Overview: Theories of Motivation

Theories of Motivation
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Theories of Motivation
Introduction
Theories in the field of organizational behavior play an integral role in guiding leaders on the best possible way to attain success. Employees are key to organizations’ success, and leaders always face the challenge of seeking optimal productivity from them. Different scholars in the 20th century came up with many theories trying to explain the aspects that motivate employee productivity. The three theories developed in the second part of the 20th century to explain employee behavior are the goal-setting theory, the expectancy theory, and the reinforcement theory.
Overview of the Theories
Goal-setting Theory
Fronted by Edwin Locke, the goal-setting theory posits that when an organization sets challenging, specific, and attainable goals for its employees, it results in motivation that stimulates performance (Kilroy, 2019). The key aspect in this theory is the presence of goals that employees seek to achieve, which motivate them to put effort into their work. Kilroy (2019) noted that the relationship between goal setting and organizational performance could be strengthened by goal importance, goal commitment, feedback, and self-efficacy. The author also points out using the SMART framework when setting goals is significant to the theory.
Expectancy Theory
Victor Vroom initially put forward expectancy theory, and it states that the behavior of employees is motivated by anticipated consequences (Gitman et al., 2018). This means that a person chooses to behave in a particular way if behaving so results in a particular expected result (Gitman et al., 2018). The theory has three components that include expectancy, instrumentality, and valence. Expectancy refers to the person’s belief that exerting effort will help attain the intended goals. This belief is based on the person’s confidence, experience, and perceived goal difficulty (Lumen Learning, n.d.). Instrumentality refers to the belief that they will receive the anticipated outcome if a person meets the performance expectation. Valence refers to the unique value a person associates with a specific outcome and is influenced by factors such as preferences, needs, and values (Lumen Learning, n.d.). With this understanding, expectancy theory can help managers find the best methods to motivate employees based on the outcomes.
Reinforcement Theory
The reinforcement theory by B.F. Skinner is based on a simple premise: a person’s behavior is determined by the consequences of engaging in that behavior (Gitman et al., 2018). In this case, the desired behavior is promoted and enabled by a specific outcome associated with the behavior. As noted by Lumen Learning (n.d.), the theory is characterized by four inputs that include positive punishment, negative punishment, positive reinforcement, and negative reinforcement. When positive reinforcement is implemented, the goal is to increase the frequency of a particular desired behavior. In this case, the desired behavior is rewarded. On the other hand, negative reinforcement is applied to discourage particular undesired behaviors.
Similarities among Theories
Although different scholars developed the theories, some similarities cut through them. A major similarity is the presence of goals. All three theories intend to motivate employees towards attaining a particular goal, desired outcome, or consequence. In goal-setting theory, the defining feature is the presence of goals, which are specific and challenging. In this theory, the presence of such goals motivates employees to engage and perform better. Consequences also characterize the expectancy theory. The consequences, which can also be goals, determine how an employee behaves. The reinforcement theory also focuses on a particular desired goal, and it is the behavior associated with that goal that is rewarded and reinforced. Therefore, in all three theories, the goal is to promote a particular behavior that is linked to certain outcomes.
Another major similarity among the theories is that they are process-based as opposed to needs-based. As noted by Lumen Learning (n.d.), process-based theory considers human behaviors based on predictable processes of situational or environmental analysis. Holbrook Jr. and Chappell (2019) point out that these theories address motivation based on how decisions and cognitions affect behavior. In process-based theories, employees examine their environment, develop reactions, and respond in particular expected ways. In expectancy theory, the employee examines the anticipated result of engaging in a particular behavior, which determines whether they will engage in the behavior. Similarly, in the reinforcement theory, the behavior of the employee is influenced by particular environmental or situational factors. According to Bartz (2020), in expectancy theory, behavior is perceived to be influenced by the environment. In goal-setting theory, the presence of challenging and specific goals influences employee behavior. Just as in expectancy and reinforcement theory, the behavior of employees is considered to be predictable in goal-setting theory.
Another apparent similarity that characterizes the theories is the presence of rewards. Rewards appear to be a key motivator for employees, particularly in expectancy and reinforcement theories. As for the goal-setting theory, having employees engage in specific and challenging goals can be seen as a form of intrinsic reward. In this case, employees get the satisfaction of doing a good job (Manzoor et al., 2021). In expectancy theory, the employee’s behavior is based on the value they place on the behavior results. If the employees perceive that their efforts are rewarded well, they are bound to work hard. This could be through a bonus or a raise. In reinforcement theory, rewards are basically used to promote certain productive behaviors. Therefore, it is quite clear that rewards, whether intrinsic or extrinsic, characterize all three theories to a great extent.
Differences among Theories
A major difference among the theories relates to the components that make each. The key components of the goal-setting theory include specific and challenging goals and self-efficacy (Lumen Learning, n.d.). As for the expectancy theory, the defining components mentioned above include expectancy, instrumentality, and valence. The components of reinforcement theory include positive punishment, negative punishment, positive reinforcement, and negative reinforcement. Therefore, while three theories all seek to improve the productivity of the employees, they do so through different approaches and components.
Another difference among theories is that while goal-setting the...