Theory of Motivation

Behaviour is both directed to, and results from, unsatisfied needs. The word unsatisfied is most important. As Maslow says,"If we are interested in what actually motivates us and not what has or will, or might motivate us, then a satisfied need is not a motivator."

The word motivation is coined from the Latin word "movere", which means to move. Motivation is defined as an internal drive that activates behavior and gives it direction. The term motivation theory is concerned with the processes that describe why and how human behavior is activated and directed. It is regarded as one of the most important areas of study in the field of organizational behavior. There are two different categories of motivation theories such as content theories, and process theories. Even though there are different motivation theories, none of them are universally accepted.

Also known as need theory, the content theory of motivation mainly focuses on the internal factors that energize and direct human behavior. Maslow's hierarchy of needs, Alderfer's ERG theory, Herzeberg's motivator-hygiene theory (Herzeberg's dual factors theory), and McClelland's learned needs or three-needs theory are some of the major content theories.

Of the different types of content theories, the most famous content theory is Abraham Maslow's hierarchy of human needs. Maslow introduced five levels of basic needs through his theory. Basic needs are categorized as physiological needs, safety and security needs, needs of love, needs for self esteem and needs for self-actualization.

Goal-Setting Theory of Motivation

Goals or intentions motivate workers to meet higher performance levels. Employees are more expected to target reachable goals, but allowing them to take part in goal setting can increase their commitment to even those goals that are more difficult to attain.

In his book Performance Management, Aubrey Daniels stresses that goals are not the sole source of motivation, and that goal-setting programs like MBO (management by objectives) fail because organizations do not take into account the need for reinforcers. Managers should strive to "reinforce progress toward the goal, maintenance of performance at or above the goal, and achieving levels of performance above the goal."

Reinforcement Theory of Motivation

Reinforcement theory is a behaviorist application based on the idea that people are not driven by motivation, but by their environment. The reinforcers, or positive consequences, are what make a behavior more likely to be habit than exception.

Reinforcers work best when they are immediate, sincere, and specific to an activity. Managers wanting to apply reinforcement theory to the workplace can do so through organizational behavior modification, a successful and scientific approach to changing behavior based on the research of B.F. Skinner.