Analysis of Employee Motivation Theories and Influencing Variables

This report provides an in-depth analysis of employee motivation, exploring various content theories such as Maslow's hierarchy of needs, Alderfer's ERG theory, Herzberg's two-factor theory, and McClelland's theory of needs. It examines both intrinsic and extrinsic motivational variables, detailing how factors like job satisfaction, performance feedback, and empowerment influence employee behavior and performance. The report also discusses the significance of these variables in the workplace, concluding that a comprehensive understanding of these theories and variables is crucial for enhancing employee motivation and achieving organizational goals. The report is based on academic research and provides a comprehensive overview of employee motivation theories and their practical implications.

Running head: BUSINESS RESEARCH ANALYSIS
BUSINESS RESEARCH ANALYSIS
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Author Note

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Introduction
The purpose of this paper will be to discuss about the content theory of motivation,
which includes theories like Maslow’s theory, Alderfer’s theory, Herzberg’s theory,
McClelland’s theory and others. Apart from these, the selected variables that influences
employee motivation will also be discussed along with the reasons of selecting them.
Content Theory
The content theory among the motivation theory deal with the absence of the factors
related with motivation and creates anxiousness that might lead to a negative behavioural
performance among the employees of an organization. This theory deals with the satisfaction
about the things which the people in the society or the market place believe they need to
possess, but are unable to get them. The theories under this are described as follows (Stemler,
2015):
Maslow’s Theory
This theory is treated as the most widely used theory, which states about the hierarchy
of needs, which includes five levels. They are physiological, safety, social, esteem and self-
actualisation needs. The first three are the deficiency needs and the last two are growth needs.
This theory states that all the people around the world possess this level of needs, which are
required to motivate the employees, which will be done by themselves only (Kaur, 2013).
Alderfer’s Theory
This theory is known as ERG Theory, who decreased the hierarchy levels and
suggested that there are three needs in the form of Existence needs, Relatedness needs and
Growth needs. This theory or approach is regarded as the most realistic approach to motivate

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the employees, which will help to improve their performances as well as the productivity of
the organization.
Herzberg’s Theory
This theory has gained the most attention after the hierarchy of needs theory. This
theory helps to state about different factors through which the employees are motivated in the
workplace. This theory helps to identify the factors which help in employee motivation and
whether they are unable to satisfy them in their respective workplaces or not.
McClelland’s Theory
This theory states about the three basic needs in the form of existence, relatedness and
growth that has been identified in ERG Theory. This theory states that there is a direct
connection or link between the well-performed seniors and their need for accomplish of their
desired or goal in order to motivate the employees more.
Variables for Employee Motivation Theories
The different variables that influence motivational theories are intrinsic motivational
factors and extrinsic motivational factors. Intrinsic factors consist of performance in the
workplace, behaviour or attitude of the employee along with the motivation of them, whereas
the extrinsic factors consist of setting the desired goal, performance feedback, job satisfaction
and empowerment or power (Shahzadi et al., 2014).
Intrinsic Motivational Variables
These variables or factors give rise to employee motivation greatly as these factors are
generated from within the person. When a person is motivated intrinsically, the work itself
motivates the employee. The person enjoys doing the work in a more fulfilling, and enjoyable
manner. The workplace motivation is composed of two elements: the work intensity of an
employee and their drive to achieve the goal. It is the manner in which an individual behaves

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at workplace depending on the desire for challenge and the need of achievement. This
achievement can be based on regular tasks, promotions, or even meeting certain expectations.
A person’s attitude refers to the feelings or experiences one goes through in the place of their
work. This attitude may be either positive or negative about one’s job, responsibilities and the
co-workers (Dugguh & Dennis, 2014).
Extrinsic Motivational Variables
These are the external factors that drive a person to attain his desired goal. The theme
of goal setting is a vital one that decides how a task has been performed within a given period
of time. Another theme that is equally influencing is performance appraisal or feedback. It
refers to the information provided by the supervisor, co-workers or others to a worker. The
person is told about the level they have achieved and also their strengths and weak points
during the completion of a task. Though used frequently as an initiative of human resource,
empowerment or power can be used in various contexts (Dobre, 2013).
When individuals are given power in situations those were powerless before, they
tend to attain a self-motivating power of control. With this concept, an employee is given the
freedom of taking decisions about his career. Lastly, job satisfaction involves characteristics
such as skill variety, or the skills required to achieve job expectations; task identify or
availability of training; task significance or the impacts of one’s job on others and autonomy,
that refers to the amount of freedom an employee gets to finish his task (Ganta, 2014).
Conclusion
From the above discussion, it can be concluded that there are different kinds of
motivational theories and each possess some uniqueness among them, whereas motivational
variables are identified in the employee motivation theories.

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References
Dobre, O. I. (2013). Employee motivation and organizational performance. Review of applied
socio-economic research, 5(1).
Dugguh, S. I., & Dennis, A. (2014). Job satisfaction theories: Traceability to employee
performance in organizations. IOSR journal of business and management, 16(5), 11-
18.
Ganta, V. C. (2014). Motivation in the workplace to improve the employee performance.
International Journal of Engineering Technology, Management and Applied Sciences,
2(6), 221-230.
Kaur, A. (2013). Maslow’s need hierarchy theory: Applications and criticisms. Global
Journal of Management and Business Studies, 3(10), 1061-1064.
Shahzadi, I., Javed, A., Pirzada, S. S., Nasreen, S., & Khanam, F. (2014). Impact of employee
motivation on employee performance. European Journal of Business and
Management, 6(23), 159-166.
Stemler, S. E. (2015). Content analysis. Emerging trends in the social and behavioral
sciences: An Interdisciplinary, Searchable, and Linkable Resource, 1-14.