Motivational theories explain the ways to activate and direct the human behavior. They are concerned with the processes that describe the motivational aspects of individuals, which will help in fulfilling those desires in order to get the effective results. There are mainly two categories of motivational theories namely content theories, and process theories. Even though there are different motivational theories under these two categories, none of them are universally accepted.
Types of Motivational theories
Content theories
It is also called ‘need theory’. The main focus of these content theories of motivation is on internal factors that energize and direct human behavior. Some of the major content theories are:
- Maslow’s need hierarchy theory: Maslow identified five levels of basic needs in every individual which are categorized as physiological needs, safety and security needs, social needs, needs for self esteem, and needs for self-actualization.
- Alderfer’s ERG theory: Alderfer compressed the Maslows five needs to three needs. They are Existence (physiological and security needs), Relatedness (social and esteem needs), and Growth (actualization needs).
- Herzeberg’s motivational theory (two-factor theory): Herzeberg identified two kinds of factors in the workplace, which result in job satisfaction and termed them as motivating factors or hygiene factors.
- McClelland’s motivational theory: Also called ‘acquired-needs theory’ because an individual’s specific needs are acquired over time and are shaped by one’s life experiences. These needs include need for achievement, need for power, and need for affiliation.
- McGregor’s Theory X and theory Y: McGregor’s work was based on Maslow’s hierarchy of needs. He grouped Maslow’s hierarchy into ‘lower order’ (Theory X) needs and ‘higher order’ (Theory Y) needs.
Among different types of content theories, the famous and widely accepted theory is Maslow’s hierarchy of human needs.
Process theories
Process theories give an opportunity to understand thought processes that influence behavior of an individual. Some of the major process theories of motivation include:
- Adams’ equity theory: According to this theory to motivate an individual/employee, there must be proper balance between individual’s inputs (efforts) and outputs (rewards).
- Vroom’s expectancy theory: This theory is based on three concepts Valance, Instrumentality, and expectancy. Vroom says the product of these concepts is the motivation.
- Porter & Lawer expectency theory: Building on Vroom’s expectancy theory, Porter and Lawler proposed a model of intrinsic motivation (satisfaction from the activity) and extrinsic work motivation (satisfaction from the consequences which the activity leads).
- Goal-setting theory: This theory suggests that the individuals are motivated to reach set goals if the goals are clear, attainable, consistent, feedback oriented and with moderate complexity.
- Reinforcement theory: This theory is concerned with controlling behavior by manipulating its consequences through positive and negative reinforcements.
- Ouchi’s Theory Z: It is often referred to as the ‘Japanese’ management style, which places a large amount of freedom and trust with workers, and assumes that workers have a strong loyalty and interest in team working and the organization.
These motivational theories are of great deal in any organization. They help in knowing the motivational levels of the employees and factors that motivate them. Thereby the management acts accordingly in order to engage the employees in the organization.