Question

How can you use motivation theory in the workplace? How could you use motivation theory to design employment policies which would increase or sustain employee motivation? Give specific examples.

Answer 1

Motivational theories attempt to explain what motivates people to behave the way they do. Motivational theories can be applied to workplace settings to shed light into why some employees work harder or are more committed than others, which can lead managers to understand how to motivate each employee to perform at peak levels. Understanding how to apply motivational theories in the workplace can take your leadership skills to the next level.

1. Use traditional and innovative compensation strategies to leverage the expectancy theory. The expectancy theory puts forth the premise that for each specific task, employees will put forth an amount of effort commensurate with their perceived value of the compensation they will receive. Employees who resist taking on new job duties, claiming “I'm not being paid for this,” serve as an ideal example of the expectancy theory at work.

2. Tie compensation incentives directly into specific performance objectives to push your employees to excel. Give out generous bonuses to top performers, and use intangible rewards in additional to monetary compensation to reach employees on a deeper level, soliciting a deeper level of commitment to company goals.

3. Institute employee development programs, employee recognition programs and a positive, open company culture to tap into the acquired needs theory. The acquired needs theory states that all people are fundamentally motivated by three needs, with one need always being stronger than the others. According to this theory, all employees subconsciously seek either personal achievement, social acceptance or power. Employee recognition programs can boost employees' self-esteem and feelings of achievement. A welcoming company culture encourages employees to develop lasting friendships. Employee development programs allow hard workers to move into positions of leadership, fulfilling their ambitions.

4. Gauge the intrinsic motivation of your employees to determine whether McGregor's Theory X or Theory Y is more appropriate in your company. Theory X sets forth the premise that employees are inherently averse to working, and must be continually motivated by external sources. Theory Y sets forth the opposite premise, stating that employees are internally driven to succeed at projects that truly interest them. Put strict operational guidelines in place to guide front-line employees through their day-to-day routines if you feel Theory X is more appropriate in your company. Make sure employees understand that they are free to try new things and learn from their mistakes, while matching employees up with job tasks that truly interest them if you feel Theory Y is the way to go.