Three Interesting Work Motivation Theories

Work is an essential part of life. Compared to the number of hours you spend sleeping and enjoying your free time, a lot of hours of your day go to work. It is therefore very important that you stay motivated at work. That’s where these three work motivation theories come into play.

We believe that work should not only serve as a means of achieving financial stability, but that it is also closely linked to personal satisfaction. In our view, it is therefore of fundamental importance that you enjoy your work. This will ultimately make you more motivated to keep doing your job.

Work motivation not only guarantees the well-being of the employees. In fact, it also benefits the entire company. In this article we therefore share three interesting work motivation theories that can help you increase your motivation in your workplace.

What is work motivation?

Work motivation is an impulse or inner force that drives you to work voluntarily, using your mental and physical resources to achieve a goal.

The more motivated an employee is, the better he will perform. In many cases, this will also lead to increased productivity, competitiveness and greater self-esteem, confidence and self-fulfillment.

Three work motivation theories

1. J. Stacy Adams’s Theory of Justice

The main thesis on which J. Stacy Adams’ theory is based is that work motivation depends on how much value the employee places on the task he performs, the rewards he receives for it, and how he compares to his colleagues.

This comparison will lead to a higher or lower motivation, which will influence one’s way of acting. Better rewards often mean that someone will be more committed to a task.

If, on the other hand, the rewards are not so good, the employee will feel less valued and motivated, which can eventually even cause him to resign.

This means that motivation is based on fair treatment and satisfaction with what we get in return for the effort we put in. It is therefore extremely important to give employees the feeling that they are valued.

2. Herzberg’s Theory of Motivation

This theory emphasizes the importance of people valuing what they feel is satisfying about the work they do and the goals they pursue. This allows them to get a better idea of ​​what they find less fulfilling or what makes their work less satisfying.

Frederick Herzberg defined hygiene factors as aspects that make work satisfying, but not motivating. These factors include salary, employee relationships, stability, supervision and therefore motivation.

However, he also talked about motivational factors. By this he was referring to things like promotions, recognition in the workplace, responsibility, the job itself, growth opportunities, etc. These factors increase satisfaction and, as a result, motivation.

3. McClelland’s Learned Needs

This is one of the most popular work motivation theories. McClelland came up with this theory by comparing the behavior of executives in different types of companies. He concluded that an employee must meet different needs to be motivated.

These needs are: the need to perform, which strives for satisfaction by improving efficiency and performance, the need for balance between power and recognition, the need for challenge and success and, finally, the need to be part of a group and to have a good relationship with colleagues.

These are the three main theories of work motivation. Learning about these theories and applying them to your work will make it easier not only to improve your efficiency and productivity, but also the company you work for.