Motivation Theories

“The one best way to increase work motivation for an organization is through employee reward schemes”

generally motivation is about increasing the employee’s morale and enthusiasm. Leadership can be done without this but it is argued that motivation is the better choice as this will be easier for the management for achieving their goal. Hertzberg set an example for the motivation theory , where research was done in an factory .He developed two categories , Hygiene factors which included salary , security and supervision.These were the elements to prevent dissatisfaction.The other category was aimed at motivation which included recognition, responsibility and advancement. If we look at it at a grass root level we can surely distinguish that the "hygiene" factors are the most crucial but when the both factors are combined , this will do wonders for the business and is the best way to motivate the employees.

On the other hand Victor Vroom had a theory of his own , known as the "expectancy theory".His theory stresses on the understanding of how and what the employee will predict what a specific action or change will do. He termed this as 'valence' . Valence means the emotional orientations people hold within themselves in respect to outcomes ( outcomes as in "end rewards" ).This relies on extrinsic and intrinsic factors. Extrinsic donates to money , promotion , benefits and holidays/time off work while intrinsic means to accept/undertake a job or assignment and enjoying it while doing it( being totally satisfied and happy with what a worker is doing , while doing it) , while not really caring about the external benefits that might result. Vroom also talked about "expectancy " , he stated that the employees have different levels of expectations and self confidence at what task they are preforming and capable of doing, its the employee's inner belief in him/herself. Most importantly he talked about "instrumentality", its the perception of the employees...