Motivation Theories: Maslow's Hierarchy and Vroom's Expectancy Model

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Motivation theories

Table of Contents
Introduction......................................................................................................................................3
Maslow’s need hierarchy theory......................................................................................................4
Advantages & Disadvantages..........................................................................................................4
Vroom theory of expectancy...........................................................................................................5
Advantages & Disadvantages..........................................................................................................5
Conclusion.......................................................................................................................................7
References........................................................................................................................................8

Introduction
The meaning of motivation in term of business is to influence the people in the organization and
get the things done. Any of the management practices and approaches cannot force employees to
work. In order to maintain the stability and retention of employees, management requires
motivation of employees in every sense & in an effective manner. Increase in productivity and
efficiency of the organization motivation plays a vital role. Motivation is a continuous process,
hence it is never ending. This essay will discuss two motivational theories of motivation at the
workplace.

The study of motivation identifies that how it manages and controls the organization in changing
and dynamic environment. It is very difficult to change the mind set of any individual in
organization, so management motivates the employees in various ways such as intrinsic &
extrinsic, private & public and primary and secondary.
The management of any organization is forward looking to improve the skills and abilities of its
employees. There are many motivational theories and approaches, which show that how, can
influence the people to work hard. As like same in this study two motivational theories are
identified that how it increases the productivity of any enterprise (Rudolph, 2016).
Maslow’s need hierarchy theory
Maslow’s theory of need implies to the dynamic and changing nature of business by
understanding organization culture, Human resource management and Employees performance.
Organizational Culture is a complex network which includes a set of values, norms, behavior in
the organization. It is also called corporate culture and it is dynamic in nature. Basically top
managers select organizational culture according to its objectives and also with the consideration
of changing business environments. Human Resource Management is a function of organization
which means to maintain effective workforce to achieve organizational goals efficiently (Epstein,
2018).
It is a distinctive approach of a management and it also includes competitive advantage. The
Maslow has provided a hierarchy of several needs of a human being for which he keeps himself
motivated in order to work hard. These requirements are Physiological needs which are related to
the requirements of a human body such as sleep, cloths, food, shelter etc. The other need is the
safety needs which are the protection from the unnecessary elements and a security. Third need
in this hierarchy is the need of belongingness which includes the intimacy, friendship,
acceptance as well as trust.
The next need is the self esteem need in which the points that are included are esteem for oneself
as well as the reputation from other people. Last need is the self actualization need of an
individual where there is requirement of realizing the own potential. Improvement in
performance is only done by motivating them with financial or non -financial factor which can
fulfill employee’s needs and wants (Mangi, et. al., 2015).

Advantages & Disadvantages
Maslow’s theory implies organizational culture by motivating employees towards performing
jobs and tasks in changing organizational culture and global world. Motivating workforce to
work effectively and achieve theirs individual’s goals with group goals. The main objective of
evaluating employee’s performance is to achieve improvement in an organizational performance.
On other side it there are disadvantages also that every individual not think in the way. There
may include cultural differences. It is very not easy to determine. Hence, employees are satisfied
by following psychological need and some are still not satisfied even after follow this theory of
motivation.
Vroom theory of expectancy
In this theory he stated that an individual’s work performs on the basis of his or her rewards.
This theory has three elements. Expectancy is an expectation that an individual has from the job.
Instrumentality is an individual make an efforts and do hard work for some outcome. Valence
defines a person who is performing task must have value of outcomes rewards because if a
person does not have value or do not have desired of that particular outcome then he will not
performs the task. It can say that Bonuses, benefits, incentive are good rewards but it might be
not attract to all employees (Joshi, 2013).
Vroom theory of expectancy considered the future of organization by motivation, which is a
need and wants of an individual which he works for. Job Satisfaction derived from the job is job
satisfaction. Basically it is an expectation of an employee’s towards his work or job. If any
employee is fully satisfied with his job and working environment then he is going to perform
well.
Advantages & Disadvantages
Organizational productivity would increase and lead to growth of the business. It leads the
performance effective and makes the good incentives of employees and workforce. After
applying this theory, the people are more likely to work with willingness. At the same time it has
some disadvantages also (Mortan, M., 2013). The major disadvantages are proper participation
of manager if the manager will not participate in tasks that then it could lay down the

performance. Proper incentive also distributed among the employees otherwise they will interest
from the task.
Both the Maslow’s and Porter & vroom’s expectancy theories of motivation are understandable
in terms of managing the responsibilities and sustainability of social, cultural and environmental
issues and complexities. The management can easily compare these theories on the basis effects
& the resources to be utilized. The effects show poles apart blows in the event identify the social,
cultural and environmental threats. Maslow’s theory signifies the essential requirements of an
individual throughout this process, the individuals can get influence to obtain the predetermined
objectives the organization as well as self actualization and whereas the vroom expectancy
theory of motivation implies that any individual in the organization works for additional rewards
and incentives. It also insures that by following this motivational approach, individuals are more
likely to get promotions in organization.
The development in business ethics in terms of identifying the needs of individual in
organization is being done by addressing the social, cultural and environmental issues.
Management often changes their styles in order to maintain business ethics because what and
how the things are getting done is important. The employees are more forward looking towards
new technologies and innovation to maintain the business ethics because using advanced
technologies leads cost reduction and less time consuming. Individuals are more likely to
become initiative to contribute sustainability and responsibilities in expanding and globalizing
the business.

Conclusion
In the above study of motivational theories, it has been identified that motivation can be applied
any time; hence it is a never ending process. Drastically changing in the management styles the
management ensures absolute use of man power and human assistance Intrinsic or extrinsic
factors of motivation through which, an individual can reach goals and increases the productivity
of the organization. It insures better results for future of organization. It is the only reason for
which an individual make an efforts for reaching goals.

References
 Epstein, M.J., 2018. Making sustainability work: Best practices in managing and
measuring corporate social, environmental and economic impacts. Routledge.
 Joshi, S. G., 2013, Social and Cultural Factors influence Motivation – Employees in a
small town of Uttarakhand, India, Journal of Business and Management, vol. 14, no. 6.
 Mangi, A.A., Kanasro, H.A. and Burdi, M.B., 2015. Motivation tools and organizational
success: A criticle analysis of motivational theories. The Government-Annual Research
Journal of Political Science., 4(4).
 Mortan, M., 2013, Vroom’s Expectancy Theory. An Empirical Study: Civil Servant’s
Performance Appraisal Influencing Expectancy, no. 39.
 Rudolph, C.W., 2016. Lifespan developmental perspectives on working: A literature
review of motivational theories. Work, Aging and Retirement, 2(2), pp.130-158.