Theories of Motivation and their Practical Implications

What is motivation?

Motivation is the force that drives us to act. It is what makes us want to achieve our goals and objectives.

What are the different theories of motivation?

There are many different theories of motivation, but some of the most common include:

• Maslow’s hierarchy of needs: Maslow’s hierarchy of needs is a theory that proposes that humans have five basic needs that must be met in order to be motivated: physiological needs, safety needs, love and belonging needs, esteem needs, and self-actualization needs.
• Herzberg’s two-factor theory: Herzberg’s two-factor theory is a theory that proposes that there are two types of factors that motivate employees: hygiene factors and motivators. Hygiene factors are things like salary, working conditions, and job security. Motivators are things like achievement, recognition, and responsibility.
• Vroom’s expectancy theory: Vroom’s expectancy theory is a theory that proposes that motivation is determined by three factors: expectancy, instrumentality, and valence. Expectancy is the belief that effort will lead to performance. Instrumentality is the belief that performance will lead to rewards. Valence is the value that the individual places on the rewards.
• Adams’ equity theory: Adams’ equity theory is a theory that proposes that people are motivated to maintain a balance between their inputs and outputs. Inputs are the things that people contribute to their jobs, such as effort, skills, and experience. Outputs are the things that people receive from their jobs, such as salary, benefits, and recognition.

What are the practical implications of theories of motivation?

The practical implications of theories of motivation are that organizations can use them to design jobs, develop compensation systems, and create a positive work environment that motivates employees.

For example, organizations can use Maslow’s hierarchy of needs to ensure that employees’ basic needs are met. They can also use Herzberg’s two-factor theory to make sure that employees have the hygiene factors they need to be motivated, as well as the motivators that will help them to achieve their full potential. Vroom’s expectancy theory can be used to design jobs that employees feel they can be successful in, and that will lead to rewards that they value. Adams’ equity theory can be used to create a fair and equitable work environment where employees feel that they are being rewarded fairly for their contributions.

Multiple choice questions on theories of motivation and their practical implications:

Here are some multiple choice questions on theories of motivation and their practical implications with answers:

1. Which of the following is not a theory of motivation?
   • Maslow’s hierarchy of needs
   • Herzberg’s two-factor theory
   • Vroom’s expectancy theory
   • Adams’ equity theory
   • McGregor’s Theory X and Theory Y
   • The answer is McGregor’s Theory X and Theory Y. McGregor’s Theory X and Theory Y are not theories of motivation. They are theories of leadership.
2. Which of the following is not a hygiene factor?
   • Salary
   • Working conditions
   • Job security
   • Achievement
   • Recognition
   • The answer is Achievement. Achievement is a motivator, not a hygiene factor.
3. Which of the following is not a motivator?
   • Responsibility
   • Growth opportunities
   • Job security
   • Pay
   • Recognition
   • The answer is Job security. Job security is a hygiene factor, not a motivator.