Analysing Motivation Theories & Applications in Modern Workplace

This essay delves into the theories of motivation, particularly focusing on their application in the modern workplace. It discusses Maslow's need hierarchy theory, highlighting physiological, safety, social, esteem, and self-actualization needs and their relevance in employee motivation. Furthermore, it examines Herzberg's two-factor theory, differentiating between hygiene factors and motivators, and provides an example of how a graphic design firm can enhance work satisfaction by addressing these factors. The essay concludes that understanding and addressing employees' diverse needs, values, and perceptions are crucial for maximizing job satisfaction and fostering a motivated workforce, emphasizing that these theories offer valuable insights for improving employee motivation levels.

Theories of
Motivation

Contents
Introduction.................................................................................................................................................3
Main body...................................................................................................................................................3
Motivational theories...............................................................................................................................3
Conclusion...................................................................................................................................................5
References...................................................................................................................................................6

Introduction
Motivation is a part of management which defines an urge to behave in such a way that
helps in satisfying some desires, wants and goals of individual. The term motivation is separated
into derive and motive where drive is related to primary aspect of biological of basic needs and
drive is related to social and psychological driven such as family, work etc. the derivation of the
motivation term is ‘motive’. It directly influences the behavior and performance of a person. The
manager of the organization inspires their subordinates for completing task efficiently. It is a
continuous process because human needs are ever growing which is never satisfied. It is a
concept of psychological and internal feeling. Motivations refer to the act of stimulating
someone or oneself for achieving desired course of action. In this study we have discussed the
motivational theories (Campbell 2018).
Main body
Motivational theories
Motivation theory refers to the study of knowing what a person derives to work to
achieve an outcome towards a particular goal. It is an important aspect for business and
management as motivated employees produces productive results which increase profitability of
organization. There are various theories that have been discussed.
Maslow’s need hierarchy theory
This theory was introduced by Abraham Maslow in 1943 in psychology as motivational
theory. It is a theory of human motivation where Maslow assumes that a satisfied need is not a
motivator. Maslow defined the five levels of human needs which represent he hierarchy from
low to high in the form of pyramid (Mitchell and et.al., 2020).
 Physiological needs- It defines the human basic needs including water, shelter, and water
and breathing which are essential for survival. If this needs are not fulfilled the mind and
body does not function well and individual is not concerned for learning new skill for future
growth. In the work place the providing snacks, tea and coffee, drinking water will meets
the physiological need of the employees. It is also vital to provide them safe and clean

working environment. At work place needs can also be satisfied by salary for support by the
employer.
 Safety needs- It is also known as security need or protection of the person which a person
desire to have. It involves the preference of insurance policies, job security, health and
wellness and financial activity. In the work place the manager is required to ensure that
there are no safety hazards. A mental security provides efficient and effective working
which leads to overall satisfaction. In work place the property, feelings and resources are
safe and protected (Rahimi-Golkhandan and et.al., 2017).
 Social needs- It involves the desire to affiliate with and to be accepted by others. It includes
the need for friendship, affiliation, Belongingness and love to make them feel a part of
community or group. In the work place the opportunities should be created for participation
and interaction with other by providing happy hours, sessions, celebration of occasion,
birthdays etc.
 Esteem needs- It is related to the desire for positive self image and to have one’s
contribution valued and appreciated by others. Maslow determines the esteem needs in two
parts higher needs includes strength, competence, self respect and confidence. Lower needs
include need for status, fame, prestige and attention in the work place. It makes the
employees feel growing, the results should have recognition, providing positive feedback, a
round of applause for a good response will make them successful (Ripoll and et.al., 2019).
 Self-actualization needs- Needs that pertain to the requirement of developing ones
capabilities and reaching out full potential is known as self actualization need. It is a valued
based system which determines the desire of a person to accomplishing something. In the
work place the supervisor should focus on skills and abilities of the employees and
providing the tools training to reach at maximum potential. Employee gifts and
motivational fun will retain the employees and provides a good message of motivation.
Two factor theory of Herzberg
This theory is known as motivation – hygiene theory which was developed by the
Herzberg in 1987. The hygiene factors and motivators have different implications for motivation
of employee. There is a set of extrinsic job conditions that results dissatisfaction in the
employees if not presented to them. The hygiene or dissatisfies involve job security, working

conditions, salary, status, quality of technical assistance, fringe benefits etc. the set of intrinsic
job conditions builds the level of satisfaction if it exist which results in better job performance.
The factors involved are achievement, recognition, responsibility, personal growth and
development. This theory is based on the empirical finding which does not arrange the needs in
hierarchy.
In the work place the manager determines the needs what can make an individual feel
good regarding their job. The manger ensures to provide the safe working condition and
appreciation on the better performing of the job which motivates the employee for more working
efficiently in future. The employees should be give promotion after completing of each stage.
With this the employee should be provided with more responsibility and accountability which
help him to learn new skills and enhances the personal and professional development. in the
work place dissatisfaction should be eliminated by offering competitive wages, providing job
security and job status (Woolwine and et.al., 2019).
Example. In a graphic design firm there is senior level executive wants to increase work
satisfaction by eliminating the hygiene factors which causes low morale in the workplace. By
collaborating work culture, offering competitive salary, constructing job in such a way that gives
the enjoyment to the individual and meaning to perform task. All this will increase the
productivity as the employee is getting recognition, appreciation, and more responsibility.
Conclusion
Motivation should consider all the needs of employees in the organization. The individual
nature, perception, values are consider and recognized. It satisfies the social and mental need of
the employee and provides maximum job satisfaction. The employees are motivated to do
maximum work of best quality. The theories are simple to understand and capable to improve
employee motivational level.

References
Books and Journals
Campbell, D.E., 2018. Incentives: Motivation and the economics of information. Cambridge
University Press.
Mitchell and et.al., 2020. Gamification and the impact of extrinsic motivation on needs
satisfaction: Making work fun?. Journal of Business Research, 106, pp.323-330.
Rahimi-Golkhandan and et.al., 2017. A fuzzy-trace theory of risk and time preferences in
decision making: Integrating cognition and motivation. Impulsivity, pp.115-144.
Ripoll and et.al., 2019. At their wits’ end? Economic stress, motivation and unethical judgement
of public servants. Public Management Review, 21(10), pp.1516-1537.
Woolwine and et.al., 2019. Game On: Evaluating the Impact of Gamification in Nursing
Orientation on Motivation and Knowledge Retention. Journal for nurses in professional
development, 35(5), pp.255-260.