The 9 main theories of work motivation
Our life is made up of a large number of areas, all of them of great importance for our development and adjustment to society. One of them is labor, through which we develop an occupation and a set of activities that help us organize our lives and generate or carry out some type of service for society.
Work, when exercised in what is desired, is not just a mere means to subsist but it can come to suppose a source of satisfaction (or dissatisfaction). But for this it is necessary that our occupation suppose a source of motivation, thanks to which we can get involved with our tasks, increase our performance and feel satisfied with what we do.
Throughout history, there have been many authors who have investigated this issue and the needs and elements that are associated with worker motivation. These investigations have resulted in a large number of theories of work motivation , of which we will cite some of the main ones throughout this article.
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Work motivation: what is it?
Before entering to evaluate the different existing theories regarding the labor motivation, it is necessary to comment in the first place the own concept on which they are based. It is understood as labor motivation to the force or internal impulse that moves us to perform and / or maintain a certain task , voluntarily and willingly occupying our physical or mental resources to undertake it.
This impulse has a certain direction, that of applying our resources to reach the desired goal, and implies the fact that we will persist and persevere in the realization of a concrete effort with a certain intensity. The greater the motivation to carry it out, the greater the intensity and perseverance that we are willing to maintain.
And the consequences of work motivation are very positive: facilitates satisfaction with one's task and capabilities, promotes performance , productivity and competitiveness, improves the working environment and enhances autonomy and personal self-realization. It is therefore very favorable to both the worker and his employer.
However, this motivation does not arise from nothing: the task, its results or the effort made must be appetitive as long as it is born. And it is the search for how and what makes work motivation increase which has generated a great diversity of theories , which have traditionally been divided into theories linked to what motivates us (or content-centered theories) and the process we follow until we are motivated (or theories centered on the process).
Main theories of labor motivation according to the content
Below we will mention some of the main theories that work based on exploring what motivation generates, that is, elements of work allow us the appearance of impulse or desire to act. Mainly it is considered that is because it allows us to satisfy a series of needs, which have been worked by different authors.
1. Theory of the needs learned from McClelland
One of the first and most relevant theories regarding work motivation was that carried out by McClelland, which based on previous studies on human needs carried out by other authors (especially Murray) and by comparing different executives of different types of companies. to the conclusion that there are three great needs that stand out when motivating us at work .
Specifically, he explained as the main sources of work motivation the need for achievement, which is understood as the desire to improve one's performance and be efficient in it as an element of satisfaction and that It is based on a good balance between probability of success and challenge, the need for power or desire for influence and recognition and the need for affiliation or belonging, association and close contact with others.
All these needs have a balance that can vary depending on the personality and the work environment, something that can generate different profiles, behaviors and levels of motivation at work.
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2. Theory of Maslow's hierarchy of needs
Probably one of the most well-known psychological theories in terms of needs, the theory of the hierarchy of needs of Maslow proposes that human behavior (initially his theory was not focused on the workplace) it is explained by the presence of basic needs arising from deprivation , and which are organized in a hierarchy (in the form of a pyramid) in which once the most basic ones are replaced, we focus on the most superior, going from biological to social needs and self-realization.
In this sense, the author proposes the existence, from more basic to more complex, of the following: physiological needs (food, water, shelter), security needs, social needs, the need for estimation and finally the need for self-realization.
- Related article: "Maslow's pyramid: the hierarchy of human needs"
3. Theory of motivation and hygiene of Herzberg
In part similar to the previous one but much more focused on the purely labor, Herzberg made the theory of two factors or the theory of factors of hygiene and motivation. This author considered relevant to assess what it is that people want or consider satisfactory from their work, reaching the conclusion that the fact of eliminating elements that generate dissatisfaction it is not enough for the work to be considered satisfactory .
Based on this, the author generated two main types of factors, which give name to his theory: factors of hygiene and motivation. Hygiene factors are all those whose existence prevent the work from being unsatisfactory (but which do not make the work motivating) and which include elements such as personal relationships, supervision, stability or salary.
On the other hand, the motivating factors would include among others responsibility, career progression, position and recognition, development or realization and they would refer to the elements that do imply the appearance of motivation and job satisfaction.
4. McGregor's X and Y Theories
Partly based on Maslow's theory and analyzing the characteristics of psychology theories and models of the organizations that existed until then, McGregor did a contrast between classical models and a more humanistic vision: the theories X and Y .
The theory X assumes a mechanistic approach to work, seeing the worker as a passive element and tending to the evasion of their responsibilities that needs to be spurred by punishments or by rewarding their productivity with money in order to force them to work. This implies that the management must show great control and assume all the responsibilities, not being the worker capable of managing changes or conflicts but it is indicated how.
On the other hand, the theory Y is a newer vision (we must bear in mind that this theory was proposed in the sixties, with what at that time and until a few years ago, the typical consideration of the theory X) and character humanist in which the worker is an active being and with needs not only physiological but also social and self-realization .
The employee is considered as someone with their own objectives and with the capacity to take responsibility, being necessary to help them to stimulate their own potential, face challenges and allow their commitment. The motivation and recognition of their achievements and their role is fundamental.
5. ERD hierarchical model of Alderfer
Another relevant model based on Maslow's is Alderfer's hierarchical model, which generates a total of three types of needs, in which The lower the satisfaction, the greater the desire to replace it . Specifically, it assesses the existence of existence needs (the basic ones), needs for interpersonal relationships and needs for growth or personal development which generate motivation in order to achieve their satisfaction.
According to the process
Another type of theories is what has to do not so much with the what but with the how we motivate ourselves . That is to say, with the way or the process that we follow so that the labor motivation arises. In this sense, there are several relevant theories, among which the following stand out.
1. Theory of valences and expectations of Vroom (and contribution of Porter and Lawler)
This theory is based on the assessment that the employee's level of effort depends on two main elements, which can be mediated by the presence of needs.
The first of these is the valence of the results, that is, the consideration that the results obtained with the task to be performed they have a specific value for the subject (It can be positive if it is considered valuable or negative if it is considered harmful, or even neutral when it is indifferent). The second is the expectation that the effort made will generate these results, and is mediated by different factors such as the belief in self-efficacy.
Later this model would be retaken by other authors such as Porter and Lawler, who introduced the concept of instrumentality or degree to which the effort or performance will generate a certain award or recognition as a variable, in addition to the two previous ones proposed by Vroom, as the main elements that predict the motivation and the realization of an effort.
2. Locke's goal setting theory
A second theory centered on the process is found in Locke's goal-setting theory, for whom motivation depends on the intention to strive to achieve a concrete objective sought by it. This objective will mark the type of effort and the involvement of the subject, as well as the satisfaction that you get from your work depending on how close you are to your objectives.
3. Adams Theory of Equity
Another theory of great relevance is Adams' theory of equity, which is based on the idea that job motivation is based on how the employee values his or her job and the compensation received in return. will be compared with that received by other workers .
Depending on the result of such comparison the subject will carry out different actions and will be more or less motivated: if it is considered less valued or compensated and treated with inequity it will reduce their motivation and can choose to reduce their own effort, leave or change the implication and the perception of their task or compensation. If the perception is that you are being compensated more than you should, on the contrary, will tend to increase its involvement .
Thus, it is the fact of feeling fairly treated which generates satisfaction and can therefore influence labor motivation.
4. Skinner's reinforcement theory
Based on behaviorism and operant conditioning, there are also theories that advocate that motivation can be increased from the use of positive reinforcement , awarding rewards in order to encourage an increase in performance and being the reinforcement the source of motivation. However, this theory leaves aside the importance of intrinsic motivation within the work, focusing only on the search for rewards.
Bibliographic references
- Huilcapi-Masacon, M.R., Castro-López, G.A. and Jácome-Lara, G.A. (2017). Motivation: theories and their relationship in the business world. Scientific Journal Domain of the Sciences, 3 (2): pp. 311-333.
- Rivas, M.E. and López, M. (2012). Social Psychology and Organizations. CEDE Manual of Preparation PIR, 11. CEDE: Madrid.
