choices. Personnel work in discussion for
remuneration for their hard work, as is customary, but how far they advance is determined by
how motivated they are(Florenthal, 2019).
Keep promises when offering incentives- For geographical point motivation, having
a team who trusts you as a supervisor or manager is critical. Following through on a promise,
such as promising cookies to your staff as a bonus for exceeding daily objectives, will
establish worker trust. It should also motivate your staff to contribute favourably to further
prizes or incentives, resulting in increased overall productivity (Marques, 2019).
Create tradition rewards for separate employees or departments-You may
consider employing made-to-order awards based on the division you effort in or the types of
employees on your crew. If a sales director, for sample, could give a worker who meets their
regular sales goal an enormous regular pay check bonus. Unless you're a promoting
executive, you'll offer an worker who regularly go beyond their allocation an extra day off.
Ask for feedback- Deliberate requesting your staffs for response when they receive a
bequest or reward to confirm they're receiving the most out of the motivating theories you're
using. You'll be able to catch out whether your crew is attentive in separate or group rewards
by questioning them. Let them to clarify their intellectual and look into providing further
incentives based on their comments(Galli, 2020).
CONCLUSION
From the above text, it has been concluded that motivation is essential for the
employees of the business organization so that they can become more productive and work
with full efficiency and effectively. In order to catch best working output from the
employees, both financial reward and non-financial rewards are important. It has also been
concluded that there is no single theory of motivation which utilize the complete resources in
turn there are different motivation theories which help the business employees to work in an
efficient manner so that they can help the company to achieve their set goals and objectives.

REFERENCES
Andersen, H.M. and Krogh, L.B., 2018. Using motivational theory to enrich IBSE teaching
practices. In Professional Development for Inquiry-Based Science Teaching and
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Camaj, L., 2019. Motivational theories of agenda-setting effects: An information selection
and processing model of attribute agenda-setting. International Journal of Public
Opinion Research, 31(3), pp.441-462.
Florenthal, B., 2019. Young consumers’ motivational drivers of brand engagement behavior
on social media sites: A synthesized U&G and TAM framework. Journal of
Research in Interactive Marketing.
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.
Marques, J., 2019. Paving a Motivational Path in Today’s Workplace. The Routledge
Companion to Management and Workplace Spirituality.

Peng, Z. and Phakiti, A., 2020. What a directed motivational current is to language
teachers. RELC Journal, p.0033688220905376.
Zhang, F. and Bae, C.L., 2020. Motivational factors that influence student science
achievement: a systematic literature review of TIMSS studies. International Journal
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