Comprehensive Report: Employee Motivation Theories and Strategies

This report delves into the critical topic of employee motivation, exploring its significance in fostering organizational growth and productivity. It examines prominent motivation theories, including Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, and Vroom's Expectancy Theory, providing a comprehensive understanding of the factors that drive employee behavior and job satisfaction. The report analyzes these theories, highlighting their core concepts and practical applications. Furthermore, it offers actionable recommendations for HR managers and leaders to effectively motivate employees, such as creating a conducive work environment, providing recognition and rewards, fostering open communication, and supporting career development. By addressing both hygiene and motivational factors, organizations can cultivate a motivated workforce that contributes to enhanced productivity and overall success. The report emphasizes the importance of transparency in policies and continuous guidance to ensure employees fulfill their duties effectively.

Motivation

Definition
Motivation refers to
a process of
encouraging and
stimulating the
employees for
achieving the goals
of the organisations
by giving their best
efforts. 2

Motivation is important for
the employees by
providing them higher job
satisfaction which results
in better productivity.
3

Maslow’s need
hirarchy theory

Maslow stated that employee are motivated
in order to accomplishment of their needs.
He defined the five tier model of needs:
(1) Physiological needs
(2) Safety needs
(3) Social needs
(4) Esteem needs
(5) Self-actualization needs (Ghatak &
Singh, 2019).
5

The author stated that employees
can be motivated in order to fulfill
their needs in a particular order. All
the employees work for fulfilling
their different types of needs
(Ghatak & Singh, 2019).
6

Herzberg’s two factor theory of
motivation
Herzberg stated that presence of hygeinic
factors and absence of non-hygeinic
factors leads towards the job satisfaction
and motivation in employees.
7

Major hygiene
factors:
▫ Appreciation
▫ Reasonable salary
▫ Growth
▫ Job security
▫ Transparant promotional
policies (Chiat & Panatik,
2019). 8

▫ Unhealthy working
conditions
▫ Unattractive salary
structure
▫ Favouritism
▫ Unhealthy
relationships with
superiors and co-
workers (Chiat &
Panatik, 2019).
Major non-hygiene factors:
9

Vroom’s expectancy theory:
▫ It focuses on the
behaviour of the
employee which is
based on the
expected result
which he would be
getting as a return
of his efforts (Chiat
& Panatik, 2019).
Motivational force =
Valance* Expectancy*
Instrumentality
10

Vroom’s expectancy theory:
Valence:
It is related to
the value of the
person inside the
organisation
which can be
mesured by his
salary,
designation and
importance.
Expectancy:
It refers to the
expectations
belongs to the
employees with
respect to
different level of
confidence they
posseses.
Instrumentality:
It refers to the
perception of
achieving the
best outcome, if
an employee
perform well in
his field (Pembi,
2020).
11

Importance of
motivation
Motivation helps the
employees in
increasing their
productivity with high
level of job
satisfaction.
12