Different Motivation Theories: Normally some combination of these theories is present in yourself and those you work with.

Reading Time: 4 mins.

Summary: If you can understand more about what is motivating someone (I’ve found for myself personally and for others it’s normally some combination of multiple theories) then it’s easier to 1. Work with them and / or 2. Suggest that perhaps another form or combination of motivation theories might fit. 

• I don’t think there is ‘one theory of work motivation to rule them all’. I think over time different things have mattered to me and that I’ve evolved. But also, different tasks I do for different reasons.  

• For the people I’ve worked with, I believe that I’ve seen basically all of these theories of motivation be prevalent. People on the same team doing very similar things can have very different motivations… and that can be a very good thing! 

• Also, different types of roles often better fit with different theories of motivation. 

A selection of different work motivation theories - I hope you find it useful!

• Frederick Taylor (early 1900s)

  • Theory: Scientific Management

  • Focuses on optimizing and simplifying jobs to increase productivity. Emphasizes the role of monetary incentives in motivating workers.

• Elton Mayo (1920s-1930s)

  • Theory: Hawthorne Effect

  • Found that workers' performance increased when they believed they were being observed. Emphasized social factors and human relations in the workplace.

• Abraham Maslow (1940s-1950s)

  • Theory: Hierarchy of Needs

  • Proposed a hierarchy of human needs, from basic physiological needs to self-actualization. Suggested that once a need is met, the next one becomes the primary motivator.

• Frederick Herzberg (1950s-1960s)

  • Theory: Two-Factor Theory (Motivation-Hygiene Theory)

  • Identified two sets of factors affecting motivation: hygiene factors (e.g., salary, job security) and motivators (e.g., achievement, recognition).

• Douglas McGregor (1960)

  • Theory: Theory X and Theory Y

  • Theory X assumes workers are inherently lazy and avoid responsibility, while Theory Y believes workers are self-motivated and seek responsibility.

• David McClelland (1960s)

  • Theory: Need for Achievement, Affiliation, and Power

  • Proposed that these three needs influence individual motivation and behavior in different ways.

• Victor Vroom (1964)

  • Theory: Expectancy Theory

  • Suggests that motivation is influenced by the expected outcome of an action and the value the individual places on that outcome.

• Edwin Locke (1960s-1970s)

  • Theory: Goal Setting Theory

  • Argued that clear goals and feedback motivate employees. Specific and challenging goals lead to higher performance.

• John Stacy Adams (1965)

  • Theory: Equity Theory

  • Employees are motivated by fairness. If they perceive inequities (e.g., they're paid less than coworkers for similar work), they'll be demotivated.

• Albert Bandura (1980s)

  • Theory: Self-Efficacy Theory

  • The belief that one has the capabilities to execute the behaviors required for specific performance accomplishments.

• Teresa Amabile (1980s-1990s)

  • Theory: Componential Theory of Creativity

  • Intrinsic motivation is a crucial component for creativity in the workplace.

• Richard Ryan & Edward Deci (1980s-2000s)

  • Theory: Self-Determination Theory (SDT)

  • Suggests that people have innate psychological needs for competence, autonomy, and relatedness. When these needs are met, it leads to enhanced motivation, performance, and well-being.

• Amy Wrzesniewski & Jane Dutton (2000s)

  • Theory: Job Crafting

  • The idea is that employees mold and redefine their job to make it more meaningful. By doing so, they can find greater satisfaction and motivation in their work.

• Adam Grant (2010s)

  • Theory: Prosocial Motivation

  • Argues that individuals are motivated not just by external rewards or personal benefits, but also by the desire to benefit others. When people see the direct impact of their work on others, they tend to be more motivated.

• Daniel Pink (2010s)

  • Theory: Drive

  • Argues that autonomy, mastery, and purpose are more effective motivators than external rewards or punishments, especially for tasks that require cognitive skills.
    
    

If you only take away one thing

• "The test of a first-rate intelligence is the ability to hold two opposed ideas in mind at the same time and still retain the ability to function." — F. Scott Fitzgerald

• Jingle 1: From many a theory, insights we glean, diverse motivations in life's vast scene.

• Jingle 2: With varied lenses to view what's behind, a broader understanding of motivation we find.