Description of Motivation Theory

Running Head: MOTIVATIONAL THEORY
Motivational Theory
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Motivation Theory Description Example of
Appropriate
Situation to Use
Pros Cons
Maslow’s Hierarchy
of Needs Theory
 Maslow needs
hierarchy theory is
considered to be a
motivational theory of
psychology which
consists of a model of
five-tiers based on
human needs (Howard
et al., 2016). The levels
are depicted on a
hierarchical basis
within a pyramid which
clearly demonstrates
the needs from bottom
to top. This involves
psychological needs,
safety, love and
belonging, esteem and
self-actualization needs
of Maslow.
The need can be
best applicable for
the operational
prospective
associated with the
internal
environment of the
organization under
the area of
motivating the
employees in case
of any
discrepancies
caused.
This gives an
advanced and
required
summary of
needs that are
associated with
humans which
can be easily
applied under
the area of
product design,
pricing and
positioning.
A clear empirical
testing cannot be
done under this
respective theory
(Perryer et al.,
2016). The
satisfaction level
associated with the
respective needs
cannot be measured
on all terms which is
negative part.

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Douglas McGregor’s
Theory X and
Theory Y
The X theory and Y theory is
considered to be the
motivational theory introduced
by Douglas McGregor during
1960’s. The theories are
completely based on certain
premises in which the
management is required to
assemble the different
production factors which
include the human beings in
order to achieve the work
associated with the
organization.
This respective
theory can be
simply applied for
fresh starters who
may likely require
more guidance or
can be used during
a particular
situation where
much control is
required to be
implemented at the
time of any crisis
caused.
These
respective
theories remain
more optimistic
in order to
operate within
the internal
environment of
the
organization.
The negative part
can be that theory x
and y are over-
generalized under all
aspects where it is
not possible for an
employees to fit
either with x and y
theory.
Herzberg’s Two-
Factor Theory of
Motivation
(Motivation-Hygiene
Theory)
This respective theory
generally states that, there are
two major factors within the
organization which can cause
both job satisfaction and
dissatisfaction. The factors that
come under the first set are the
motivational factors. These
factors are considered to be
This can be applied
when there is low
motivation and high
hygiene within the
internal
environment of the
organization. Under
this respective part
the employees may
Using this
respective
theory, it will
be easy for the
companies to
give direct
focus on the
problems that
are associated
In this several parts
that are related to the
system of job
productivity and
satisfaction cannot
be related directly
which is an
advantage of the
theory`

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some of the major part which
can make an individual
satisfied with their job.
have fewer
grievances but they
may remain
demotivated with
the work
conditions.
with the
employees
within the
organization.
Hawthorne Effect It is the inclination associated
with the people who are
subjected to a study based on
several experiments of change
or may improve certain
behaviors for the reason being
conducting several studies
rather than giving more
emphasis on certain changes
caused under the experiment
stimulus or parameters.
This can be better
implemented under
the area of
managing the
employees
associated within
the organization
such that they may
feel themselves
more likely to be
the important part
of business
(Gerhart, & Fang,
2015). For
example,
conducting meeting
within the
This can be
generally useful
to understand
and identify the
effect and cause
within the
organization as
a whole.
There can be
practical issues
caused in the
Hawthorne effect
where the entire
required variable
may not be easily
controlled and
studied.

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organization to
understand the
employees opinions
and the changes
that are required to
be introduced to
improve their work
conditions.
Expectancy Theory Under this respective part, the
individuals may generally
behave in a certain manner
because they remain highly
motivated in order to select a
particular behavior from the
available ones in order to reach
their actual expectations.
This depends to on
the expectation of
the employees
under the area of
achieving the
organizational
rewards (Cook, &
Artino, 2016). On
the other hand at
certain instances
they may feel that
more effort and
efficiency is
required to achieve
their goals as per
There can be
advanced
system of goal
setting process
where the
employees may
completely get
boosted through
the incentive
and rewards
offered which
can result in
better output.
This theory may not
work successfully
without strong
participation form
the side of managers
which can be
considered to be a
negative part of
expectancy theory.

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their expectations.

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References
Cook, D. A., & Artino Jr, A. R. (2016). Motivation to learn: an overview of contemporary
theories. Medical education, 50(10), 997-1014.
Gerhart, B., & Fang, M. (2015). Pay, intrinsic motivation, extrinsic motivation, performance, and
creativity in the workplace: Revisiting long-held beliefs. Annu. Rev. Organ. Psychol.
Organ. Behav., 2(1), 489-521.
Howard, J., Gagné, M., Morin, A. J., & Van den Broeck, A. (2016). Motivation profiles at work:
A self-determination theory approach. Journal of Vocational Behavior, 95, 74-89.
Perryer, C., Celestine, N. A., Scott-Ladd, B., & Leighton, C. (2016). Enhancing workplace
motivation through gamification: Transferrable lessons from pedagogy. The International
Journal of Management Education, 14(3), 327-335.