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A common distinction among theories of motivation is between content theories and process theories. Content theories attempt to identify and describe the internal factors that motivate people, such as different types of needs, drives, and desires. They examine which goals motivate people.
Hygiene factors (e.g. status, job security, salary, fringe benefits, work conditions, good pay, paid insurance, vacations) that do not give positive satisfaction or lead to higher motivation, though dissatisfaction results from their absence. The term "hygiene" is used in the sense that these are maintenance factors.
Humans are motivated by additional factors besides wage incentives. [27] Unlike the rational theory of motivation, people are not driven toward economic interests per the natural system. For instance, the straight piecework system pays employees based on each unit of their output.
The expectancy theory of motivation explains the behavioral process of why individuals choose one behavioral option over the other. This theory explains that individuals can be motivated towards goals if they believe that there is a positive correlation between efforts and performance, the outcome of a favorable performance will result in a desirable reward, a reward from a performance will ...
Giving positive feedback on a task served only to increase people's intrinsic motivation and decreased extrinsic motivation for the task. Vallerand and Reid [35] found negative feedback has the opposite effect (i.e., decreasing intrinsic motivation by taking away from people's need for competence). In a study conducted by Felnhofer et al., the ...
“Every choice gives you a chance to pave your own road. Keep moving. Full speed ahead.” — Oprah Winfrey “Leadership means that a group, large or small, is willing to entrust authority to a ...
Employee motivation is an intrinsic and internal drive to put forth the necessary effort and action towards work-related activities. It has been broadly defined as the "psychological forces that determine the direction of a person's behavior in an organisation, a person's level of effort and a person's level of persistence". [1]
Theory X and Theory Y are theories of human work motivation and management. They were created by Douglas McGregor while he was working at the MIT Sloan School of Management in the 1950s, and developed further in the 1960s. [1] McGregor's work was rooted in motivation theory alongside the works of Abraham Maslow, who created the hierarchy of needs.