Workplace Motivation Theories

There are numerous different workplace motivation theories out there. Portolese (2015) give a brief overview of some of these theories including progression of job withdrawal, the Hawthorne studies, Maslow's hierarchy of needs, Herzberg's two-factor theory, McGregor's X-Y management theory, and the carrot and stick theory. Some of these theories are older than others, while some hold more water and are more applicable in today's workforce.

One theory that I believe is not as effective in the modern workforce is the carrot and stick theory. Portolese (2015) states that managers who use the stick approach use punitive actions when a job is not done satisfactorily, and managers who use the carrot approach use rewards for a job well done (p. 154). Both approaches may yield some short term motivation, but are often ineffective and can have unfavorable results in the long term. This is because the stick approach is seen as negative reinforcement by employees, and the carrot approach offers rewards that may become expected and lose their motivating ability.

One theory that I wholeheartedly believe in and may be more applicable to today's workforce is Herzberg's two-factor theory. Portolese (2015) explains that this theory is based on two types of factors that contribute to employee motivation: hygiene factors and motivation factors. Hygiene factors are more basic needs such as salary, work conditions, company policies, and workplace relationships. Motivation factors are higher level needs such as recognition, achievement, growth, and advancement (p. 153). One study of police officer retention reinforces the application of Herzberg's theory by placing high value on intrinsic factors of job satisfaction and work environments (Monk-Turner, O'Leary, & Sumter, 2010, p. 176). This theory is highly effective in the modern workforce because it addresses the needs of the employee as a way to truly motivate them. Managers need to get to know their employees, understand their needs, and take action on them if the want to increase motivation in the workplace.

References

Monk-Turner, E., O'Leary, D., & Sumter, M. (2010). Factors shaping police retention: Does Herzberg's theory of satisfaction hold. The Police Journal, 83, 164-180. doi:10.1350/pojo.2010.83.0.494

Portolese, L. (2015). Human resource management. Washington, DC: Flat World Knowledge.