Employees always need motivation when it comes to working for an organization. Behavior practitioners are using motivational theories to benefit the employees of a business.
Employees that are unsatisfied will tend to have lower job satisfaction. Some of the common motivators used to affect job satisfaction in a positive manner are achievement, recognition, work itself, responsibility, advancement, and growth.
Employees do not want or need a job that is not willing to motivate the employees’ needs. Two types of motivation theories are content theories that focus on individual needs and deficiencies.
Content theories help to explain work behaviors and show
The needs theories of motivation are the Maslow’s hierarchy, Alderfer’s ERG, McClelland’s acquired needs, and the Herzberg’s two-factor theory.
Maslow’s hierarchy ranges needs from highest to lowest. This theory focuses on certain needs first and then still focuses on others such as safety but in a certain order. The Alderfer’s ERG theory uses the Maslow’s five needs which are physiological, safety, social, esteem, and self-actualization and puts them into three needs that can include more than one need into a single category. The Alderfer’s ERG needs are existence, relatedness, and growth. The McClelland’s acquired needs theory focuses on the needs for achievement, affiliation, and power that can be acquired through experience and training. The Herzberg’s two factor theory is the last needs theory that links job satisfaction to motivator factors. I believe the needs theories are very beneficial to the needs of the employees.
I believe of the motivational theories that the goal-setting theory is the most effective for negotiating with the employees and making them more willing to work independently and with the supervisors through feedback, commitment, and acceptance. Individuals will vary but goal setting is a joint commitment to help build a better relationship between the workers and their management.