Employee Motivation Theories
Mary Gordon
South University Online
Employee Motivation Theories
Employee motivation is important to company owners; the more motivated an employee, the better quality of their work. Maintaining employee motivation is harder said than done. There are many theories and ideas of how to motivate an employee. The four that interest me most is the goal-setting theory, the equity theory (otherwise known as organizational justice), employee involvement and job design.
The first theory that caught my eye was the goal-setting theory because it is one way that I motivate myself. I have a list of goals, both short and long term, which I have for myself to accomplish. Dr. Locke and Dr. Latham researched this theory for quite some time. In that time they identified five elements that are required in order for one to achieve their goals: clarity, challenge, commitment, feedback, and task complexity. If I were in a management position, I would use the goal-setting theory by setting clear goals for my employees. By setting clear and measurable goals it will lead to “higher performance” (Pavey. 2014 para. 18). Rewarding the employee or employee in a way that makes them feel valued and accomplished is another strategy that is listed. Friendly competition between the employees is also something that I would use. There are some individuals that thrive on competition. Providing feedback that is “objective, useful and positive” (Pavey. 2014 para. 21) is another way to utilize the goal-setting theory. I would have a schedule for regular feedback if it was necessary. Finally, I would give my employees the opportunity to set their own goals to meet. The freedom to set their own goals would give them the sense of control and are more likely to accomplish the goals they set for themselves.
The second theory that I would utilize is the equity theory, which is a theory that says “that individuals compare their job inputs and outcomes...