Theories of Motivation for Managers
Raising Performance through Motivation: Content Theories What is it that motivates us? ... Probably not as much as most managers would like to believe. The fact is, motivating people at work is a very complex issue and, to really be able to use motivation techniques effectively, managers need to understand the principles behind some of the leading theories in this area. Motivation is not a one-size-fits-all topic and often the role of personality differences and in particular thinking style, is often overlooked. ... The ability to select an appropriate framework for analysing and correcting a motivational problem is a key skill for managers in todays business environment. So, what is happening in the world of motivation? In essence, theories are divided into content theories (what motivates people?), process theories (how are people motivated?) and personality theories (who is motivated? ... Content theories of motivation Maslow is still generally the number one name on courses dealing with motivation despite the fact his theory is now quite old and not particularly well supported by empirical research. Maslows Hierarchy of Needs theory was developed as a general theory of motivation and not specifically intended for use in the work setting. ... The theory is still popular because it makes intuitive sense and it is easy to understand; yet its been shown to have several flaws and doesnt offer any practical suggestions to help managers motivate their staff. ... His research, distilled into what is known as the Two-factor Theory of Motivation, found that salary, working environment and work relationships had to be at a particular level (different for each individual), in order to prevent a person from being dissatisfied with work. He called these concepts hygiene factors - once theyre at an acceptable level, increasing them wont improve motivation. ... The answer might be more challenges Interestingly, later research into job redesign and goal setting theory has shown the value of incorporating more challenge and responsibility into jobs, with subsequent improvements in motivation and performance. ... In particular, it does suggest that focusing on the money principle should not be the automatic choice for managers. ... These issues are developed in the more recent process theories of motivation, which look at how people interpret what is happening to them and how they decide whether to increase their efforts.