I think these two motivation theories are very important to the organization. Motivation is a process in which people choose alternative forms of behavior to achieve personal goals. We can study different theories of motivation. It can categorize two major types.
Content Theory of Motivation:
Content theories try to
identify what our needs are and related motivation to the fulfilling of these
needs. We can identify the following theories including content theories of
motivation.
- Maslow’s Hierarchy of Needs Theories
- Herzberg’s Two Factor Theory
- Alderfer’s Modified Needs Hierarchy Theory
- X Y Theory
Process Theory of Motivation:
Process theories try to
identify the relationship among the dynamic variables, which make up
motivation. We can identify the following theories including process theories
of motivation.
- Expectancy Theory
- Equity Theory
- Goal Theory
- Attribution Theory
Herzberg’s Two Factor Theory
Herzberg identified
that there were two different sets of factors affecting motivation and work.
These factors are hygiene factors and motivators.
Hygiene factors will
cause dissatisfaction. It is concerned with the job environment and extrinsic
to the job itself. Herzberg identified hygiene factors pay, working conditions,
company policy, status, work environment, interpersonal relations etc. These
factors are called hygiene or maintenance factors.
Motivator factors serve
to motivate an individual to superior effort and a high level of performance.
These factors are related to the job content of the work itself. Motivator
factors identified factors such as recognition, achievement, responsibility,
work position and advancement. These factors are called motivators and growth
factors.
In countries with great power distance, "supervision" should not be seen as a hygiene factor, because in these cultures the dependence on stronger individuals is an important need which can be an important motivator. In countries with intense uncertainty avoidance aspects related to the "rule and management of the organization" should not be viewed merely as hygiene factors, because of the motivating potential this aspect may have in those cultures.
Equity theory
Equity theory focuses
on people's feelings as to how fairly they have been treated when compared with
the treatment received by others in similar positions. This is represented as
follows.
Both the inputs and
outputs of an individual and another are based on the individual's perception.
Examples of perceived variables are age, gender, education, social status,
organizational status, qualifications, and how hard a person works. Outcomes
primarily consist of rewards such as pay, status, promotions, and intrinsic
interest in the job.
When the ratio of a
person's total outcomes to total inputs equals the perceived ratio of relevant
other person's total outcomes to total inputs, there is equity. Equity theory
is embraced in the United States, but in the former socialist countries of
Central and Eastern Europe, workers expect their rewards to reflect their
interests as well as their performance. This is why US wage practices are
considered unfair in these countries. For example,
- Power Distance: An index that describes the extent to which less powerful people in organizations accept and expect that power is distributed unequally. A higher index number suggests that hierarchy is established and executed in society, while a lower index would indicate that people question authority in that culture.
- Individualism: This measures the degree to which people in a society are integrated into groups. The United States scores very high in this category.
- Long-term Orientation vs. Short-term Orientation: This measures the degree to which a society honors tradition. A lower score indicates traditions are kept, while a higher score indicates that society views adaptation and problem-solving as a necessary component of their culture. Asian cultures have a strong long-term orientation, while Anglo countries, Africa and Latin America have a shorter-term orientation.