Three Theories About Work Motivation

Working is an integral part of life. If we also count the hours spent on sleep and leisure and make a comparison, we can see that work is a giant part of our lives. Therefore, good work motivation is really important. At this stage, three theories of work motivation come along.

It may be clear to us that work is not just about achieving financial stability, it also has to do with personal satisfaction. It is thorough that we enjoy the work we do, as it ultimately contributes to increased motivation.

Work motivation does not only guarantee the well-being of the employee. It is also beneficial for the company. If we want to increase our motivation in the workplace, these research-based theories about work motivation will help us achieve our goals.

What is work motivation?

Work motivation is an impulse or internal force that makes us do our job voluntarily by using mental and physical resources to achieve a goal.

The more motivated an employee is, the better he or she will perform. In many cases, this also leads to increased productivity, competitiveness, self-esteem, self-confidence, and self-realization.

1. J. Stacy Adams’s capital theory

J. Stacy Adams ’primary hypothesis is that  work motivation is based on the way an employee values ​​the work they do, the salary they receive, and how they compare themselves to their co-workers. 

This comparison leads to either higher or lower motivation, which in turn affects employee performance. Better rewards mean that the employee is more motivated in their work. But if the pay is bad, the employee doesn’t feel as dignified and motivated, and this can even lead to resignation.

This means that motivation comes from fair treatment and a sense of fulfillment of what the job gives the employee, and that is why it is really important for a company to value its employees.

2. Herzberg’s motivation-hygiene theory

This theory emphasizes how essential it is for people to value what they think is satisfactory in their work and goals. By doing this, the employee can identify what is less satisfactory or what makes the job unpleasant.

Frederick Herzberg defined the so-called hygienic factors as parts that can make work enjoyable but not motivating. These included pay, employee relations, stability and management.

He defined the motivational factors as promotions, recognitions, responsibility, the work itself, growth opportunities, etc. These factors increase satisfaction, and with it motivation.

3. McClelland’s theory of needs

This is one of the best known motivation theories. McClelland invented this theory by comparing the actions of managers working in different companies. He came to the conclusion that an employee must meet certain criteria or goals in order to be motivated in their work.

These needs or goals include: the need for achievement, where satisfaction is sought by improving efficiency and performance; a balance between power and recognition, challenges and success; and the need to feel part of a particular group and the need to connect with other employees.

These are the three most important theories of work motivation. If we learn more about them and start applying them, we can evolve, which is good not only for our efficiency and productivity, but also for the company.