Classical Theories of Motivation
February 12, 2025
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Motivation is the word derived from the word ’motive’ which means needs, desires, wants or drives within the individuals.
It is the process of stimulating people to actions to accomplish the goals.
In the workplace, several psychological factors can drive motivation. Some psychological factors in workplace motivation are:
One of the most important functions of management is to create an environment where employees are motivated to perform to the best of their abilities. A successful leader in the workplace is able to get people genuinely interested in their performance through clear communication, recognition, or aligning individual goals with company objectives.
The process of motivation consists of three stages:-
Motivation is a broad concept that can be defined in many ways. To summarize, motivation is a psychological phenomenon that taps into individuals’ needs and desires. By understanding the needs, organizations can create incentive plans to inspire action and align employee satisfaction with the company’s goals. Done successfully, it’s a win-win.
The importance of motivation in the workplace cannot be understated.
Understanding motivation is key to inspiring high performance. By recognizing the psychological needs of employees and aligning them with clear, actionable goals, managers and leaders can create a workplace environment where people feel valued and inspired to succeed. With thoughtful incentive plans and leadership strategies, companies and organizations can inspire teams to perform at their best and feel their best.
There are two well-known theories that help us understand workplace motivation a bit better: Maslow’s Hierarchy of Needs and Herzberg’s Two-Factor Theory.
When managers understand where employees are on this pyramid, they can choose the right motivational strategies to use.
For example, someone primarily focused on job security will not be as motivated by creative autonomy, meanwhile someone longing for self-actualization might thrive with an opportunity to lead a new project.
The theory splits workplace factors into two categories: hygiene factors and motivators. This view helps distinguish between factors that prevent dissatisfaction and those that truly inspire motivation.
Herzberg’s theory suggests that fixing dissatisfaction (e.g., paying higher salaries) isn’t enough to create true motivation. Actually, employees also need an enriching job experience to genuinely want to perform well.
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