Theory of Motivation
Different Types of Motivation Theories
07/08/2009
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Part 3
Does money motivate people effectively? In part 1 of this series on HR theories of motivation, we answered that question. No.
Well, if not money, how do we create an environment where people are motivated?
Check part 2. The key: create productive work relationships.
But people are different; so how do we build productive work relationships with all types of people? In this last installment on workplace motivation, we’ll cover some of the main theories for how various people motivate themselves.
Of the many different types of motivation theories, I would like to highlight three that are of particular use:
1.David Merrill and Roger Reid’s work on the four personal styles
2.David McClelland’s theory of motivation involving three basic needs: achievement, power, and affiliation
3.Fredrick Herzberg’s work on money as a demotivator at work
There are many more good motivation theories – Maslow, Myers-Briggs, etc. – but I’ve found these three to be most useful in managing groups.
The Power of Intrinsic Motivation
Do you fret over losing your top employees? Feel confident you're paying and managing them better than anyone else in your industry. View our webinar Employee Retention: High Impact Performance Management for Engaging and Retaining Your Top Performers and get ahead of the competition.The starting point for all three different types of motivation theories is that they are built on the concept that intrinsic motivation is much stronger than extrinsic. This bedrock fundamental is perhaps the most powerful concept to apply in your work; see my post on top employee motivators for a more thorough review of incentive plans.
Briefly, it means that to get great results, you need people to be intrinsically interested in their work. Your efforts to control, set expectations, and reward people are
07/08/2009
inShare.0Share | Employee Motivation in the Workplace: Different Types of Motivation Theories
Part 3
Does money motivate people effectively? In part 1 of this series on HR theories of motivation, we answered that question. No.
Well, if not money, how do we create an environment where people are motivated?
Check part 2. The key: create productive work relationships.
But people are different; so how do we build productive work relationships with all types of people? In this last installment on workplace motivation, we’ll cover some of the main theories for how various people motivate themselves.
Of the many different types of motivation theories, I would like to highlight three that are of particular use:
1.David Merrill and Roger Reid’s work on the four personal styles
2.David McClelland’s theory of motivation involving three basic needs: achievement, power, and affiliation
3.Fredrick Herzberg’s work on money as a demotivator at work
There are many more good motivation theories – Maslow, Myers-Briggs, etc. – but I’ve found these three to be most useful in managing groups.
The Power of Intrinsic Motivation
Do you fret over losing your top employees? Feel confident you're paying and managing them better than anyone else in your industry. View our webinar Employee Retention: High Impact Performance Management for Engaging and Retaining Your Top Performers and get ahead of the competition.The starting point for all three different types of motivation theories is that they are built on the concept that intrinsic motivation is much stronger than extrinsic. This bedrock fundamental is perhaps the most powerful concept to apply in your work; see my post on top employee motivators for a more thorough review of incentive plans.
Briefly, it means that to get great results, you need people to be intrinsically interested in their work. Your efforts to control, set expectations, and reward people are