Title: Theories of Motivation and Their Application in Organizations
Headings: Theories of Motivation and Their Application in Organizations: A Risk Analysis
Theories of Motivation and Their Application in Organizations: A Risk Analysis
Hypotheses and theory
Theories of Motivation and Their Application in Organizations: A Risk Analysis
Reuben M. Badubi
Theories of Motivation and Their Application in Organizations: A Risk Analysis
1. Introduction
2. Motivation
2.1 Job Satisfaction
3. Theories of Motivation
3.1. Maslow’s Hierarchy of Needs
3.2. Herzberg’s Two-Factor Theory/Motivator-Hygiene
3.3. McGregor’s X and Y Theories
3.4. McClelland’s Need Achievement Theory
3.5. The Equity Theory
3.6. Value – Percept Theory
3.7. Vroom’s Expectancy Theory
3.8. Porter-Lawler Model
4. Risk Analysis of De-Motivated Employees in Organizations
4.1. Operational Risks
4.2. Personnel Risks
4.3. Reputational Risks
4.4. Environmental Risks
4.5. Health Risks
4.6. Financial Risks
5. Importance of Motivation in the Workplace
6. Conclusion
References
theories of motivation

Content: There are many theories of motivation, and they mostly give a relation or influence the outcomes of employee job satisfaction. There are three main theory categories, namely content theories, process theories and contemporary theories (Saif, Nawaz, Jan & Khan, 2012). Generally speaking, these theories include Maslow’s hierarchy of needs, Herzberg’s motivator-hygiene (or two-factor) theory, Alderfer’s Existence, Relatedness and Growth theory, and McClelland’s needs theory. How motivation comes about and how it leads to satisfaction is explained by process theories; theories that fall into this category include Porter-Lawler’s model and expectancy theory by Vroom. Contemporary theories of motivation incorporate equity, control and agency theory, as well as goal setting, reinforcement, and job design theory. The theories of motivation maybe categorized according to their definitions and purpose but critical analysis reveal that they are all linked, they lead to serving satisfaction in employees. The use of both content and process theories must be put into practice to motivate employees effectively. In extrinsic motivation, the factors (hygiene’s) that satisfy lower-level needs are different from those (motivators) that satisfy or partially satisfy higher–level needs. If hygiene factors (factors outside the job itself, such as working conditions, salary and incentive pay) are inadequate, employees become dissatisfied.