Employee Motivation: Theories, Techniques, and Workplace Training

Key Concepts in Motivation

Self-Esteem

Self-esteem is an individual's subjective evaluation of their own worth. It can be positive or negative, influencing behavior and motivation.

Frustration

Frustration is an emotional state of stress that occurs when an individual encounters an obstacle preventing them from achieving a desired goal or object.

Techniques for Promoting Motivation

• Promoting work motivation
• Effective wage policy
• Good atmosphere at work
• Performance appraisals
• Psychological contract management
• Positive work environment
• Fostering self-motivation

Major Theories of Motivation

Process Theories of Motivation

These theories are concerned with studying how motivation occurs.

Locke's Goal-Setting Theory

• Define goals with precision and accuracy.
• Adapt goals to workers' knowledge, skills, and attitudes.
• Ensure workers consciously accept the goals.

Adams' Equity Theory

This theory proposes that individuals are motivated by fairness, seeking equity and justice in their work relationships.

Vroom's Expectancy Theory

• The probability of obtaining a certain level of performance or efficiency (Expectancy).
• The reward obtainable with this level of execution (Instrumentality).
• The importance attached to both (Valence).

Content Theories of Motivation

These theories focus on identifying what motivates a person.

Maslow's Hierarchy of Needs

1. Physiological: Food, rest, protection against natural elements.
2. Security: Protection against possible harmful deprivations.
3. Social: Giving and receiving affection.
4. Esteem: Trust in oneself, recognition, and respect from others.
5. Self-Actualization: Developing one's own potential to the fullest.

Herzberg's Two-Factor Theory

• Hygiene Factors (leading from dissatisfaction to no dissatisfaction):
  • Company policies and procedures
  • Relationships with supervisors
  • Working conditions
  • Salaries and wages
  • Relationships with peers
  • Personal life
  • Security
• Motivational Factors (leading from no satisfaction to satisfaction):
  • Achievement
  • Recognition
  • The work itself
  • Responsibility
  • Advancement
  • Growth

McClelland's Theory of Needs

• Need for Achievement: An impulse for best results and success.
• Need for Affiliation: An impulse to establish cordial or close relationships.
• Need for Competence: The impetus to achieve excellence at work, performing top-quality tasks.
• Need for Power: Boosting to control resources, influence people, and change situations.

On-Job Training: Concepts and Objectives

• Self-actualization
• Job satisfaction
• More efficient work
• Facilitate integration
• Possibility of promotion
• More participation in the company
• Increased remuneration

Training Methodology, Evaluation, Targets, and Content

• B-level training: methodology and evaluation.
• C-target and content of training.