Theories on Motivation at work

THEORIES OF MOTIVATION
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When we understand how we use motivation and what motivates us, we can better understand how others use motivation. Given this, which content theory and which process theory appeals to you the most? Explain why. The basic premise of content theories is that humans have needs and when these needs are not satisfied, humans are motivated to satisfy the need (Black, Gardner, Pierce, & Steers, 2019). The theories posit that individuals will be motivated to achieve the things they need. Thus, to motivate them, you set goals for them, and upon attainment, they are rewarded with the things they need. By understanding what an individual’s needs are, you can know how to best motivate them. The anatomy of content theories fronted by Maslow in his Hierarchy of Needs Theory, Alderfer’s ERG theory, McClelland’s Theory of Needs, and Herzberg’s Two factors Theory are pegged on different human needs classifications various settings. Process theories of motivation explain why behaviors are initiated (Black, Gardner, Pierce, & Steers, 2019). Process theories follow a more psychological and behavioral process to model ways on how to motivate individuals. Rather than focusing on what individuals needs, they focus on the processes and how best to improve the process to motivate individuals. Process motivation theories focus on the mental process by which individuals choose certain topics and the mechanism by which individuals choose to attain those targets (Black, Gardner, Pierce, & Steers, 2019).  Some of the theories under this category are; Skinner's Reinforcement Theory, Vroom’s Expectancy Theory, Adam’s Equity Theory, Locke’s Goal Setting Theory. The Content theory which appeals to me most is the Herzberg Two Factor Theory. Herzberg makes a clear distinction between satisfying and motivating factors. In the theory, he explains that the opposite of satisfaction is not dissatisfaction in a work environment. Satisfying factors go into factors that are involved in doing the job. Such factors include working conditions, security among others. If these factors are not met, they make the workplace unhappy and workers dissatisfied. Fulfilling them makes the workplace happy but not necessarily motivating them. On the other hand, motivating factors are centered on the elements that lead to an individual’s personal growth. Such factors include recognition, advancement, work itself, among othe...