The key to motivating workers is to build productive work relationships.
However, different people respond differently, which means there needs to be more than one type of motivator. While there are many different types, we will look at the three most important motivators in the workplace.
This article identifies types of employee motivation and discusses the importance of motivation in the workplace.
Motivation in the Workplace: Different Types of Motivation in Workplaces – 3 Theories
There are some types of workplace motivators and they all may serve different purposes.
1. Work Motivation: Theory #1 – Personal Styles
Merrill and Reid identified four personal styles that motivate people.
Driver – Action Orientated
Focus is placed on the present and direction action, with minimal concern for cautionary action with relationships.
This group prefers to control and tell.
Expressive – Intuition Orientated
Focus is place on involving others and future time frames. Isolation is rejected and there is minimum concern pertaining to routines.
This group prefers to emote and tell.
Amiable – Relationship Oriented
Focus is placed on relating and supporting the current time frame.
There is very little concern pertaining to affecting chain and conflict is rejected. This group prefers to emote and ask.
Analytical – Thinking Oriented
Focus is placed on cautious actions, the historical time frame, and getting things right.
There is minimum concern for relationship and there is a tendency to reject being wrong. This group prefers to control and ask.
To assist people feel attached with their work, and to organize their work to meet their personal style.
2. Motivation in Workplace: Theory #2 – McClelland’s Theory of Motivation
Three styles were identified.
Achievement – nArch
The goal is to excel.
He/she may avoid low and high-risk results to pursue success that’s meaningful.
Power – nPow
Seek personal power or institutional power.
They like to direct others and those who are focused make good managers.
Affiliate – nAff
The goal is to work harmoniously with others, to accept others and be accepted.
They are most comfortable conforming to the norm.
To assist people connect with their work, and to arrange their work to meet their major needs.
The power need correlates to Theory #1’s driver, and the affiliation need to the amiable. The achievement need is the new addition focusing on high achievers and the need to be around like-minded people.
3. Motivation at Workplace: Theory #3 – Money as a De-Motivator
The clinical psychologist Frederick Herzberg was the pioneer of job enrichment.
He proposed the two-factor theory of job satisfaction, called the Motivation-Hygiene Theory. According to this theory, there are two factors that influence people.
- Company policy & administration
- Pay & benefits
- Physical environment
- Job security
- Relationships with co-workers
To create an environment in which people will motivate themselves once their hygiene factors are taken care of.
If you do not take care of their motivator factors employees will become de-motivated. There is no need for an exceptional physical environment. Adequate will do – anything more will not increase employee motivation. Let the motivational factors work to benefit the company. It’s here were the upside can be found, compared to the hygiene factors, which have a downside if not carried out well, but have no actual upside.
Workplace Motivational Theory – Summary
The simplicity of employee motivation can be seen here:
- You cannot motivate people
- You can offer an environment where individuals are able to motivate themselves
- Apply what you are aware of to strengthen individual work environments
- Focus on intrinsic motivation factors
- Work on building sold work relationships