Analyzing Motivation Theories in a Business Context Report

This report delves into the significance of motivation in the workplace, emphasizing its role in enhancing employee efforts and achieving organizational objectives. It provides a detailed discussion of two prominent motivation theories: Vroom's expectancy theory and Herzberg's two-factor theory. Vroom's theory is analyzed in terms of effort, performance, and outcomes, while Herzberg's theory examines factors that contribute to job satisfaction and dissatisfaction. The report offers a comparative analysis of these theories, highlighting similarities and differences, while also acknowledging the influence of environmental conditions on employee attitudes and motivation levels. The conclusion underscores the importance of managers meeting employee needs and expectations to boost productivity and concludes that managers should prioritize employee needs such as security and esteem to foster a motivated workforce.

CONTEXT OF BUSINESS
(MOTIVATION THEORIES)

TABLE OF CONTENTS
INTRODUCTION................................................................................................................................3
MAIN BODY.......................................................................................................................................3
Discussion on motivated workforce with the use of two appropriate theories................................3
Comparison between two theories..................................................................................................5
CONCLUSION....................................................................................................................................6
REFERENCES.....................................................................................................................................7

INTRODUCTION
Motivation at the workplace plays an important role where willingness needs to be
developed with the high level of efforts so that organisational goals get achieved (Perryer and et.al.,
2016). It is also true that employees are the main assets for the company in order to improve
productivity and for achieving competitive advantage. Thus, manager of every organisation needs to
take care of the expectations which an employee expect. The assessment will provide lights on two
appropriate motivation theories where proper discussion will get developed in order to motivate
employee with the context of business.
MAIN BODY
Discussion on motivated workforce with the use of two appropriate theories
Motivation is the process of stimulating and inspiring of employees so that they will provide
the best efforts in order to achieve organisational objective. It is considered as psychological term
which force employees to improve the skills which is required to perform efficiently. This is the
factor which comes automatically in the minds of workers where willingness gets developed for
doing the work (Koster, 2017). Main issues in global working environment is regarding the level of
energy, commitment and creativity which brought by entity's workers (Employee Motivation, 2018).
Two motivation theories which mainly adopted by managers in order to increase productivity and to
enhance employee motivation in organisations are as follows-
Vroom expectancy theory of motivation:
This is the theory which separates efforts, employee performance and its outcomes in which
motivation get arises (Vroom expectancy motivation theory, 2019). Motive of this theory is to fulfil
employee needs and wants by assuming the behaviour which result from variety of alternative
choices by which pain gets minimise and pleasure gets maximise (Beus, McCord and Zohar, 2016).
According to this theory performance of employee is based on the individual factors such
personality, skills, knowledge and abilities. Thus, performance and efforts are always linked to
person's motivation.
According to Vroom, expectancy is termed as the type of belief which helps in increasing
employee efforts in order to increase their performance. Such efforts are affected by various things.
For example:
 Availability of the right source such as raw materials, time, cost etc.

 Have the right skills in order to perform specific job.
 To have the necessary support by which job will effectively get complete.
In this theory, Instrumentality is termed as the type of belief which state that if employee will
perform well then there is no factor where its value outcomes will not provide. But such things are
also get affected by:
 To have the clear understanding of relationship which is between the performance and
outcomes.
 To have the trust between the people who are contributing their views in order to complete
specific project of the organisation.
 To have the transparency which provide a specific process in order to decide outcome for
the task.
Valence is the another term of this theory which states that individual will always place upon the
expected outcomes (MacDonald, P., Kelly and Christen, 2019). It also states that in order to develop
positive valence, person must have to develop the specific efforts in order to get the outcomes.
Therefore, in this theory three elements are most important which include effort-
performance expectancy and performance-outcome expectancy where E>P and P>O. Hence, it is
the theory which is based on perception.
Herzberg Two factor theory-
This is the theory which states that there are certain factors at workplace which needs to be
developed in order to create job satisfaction with employees. In this theory author argued that there
are some factor which needs to be contributed by manager in order to get the best work from
employees (Neubauer and Martskvishvili, 2018). According to this theory job satisfaction between
people depends upon two kinds of factors that is satisfaction and dissatisfaction.
Performance, recognition, opportunities, job status and responsibility in growth comes under
satisfaction point and factors which depend upon salary, secondary working conditions, physical
work all come under dissatisfaction. Thus, manager in organisation have to combine the work group
which present their efforts in more appropriate manner.
Comparison between two theories
Similarities:
 Both the theories use employee perceptions regarding their jobs by which motivation factor
gets increases. Both the theory also suggest that motivator have to be in place in order to

motivate employee.
 In both the theories specific criteria is given for motivating people. However, there some
controversial because people comes from different culture and economy where to satisfy
each and every employees becomes a difficult task for managers (Alshmemri, Shahwan-Akl
and Maude, 2017).
 Both the theories are influenced with the environmental conditions at work place where
proper judgement has been developed on employee attitude and their motivation level.
Differences:
 Both the theories are based on different premises where two factor theory is upon
humanistic value in order to get continuous physical growth where hygiene factor needs to
be consider and Vroom's theory tries to explain motivation among individual at different
level.
 Both theories have different underlying concept which causes number of further differences.
Thus, these are the theories which identify needs of individuals and organisation in order to manage
responsibly and to behave ethically with the context of social, cultural and environmental issues
(Hale and et.al., 2018). The global business environmental has created an era where mangers of the
organisation needs to comply with rules and regulation which protect needs and wants of the
organisation. In order get future growth in changing nature of business it is necessary that employee
work with full motivation.
CONCLUSION
From the above report it is concluded that in order to increase productivity, manager in each
organisation have to meet needs and expectations of the employees. In this report, it is identified
that in global business environment main issues among workers is regarding their level of energy,
commitment and creativity which needs to be brought by them. Therefore, in order to solve such
problems two motivational theories has been explained which include Vroom's exectancy and
Herzberg two factor. It is also summarised from the report that managers must has to fill the needs
and wants like security, esteem for employee so that they work in the best manner.

REFERENCES
Books and Journals
Alshmemri, M., Shahwan-Akl, L. and Maude, P., 2017. Herzberg’s two-factor theory. Life Science
Journal. 14(5). pp.12-16.
Beus, J.M., McCord, M.A. and Zohar, D., 2016. Workplace safety: A review and research
synthesis. Organizational psychology review. 6(4). pp.352-381.
Hale, A.J and et.al., 2018. Adapting Maslow's hierarchy of needs as a framework for resident
wellness. Teaching and learning in medicine. pp.1-10.
Koster, D., 2017. Motivation in the workplace.
MacDonald, P., Kelly, S. and Christen, S., 2019. A path model of workplace solidarity, satisfaction,
burnout, and motivation. International Journal of Business Communication. 56(1). pp.31-49.
Neubauer, A.C. and Martskvishvili, K., 2018. Creativity and intelligence: A link to different levels
of human needs hierarchy?. Heliyon. 4(5). p.e00623.
Perryer, C and et.al., 2016. Enhancing workplace motivation through gamification: Transferrable
lessons from pedagogy. The International Journal of Management Education. 14(3). pp.327-
335.
Online
Employee Motivation. 2018. [Online]. Available through
<https://www.inc.com/encyclopedia/employee-motivation.html>
Vroom expectancy motivation theory. 2019. [Online]. Available through
<https://www.yourcoach.be/en/employee-motivation-theories/vroom-expectancy-motivation-
theory.php>