Types Of Motivation
Two types of motivation exist. These are what they are:
- Extrinsic motivation
- Intrinsic motivation
Extrinsic motivation is when you rely on outside forces to persuade employees to carry out your instructions. There may be wage raises, time off, bonuses, or a risk of losing your job. All of them are extrinsic motivators. Some are bad, while others are worse.
A mental desire to overcome obstacles and provide high-quality services is what intrinsic motivation means. People that are intrinsically driven find enormous joy in their profession. Each team member has a unique attitude. Therefore, it is more likely that each person has different motivators. Therefore, it is crucial to understand your audience and discover what drives them.
The link that endures between employees and the drive they experience to work hard is at the heart of equity theory. It expresses their viewpoint on treating employees fairly at work. Employers frequently use their workers as inputs to complete their tasks on schedule.
With time, it is progressively altering. Employers get knowledge to inspire their workforce. According to recent research, employees are driven by their attitudes as much as money. The Equity idea was first out by John Adams in 1963.
Hierarchy of Needs
According to Maslow, employees have a variety of wants or aspirations that they wish to be satisfied.
Needs of the Self-Actualization Group
By offering a stable livelihood through the use of fair pay scales, basic necessities may be met. Promotional rewards based on accomplishments, merits, and experience may increase people’s self-esteem while also meeting their requirements.
To suit the demands of the group, working groups with seamless communication capabilities can be deployed. The achievement of self-actualization is possible through staff development. The performance of an employee can be assessed using an appraisal instrument. An instrument that satisfies employee demands should be used by HRM.
Principles of Expectancy
According to Victor Vroom, most employees are motivated when they believe that their rewards are closely related to the task they accomplish. Expectancy theories explain how workers succeed in their jobs. Employees won’t be compensated if they don’t perform as expected.
The Theory of Expectancy has three components: expectation, valence, and instrumentality. Employee expectation is the conviction that a specific behavior will result in a given result.
Valence is a person’s capacity to push themselves to achieve goals. The degree to which achieving the first level impacts achieving the second level is referred to as instrumentality.