4 Motivation Theories to Help Improve The Health and Efficiency of Your Team
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Feeling apathetic, torpid, or unmotivated? Or, have somebody in your staff who feels that means? We’re all the time on the lookout for methods to keep centered, however typically life can get in the best way. Unmotivated staff do not be ok with their very own work. And, they’re an actual headache for managers, who discover that they develop into a supply of poor communication and lagging morale for others. Left to fester, loss of curiosity or job satisfaction can have an effect on the tradition of the entire firm. So, how can leaders and HR managers inspire an apathetic member of the staff?

In this text, we clarify 4 main ideas in psychology: The Motivator Hygiene Theory, the Job Characteristics Model, the Hierarchy of Needs Model, and the PERMA Model.

We make clear the rising shift from worker wellness perks like free meals and bean baggage to extra intrinsic, private development drivers of motivation, like digital psychological well being instruments or management coaching. Read on for why these psychological theories matter within the office, and how one can construct them into your staff’s day by day success.

What motivates staff?

Theory 1: Motivator Hygiene Theory

One of probably the most well-known theories of work motivation is the Motivator Hygiene Theory proposed by Frederick Herzberg. Hertzberg claimed that a very powerful query to ask when attempting to verify what motivates staff is: “What do employees really want out of their work experience?”

‍In the late Fifties, Herzberg surveyed quite a few staff to discover out what specific work parts made them really feel exceptionally good or exceptionally dangerous about their jobs. Herzberg compiled a listing of sure job components that had been constantly associated to each job satisfaction and job dissatisfaction. Herzberg stated that there have been two main parts concerned in worker motivation and dissatisfaction.

‍1. Motivating components (job satisfiers)

These are primarily intrinsic motivators that lead to job satisfaction, like enjoyment or a way of accomplishment.  Some examples of motivating components are achievementrecognition, the work itself, accountability, development, skilled growthprivate development, or the flexibleness to make money working from home.

‍2. Second, hygiene components (job dissatisfiers)

These are extrinsic motivators, parts of the work surroundings reminiscent of cheap pay, clear workplaces, or snack pantries. Some examples of hygiene components are the corporate coverage, supervision, working situations, interpersonal relationships at work, wage and worker advantages, and job safety.

‍One of probably the most fascinating points of Herzberg’s examine is the implication that the reverse of job satisfaction shouldn’t be job dissatisfaction. Herberg believed that correct administration of hygiene components may forestall worker dissatisfaction, however that these components can’t function a supply of satisfaction or motivation. For instance, good working situations could preserve staff on the job but it surely won’t make them work more durable. But, dangerous working situations, that are job dissatisfiers, could make staff give up.

‍According to Herzberg, a supervisor who desires his staff to be motivated should present motivating components and satisfiers. A job with many satisfiers will normally inspire staff, present job satisfaction, and immediate efficient efficiency. But an absence of job satisfiers doesn’t all the time lead to dissatisfaction and poor efficiency; as a substitute, an absence of job satisfiers could merely lead to staff doing an satisfactory job, somewhat than their greatest.

‍The most important half of Herzberg’s idea is that intrinsic motivation is way more necessary than extrinsic motivation. Therefore, investing in instruments that may help an worker’s private and skilled growth, whether or not wellness advantages or management coaching instruments, could make all of the distinction between somebody who does the naked minimal and goes above and past.

Theory 2: Job Characteristics Model

Make work attention-grabbing

Greg R. Oldham & J. Richard Hackman additionally proposed a vital idea to improve worker satisfaction and motivation. They proposed that when an worker loses curiosity of their function, it impacts their motivation ranges and, finally, their productiveness. Loss of curiosity may very well be for a quantity of causes, reminiscent of beginning to discover the work monotonous or that the work shouldn’t be difficult sufficient for his or her specific talent set. Oldham and Hackman realized that repetitive duties resulted in a demotivated workforce, who had been really far much less productive than that they had been earlier than.

Therefore, they launched the Job Characteristics Model which was primarily based on the concept that the important thing to sustaining motivation is within the job itself. They discovered that mundane duties diminished motivation and productiveness, and diverse duties improved them. They recognized a very powerful points of a job that staff discover motivational: 

‍1. Skills selection

Do duties fluctuate and are they difficult? Or are they monotonous and too straightforward?

2. Task id

Do duties have an outlined starting, center, and finish? Without this readability it’s arduous to obtain satisfaction of an attained aim. 

3. Task significance

Does the worker really feel that their function has that means and objective?

4. Task autonomy

Can staff have a say in how they perform their work? 

5. Job suggestions

Are staff receiving suggestions, criticism, and reward on their efficiency? 

‍According to Oldham and Hackman, if a job is consciously created to be diverse and significant, with lots of two-way communication, the worker will probably be extra engaged with their function, and they will even have an elevated sense of accountability for his or her work outcomes. Interestingly, to hyperlink this again to the earlier idea on satisfiers and dissatisfiers, communication may be seen as each. 

Great communication can inspire via readability, significance, suggestions, and autonomy. But poor communication, reminiscent of via conflicts, put-downs, uncertainty, or micro-managing, is usually a large dissatisfier. So, investing in instruments that increase communication abilities throughout the corporate can’t solely decrease attrition (by eradicating dissatisfaction) but in addition increase motivation (by elevating satisfaction). 

Theory 3: Hierarchy Of Needs

Make staff really feel social belonging and self success

Abraham Maslow’s idea of Hierarchy of Needs may also be translated into the office to assist inspire staff. According to Maslow, all of us try to go up this “hierarchy,” first protecting primary wants like meals and shelter, then transferring upward via belonging, achievement, and lastly, self actualization. One can’t progress to the following degree except the one under it’s met.

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‍1. Physiological

The lowest and most simple degree and want that should be met is physiological. This consists of entry to a restroom, a spot to entry ingesting water, breaks to eat meals and snacks, and a snug working surroundings. The subsequent degree is security, which can also be an important want that may impression total satisfaction with the office. It is essential that an worker feels that their bodily security is valued and prioritized. An worker wants to really feel that their assets and private property are secure and protected.

‍2. Safety

Emotional security can also be necessary. An worker can lose motivation in the event that they reside in fixed worry of shedding their job due to layoffs or funds cuts. Unsteady futures may also lead to decreased morale within the office.

‍3. Belonging

The third stage of Maslow’s Hierarchy of Needs is love and belonging. In the office, this interprets to establishing relationships at work. Companies that host social actions and supply extra alternatives for relationship-building outdoors of the workplace have a tendency to have increased charges of worker engagement than firms that don’t deal with these points of a work-life stability. When an worker seems like they belong, it’s simpler for them to be motivated to work arduous and obtain outcomes.

‍4. Esteem

The fourth degree is esteem, which is the assumption that the worker is contributing to a better aim and that the contributions that they make are acknowledged. It is necessary to really feel like you might be rising, advancing, and reaching outcomes, and particularly that others are recognizing it. When an worker has confidence in themselves and their talents, and receives optimistic suggestions and encouragement, they’re extra seemingly to be motivated and succeed.

‍5. Self Actualization

The closing and highest degree within the hierarchy is self-actualization. This interprets to maximizing a person’s potential at work. An individual finally desires to really feel that they’re doing the very best that they will within the place that they’re in, and this helps them to really feel motivated to proceed on of their profession path and finally succeed. A self-actualized worker feels empowered and trusted, which inspires development and engagement. One of a very powerful keys to be sure that staff can attain this aim is to give them alternatives that enable them to succeed. Employers ought to be sure that they’re specializing in creating their staff’ abilities and talents whereas serving to them discover methods during which they will advance as leaders. To really feel self-actualized, an worker ought to really feel challenged with out feeling overwhelmed or overloaded.

‍The most necessary side of Maslow’s Hierarchy of Needs when it’s utilized to the office is that an worker can’t really feel motivated except their primary wants are met. So, employers have to meet an ordinary of pay, equality, respect, and so forth. Then, to actually inspire staff, firms want to present them a path to get to self-actualization, the head all of us try for. This entails alternative for private development and giving again. 

Theory 4: PERMA Model

Positive feelings, relationships, and that means contribute to achievement

Martin Seligman proposed the PERMA Model to assist inspire staff. PERMA stands for Positive emotion, Engagement, optimistic Relationships, Meaning, and Accomplishment/Achievement. These 5 classes are utilized to the office and they’re important for workers to have lengthy lasting effectively being and motivation at work. Positive emotion reminds us that to expertise effectively being, for each destructive emotion that we really feel, we want three optimistic feelings to proceed the present state of happiness.

Therefore, if an employer wants to give his/her worker critique, they need to additionally say three good issues concerning the worker so the worker can proceed to be motivated. Secondly, staff want to have “Engagement” of their work or duties that they’re required to do. Engagement in work creates a “flow” during which staff discover themselves having fun with and concentrating on their work.

‍The reverse of engagement is distraction, so it’s essential to take away as many distractions and interruptions as doable. Engagement will assist the worker stay motivated. Afterwards, we want to create relationships and resolve battle within the office. Most individuals will spend a majority of their life at work, and optimistic relationships with variety, empathetic leaders, colleagues and purchasers will assist to inspire and encourage.

The subsequent side of PERMA is Meaning. Employees want to really feel that there’s that means and objective to the job that they’re doing. If they really feel that their job is pointless, they won’t be motivated to work on it. Lastly, staff want Achievements and Accomplishments to really feel motivated of their work. Employers ought to strive to give fixed suggestions to their staff to present that they acknowledge their good work. These 5 classes of PERMA will assist promote productiveness and motivation within the office. 

‍In all circumstances of motivation, worker wellness and studying and growth are important

Whether you favor the Motivator Hygiene Theory, the Job Characteristics Model, the Hierarchy of Needs Model, or the PERMA Model, these many theories reveal that throughout the board, bean baggage and free meals are removed from the very best methods to inspire staff. Especially within the distant work world of COVID-19, firms want to discover progressive and digital methods to inspire staff.

Especially among the many fashionable Gen-Z and Millennial staff, motivating with office wellness is turning into the norm. With new applied sciences like remedy apps, firms can use this time to put money into the expansion and success of their individuals: a real intrinsic motivator for elevated productiveness, effectivity, satisfaction, and retention.

Previously printed at https://www.lifeintelligence.io/blog/how-companies-can-use-psychology-to-manage-motivate-teams


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