Have you ever wondered what factors affect how much employees dedicate themselves to work?

These factors form what is called motivation. Motivation is a phenomenon that guides and shapes how employees react to particular company policies, how they would fare in various situations, and predict employee job satisfaction.

Most motivation theories are limited; however, managers should understand the key concepts in these theories and piece them together to grasp a deeper understanding of employee job satisfaction and motivation.

Popular Motivation Theories and its Practical Application:

1.     Motivation through Incentives – Incentive theories propound that employees are motivated by external factors and rewards. Proponents of these theories make it clear that employee job satisfaction is the result of providing proper incentives that fit the needs and wants of employees.

A popular incentive theory is Herzberg’s two-factor theory, which explains that employee job satisfaction is affected by two types of factors that should be present in work environments. These two factors include hygiene factors and satisfiers. Hygiene factors include working conditions, job security, company policies, and salary. Meanwhile, satisfiers include factors such as reward systems, sense of achievement, and growth opportunities.

Most companies frame their company policies following incentive theories. As such, managers are encouraged to identify what are the needs of their employees and ensure that these needs are satisfied. The work environment, company policies, and the reward system are important considerations when applying incentive theories.

You should talk to your employees and try to get to understand their backgrounds, aspirations, and goals. Only then, can you design incentive schemes that would fit their needs.

The more personalized the incentive scheme, the better.

2.     Intrinsic Theories of Motivation – While incentive theories mainly focus on external factors that affect employee job satisfaction, intrinsic theories argue that managers and company administrators are not enough to motivate people.

Motivation is an intrinsic factor and only the employees themselves can generate things that motivate them.

A popular intrinsic theory of motivation is Merrill and Reid’s personal styles categorization, wherein they group employees according to their personalities such as drivers or power players, intuition-oriented employees, and team players. Each personality has different sets of motivations. Drivers, for example, are motivated by power and achievement.

Intrinsic theories of motivation teach managers that at times, good salary systems are not enough to motivate employees.

While motivation must come from within, managers should understand that a good working environment, with facilities conducive for work, is essential in intrinsic motivations. Intrinsic theories also explain that it is best for employers to get to know candidates during the hiring process.

Are they team players or drivers? In this way, you can group employees according to their personalities, their likes and interests, and ensure employee job satisfaction in your company.