Motivation Theories & Employee Performance

Motivation Theories and Employee Performance

An understanding of motivation theories can help managers increase employee performance. Employees generally fall into two types: self-motivated, and those that require external motivation to stay motivated. Self-motivated employees tend to exhibit good performance even if they are never provided with much external motivation, but their performance increases still more if they are provided with that motivation. Employees that do require external motivation certainly improve in performance when skillfully motivated. Highly motivated employees are highly productive employees, and they do superior

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rzberg Two Factor Theoryö). From this research, Herzberg developed a two-step approach to understanding motivation, based on hygiene factorsùwages, working conditions, and quality of supervisionùand motivator factorsùstatus, opportunity for advancement, recognition, responsibility, and challenging work (ôMotivation in TheoryùHerzberg Two Factor Theoryö). The equity theory proposes that employees are most motivated by a social comparison between themselves and their peers, and the expectancy theory suggests that people are motivated by working toward rewards such as bonuses (Cemper, 2004). Applying Theories of Motivation Motivational Workplace Understanding motivational theories and knowing how to apply them to real people and workplace situations are two different things. Theories need to be couched in doable applications that managers can implement. Since most motivational theories are high-level and generic, the manager still needs to find concrete and practical ways of motivating employees even after he understands the psychological bases for motivation. One of the best places to start is by creating a motivational workplace, where demotivating actions are avoided (Heathfield). For example, a workplace where employees
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