Motivational Theories and Techniques in Organizational Behavior

This document discusses the importance of motivation in organizational behavior and explores various motivational theories and techniques. It covers Maslow's Hierarchy of Needs, Herzberg's Two Factor Theory, Vroom's Expectancy Theory, and more. The document provides recommendations for applying these theories and techniques in the workplace. Recommended for students studying Organizational Behavior.

Organisation Behaviour

TABLE OF CONTENTS
P2. Motivational Theories and Techniques.................................................................................3
REFERENCES................................................................................................................................1

P2. Motivational Theories and Techniques
Motivation is the procedure which initiates, conduct, and supports goal oriented behaviours. It is
essential for Richer Sounds to keep its employees motivated because when they feel motivated
they are enthusiastic and takes pride in their work which increases their productivity and will
contribute in Richer Sounds growth. There are various motivational theories proposed by many
psychologists which explains how motivation works for different individuals in an organisation,
it varies person to person , works at different times, which ultimately affects their behaviour
(Robescu and Iancu, 2016). Generally, there are two most common types of theories content
theory and process theory discussed below -
CONTENT THEORY – Content theory is also known as need theory because it focuses on
‘what’ motivates the employees in organisation, it tries to what are needs and wants of
individual through which they can be motivated. Content theory comprise of many theories like
– Maslow’s hierarchy of needs, Alderfer’s erg theory of needs, Herzberg’s two factor theory and
Mcclelland’s theory of needs. But the most common type of theory Maslow’s Hierarchy of Need
is discussed below –
MASLOW’S HIERARCHY OF NEEDS
Maslow’s hierarchy of needs was proposed by Abraham Maslow in 1943, in his paper ‘A theory
of Human Motivation’. Maslow’s Hierarchy of Needs theory suggests that the before fulfilling
the advance needs, people are motivated when their basic needs like food, safety, love and self
actualisation are met. There are five different levels in Maslow hierarchy of Needs Theory
described below-
1. Physiological Needs – These are the most basic essential needs of individual like
food, water, air, clothing and shelter without it human body cannot function
properly. Richer Sounds, must make sure that its every employee physiological
needs are fulfilled as all other are secondary if needs are not met.
2. Safety Needs – After the most basic needs are satisfied, the need for safety arises
where individual wants safety and security of his life (Anderman, 2020). Richer
Sounds must make take care that they provide good work environment and
minimum basic pay to every individual so that his safety and financial security
needs are met.

3. Love and Belongingness – The third level of need is human need for love and
belongingness as human being is social creature so without this need met he won’t
be able to work for long time. Richer Sounds should take measures to make sure
that employees develop good interpersonal relationship and support each other.
4. Esteem Needs – Maslow divides his need into two part i) self esteem which
includes dignity, achievements, independence etc. ii) desire to have reputation in
society means need respect from others.
5. Self - Actualisation Needs – This is the highest level of need in Maslow’s
motivational theory, in this individual realises his potential, and tries everything to
for personal growth and high experiences. Richer Sounds must provide self growth
opportunity to its deserving employees by giving them high authority in company
so that they can reach their potential.
Herzberg’s Two Factor Theory –
This theory is also known as Motivation-Hygiene Theory says that to truely motivate an
employee a business needs to generate conditions that make him feel fulfilled at organisation
(Rhee, 2019). Richer Sounds aims to motivate and empower its employees by appropriate and
timely communication, by delegating responsibilities, involving them in decision making and
rewarding them for the recognition of their work.
ERG motivation theory Alderfer –
This theory is the extension of Maslow’s need hierarchy theory it believes that each need carry
some value and hence be classified as lower order and higher order needs. It categorized Maslow
needs into needs – Existence needs, Relatedness needs and Growth Needs. Richer Sounds should
know that not all employees can be motivated at the same things, it depends on where they are in
hierarchy and management should identify needs according to their level and provide them that
level of motivation.
PROCESS THEORY – Process theory concentrates on ‘how’ the process of motivation works.
Every organisation chooses different techniques to motivate its employees and teams. Process
theory has various techniques such as Reinforcement, equity, vroom expectancy, locks goal

setting, and cognitive (Mann, 2018). The most common type of technique is Vroom’s
Expectancy theory described below –
Vroom’s Expectancy Theory
This theory was proposed by Vroom Victor in 1964, which focuses on results not on
needs (Hardcastle and et.al., 2017). He believes that employee’s motivation is result of
how much reward individual wants, the evaluation that attempts will lead to anticipated
performance, and the faith that the performance will result in reward. Vroom theory has
three components –Expectancy , Valence and Instrumentality are explained below
1. Expectancy – Expectancy is referred as the idea of maximising the total efforts will
maximise performance that is why it is also known as Effort-performance probability. In
Richer Sounds, there may be individuals and teams, believing that completion of
particular task by putting certain effort will lead to certain outcome. In this case, it’s the
duty of Richer Sounds, to provide necessary support and needed resources.
2. Valence – Valence vary person to person as it is subjective. It is the anticipated value not
the actual value the employee put to get reward or outcome. For example In Richer
Sounds, if the employee does not put any effort to attain outcome then the valence i
negative but if the employee is not concerned about outcome then the valence will be
zero.
3. Instrumentality – It is the perception that employees have that if they perform better,
then they will achieve desired outcome, that is why it is also known as Performance-
reward probability (Coccia, 2018). In Richer Sounds, there may be many employees who
feel like if they want promotion they have to perform well that is obvious, but they for
them good performance is first outcome and getting desired result that is promotion is
second outcome. So, it also varies from 0 to 1 depending on the efforts of employees.
Locke’s theory –
Loacke’s theory is also known as goal setting theory which highlights the importance of
considering whole journey of completing the goal and not just the outcome. Locke’s and Latham
goal setting theory is broke goals into two parts – Content and Intensity. Content is the result of
task and intensity is the resources required to achieve it. By applying goal setting theory, Richer

Sounds management can set clear, challenging goals and commit themselves to achieve them.
Company should monitor performance of every employees and provide them feedback for their
progress.
Motivational Techniques –
Emotional Intelligence – Emotional Intelligence refers to the ability to monitor the emotions of
self and others and use the emotional information to guide behaviour and thinking which
influences others. Emotional intelligence, will lead to open communication in the Richer Sounds
through which company can know that in what sorts they are lacking and take measures about
that problem.
Contingency Leadership – Contingency theory suggests that leader or leadership style will be
effective for the give the situation (Panait and Panait, 2019). Hersey- Blanchard model says that
there is no single better leadership style and instead of focusing on factors at workplace, manager
should adjust their style to those they lead and their abilities. Richer Sounds, manager should
apply the leadership style according to the abilities of team members and the situation.
RECOMMENDATIONS-
With the successful application of motivational theories and techniques, workforce of Richer
Sounds will feel highly motivated and will perform with their full potential and will bring
impact in the company’s environment. Thus, company may attain its desired objective
effectively and efficiently.

REFERENCES
Books and journals
Robescu, O. and Iancu, A.G., 2016. The effects of motivation on employees performance in
organizations. Valahian Journal of Economic Studies. 7(2). pp.49-56.
Rhee, H., 2019. Comparison of Process Theories to Content Theories in Motivating
Workforces. International Journal of Human Resource Studies. 9(4). pp.267-274.
Panait, N.G. and Panait, C.A., 2019. Theoretical elements of motivations in
organizations. Challenges of the Knowledge Society, pp.1077-1083.
Hardcastle, S.J., and et.al., 2017. Identifying content-based and relational techniques to change
behaviour in motivational interviewing. Health psychology review, 11(1), pp.1-16.
Coccia, M., 2018. Motivation and theory of self-determination: Some management implications
in organizations. Journal of Economics Bibliography. 5(4). pp.223-230.
Anderman, E.M., 2020. Achievement motivation theory: Balancing precision and
utility. Contemporary Educational Psychology. p.101864.
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