Theories of Motivation Research

Motivation and theories of motivation are one of the most researched and written-about subjects in organizational sciences. Motivation theories are broadly categorized into process and content theories (Miner, 2015). Content /needs theory seek to answer the question “why” human behavior is motivated. They attempt to identify what needs are and link motivation to the achievement of these needs. They are: Vroom’s expectancy theory, Skinner’s reinforcement theory, Locke’s goal setting theory, and Adam’s equity theory (Osabiya, 2015). These are: physiological needs, most compelling or basic needs and must be satisfied before any other need-shelter, thirst, sex, hunger and other needs of the body; safety needs-security and guard against emotional and physical harm; social needs-acceptance, friendship, belongingness, and affection; esteem needs-external factors like status, attention, recognition as well as internal factors like autonomy, achievement , and self-respect; and self-actualization-urge to become what is capable of becoming and includes self-fulfillment, growth and achieving one’s potential (Güss, Burger, & Dörner, 2017).

Maslow calls the last three mentioned needs (social, safety and physiological needs) lower-order needs and the first two mentioned needs (esteem and self-actualization) upper/higher-order needs (Stoyanov, 2017). The moment a person is satisfied with the lower-order needs, giving surplus will not influence his motivation. Instead, the person advances up the rank to another and the need coming next serve as a motivating factor. Accordingly, to stimulate an employee and impact positively on his or her behavior, the director should focus his attention on the next higher rank need that requires fulfillment. The study has widened the knowledge of job satisfaction and motivating factors at the place of work. From this study, Herzberg found out that employees have two types of needs: Hygiene and Motivator factors.

Hygiene otherwise satisfiers include fringe benefits, salary, and working condition. He argued that these factors (Hygiene) in its entirety do not result in job satisfaction through their absence can lead to dissatisfaction. On the other hand, Motivator factors include responsibility, an opportunity for growth, recognition, and achievement (Alshmemri, Shahwan, & Maude, 2017). Identified 5 sets of individual needs (according to their importance) and their fulfillment in stimulating workforce. Referred to Motivating and Hygiene factors. Motivators stimulate employees while hygiene factors are dissatisfiers. No hierarchical arrangement of needs Nature Simple and descriptive, based on long experience about individual needs More prescriptive. Proposes motivating factors that can be employed appropriately. Maslow's theory of human needs serves as a good guide to improve one's self. Even though he updated his work later in the 1960s and 1970s, the principles from the five original needs are still applicable.

By understanding your personal needs, one can better improve herself or himself. In a classroom setting, this theory applies and helps me understand and evaluate lesson plans, educational plans, and courses. At the physiological level, the school offers breakfast and lunch programs that ensure that the basic needs of learners are well met. In conclusion, in examining theories of motivation, it is crystal clear that while the name of theories and theorists change, less has been added to our knowledge of what motivates us. The two main classifications are process and content and the number of sub-classes that are performed to each class doesn’t change the manner in which it influences the person or their response. Hence, my conclusion is that as more is known about motivation, the more we know the psychology and physiology of mankind.