5 Psychological Theories of Motivation To Increase Productivity

11/13/2017 5 Psychological Theories of Motivation to Increase Productivity
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We all want to be more productive but getting motivated enough to actually get things done can seem impossible.
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Social scientists have been studying motivation for decades, trying to nd out what motivates our behaviour, how and why.
Dozens of theories of motivation have been proposed over the years. Here are 5 popular theories of motivation that can help
you increase workplace productivity
1. Hertzbergs Two-Factor Theory
The Two-Factor Theory of motivation (otherwise known as dual-factor theory or motivation-hygiene theory) was developed by
psychologist Frederick Herzberg in the 1950s.
Analysing the responses of 200 accountants and engineers who were asked about their positive and negative feelings about
their work, Herzberg found 2 factors that in uence employee motivation and satisfaction
1. Motivator factors Simply put, these are factors that lead to satisfaction and motivate employees to work harder.
Examples might include enjoying your work, feeling recognised and career progression.
2. Hygiene factors These factors can lead to dissatisfaction and a lack of motivation if they are absent. Examples include
salary, company policies, bene ts, relationships with managers and co-workers.
According to Herzbergs ndings, while motivator and hygiene factors both in uenced motivation, they appeared to work
completely independently of each other
While motivator factors increased employee satisfaction and motivation, the absence of these factors didnt necessarily cause
dissatisfaction. Likewise, the presence of hygiene factors didnt appear to increase satisfaction and motivation but their
absence caused an increase in dissatisfaction.
How to apply it to the workplace

This theory implies that for the happiest and most productive workforce, you need to work on improving both motivator and
hygiene factors.
To help motivate your employees, make sure they feel appreciated and supported. Give plenty of feedback and make sure
your employees understand how they can grow and progress through the company.
To prevent job dissatisfaction, make sure that your employees feel that they are treated right by o ering them the best
possible working conditions and fair pay. Make sure you pay attention to your team and form supportive relationships with
them.
Dont forget that all of your employees are di erent and what motivates one person might not motivate another. Paul Hebert
of Symbolist believes that bene ts packages should not be one-size- ts all
For true engagement to occur in a company you must rst remove the issues that cause dissatisfaction the baseline
bene ts o ered by the company that satisfy the hygiene needs of the employee. Then you must focus on the individual
and what they want out of their association with your enterprise.
2. Maslows Hierarchy of Needs
The Hierarchy of Needs theory was coined by psychologist Abraham Maslow in his 1943 paper A Theory of Human
Motivation.
The crux of the theory is that individuals most basic needs must be met before they become motivated to achieve higher
level needs.
The hierarchy is made up of 5 levels:
1. Physiological these needs must be met in order for a person to survive, such as food, water and shelter.
2. Safety including personal and nancial security and health and wellbeing.
3. Love/belonging the need for friendships, relationships and family.
4. Esteem the need to feel con dent and be respected by others.
5. Self-actualisation the desire to achieve everything you possibly can and become the most that you can be.
According to the hierarchy of needs, you must be in good health, safe and secure with meaningful relationships and
con dence before you are able to be the most that you can be. HOME FEATURES PRICING FAQ BLOG Login SIGN UP
Chip Conley, founder of the Joie de Vivre hotel chain and Head of Hospitality at Airbnb, used the Hierarchy of Needs pyramid
to transform his business. According to Chip, many managers struggle with the abstract concept of self actualization and so
focus on lower levels of the pyramid instead.
Conley found one way of helping with higher levels was to help his employees understand the meaning of their roles during a
sta retreat
In one exercise, we got groups of eight housekeepers at a table and asked an abstract question: if someone from Mars
came down and saw what you were doing as a housekeeper in a hotel, what name would they call you? They came up
with The Serenity Sisters, The Clutter Busters, and The Peace of Mind Police. There was a sense that people were
doing more than just cleaning a room. They were creating a space for a traveler who was far away from home to feel safe
and protected.
Conleys team were able to realise the importance of their job to the company and to the people they were helping. By
showing them the value of their roles, the team were able to feel respected and motivated to work harder.
In order to get the most out of your team, you should also make sure you support them in other aspects of their lives outside
work. Perhaps you could o er exible working hours to give employees time to focus on their families and make sure they
are paid fairly to help them feel nancially stable.
3. Hawthorne E ect
The Hawthorne E ect was rst described by Henry A. Landsberger in 1950 who noticed a tendency for some people to work
harder and perform better when they were being observed by researchers.
The Hawthorne E ect is named after a series of social experiments on the in uence of physical conditions on productivity at
Western Electrics factory at Hawthorne, Chicago in the 1920s and 30s.
The researchers changed a number of physical conditions over the course of the experiments including lighting, working
hours and breaks. In all cases, employee productivity increased when a change was made.HOME
The researchers concluded
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employees became motivated to work harder as a response to the attention being paid to them, rather than the actual
physical changes themselves.
The Hawthorne E ect studies suggest that employees will work harder if they know theyre being observed. While I dont
recommend hovering over your employees watching them all day, you could tryproviding regular feedback, letting your team
know that you know what theyre up to and how theyre doing.
Showing your employees that you care about them and their working conditions may also motivate them to work harder.
Encourage your team to give you feedback and suggestions about their workspace and development.
4. Expectancy Theory
Expectancy Theory proposes that people will choose how to behave depending on the outcomes they expect as a result of
their behaviour. In other words, we decide what to do based on what we expect the outcome to be. At work, it might be that
we work longer hours because we expect a pay rise.

However, Expectancy Theory also suggests that the process by which we decide our behaviours is also in uenced by how
likely we perceive those rewards to be. In this instance, workers may be more likely to work harder if they had been promised
a pay rise (and thus perceived that outcome as very likely) than if they had only assumed they might get one (and perceived
the outcome as possible but not likely)
Expectancy Theory is based on three elements:
1. Expectancy the belief that your e ort will result in your desired goal. This is based on your past experience, your self
con dence and how di cult you think the goal is to achieve.
2. Instrumentality the belief that you will receive a reward if you meet performance expectations.
3. Valence the value you place on the reward.
Therefore, according to Expectancy Theory, people are most motivated if they believe that they will receive a desired reward if
they hit an achievable target. They are least motivated if they dont want the reward or they dont believe that their e orts will
result in the reward.
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The key here is to set achievable goals for your employees and provide rewards that they actually want.
Rewards dont have to come in the form of pay rises, bonuses or all-expenses paid nights out (although I nd these are
usually welcomed!) Praise, opportunities for progression and employee of the month style rewards can all go a long way in
motivating your employees.
Need some inspiration? Check out these 51 inexpensive ways to reward employees from author of The Toilet Paper
Entrepreneur, Mike Michalowicz.
5. Three-Dimensional Theory of Attribution
Attribution Theory explains how we attach meaning to our own, and other peoples, behaviour. There are a number of
theories about attribution.
Bernard Weiners Three-Dimensional theory of attribution assumes that people try to determine why we do what we do.
According to Weiner, the reasons we attribute to our behaviour can in uence how we behave in the future.
For example, a student who fails an exam could attribute their failure to a number of factors and its this attribution that will
a ect their motivation in the future.
Weiner theorised that speci c attributions (e.g. bad luck, not studying hard enough) were less important than the
characteristics of that attribution. According to Weiner, there are three main characteristics of attributions that can a ect
future motivation.
1. Stability how stable is the attribution? For example, if the student believes they failed the exam because they werent
smart enough, this is a stable factor. An unstable factor is less permanent, such as being ill.
According to Weiner, stable attributions for successful achievements, such as passing exams, can lead to positive
expectations, and thus higher motivation, for success in the future.
However, in negative situations, such as failing the exam, stable attributions can lead to lower expectations in the future.

2. Locus of control was the event caused by an internal or an external factor?
For example, if the student believes its their own fault they failed the exam, because they are innately not smart enough (an
internal cause), they may be less motivated in the future. If they believed an external factor was to blame, such as poor
teaching, they may not experience such a drop in motivation.
3. Controllability how controllable was the situation? If an individual believes they could have performed better, they may
be less motivated to try again in the future than someone who believes they failed because of factors outside of their control.
Weiners Three-Dimensional theory of attribution has implications for employee feedback.
Make sure you give your employees speci c feedback, letting them know that you know they can improve and how they can
about it. This, in theory, will help prevent them from attributing their failure to an innate lack of skill and see that success is
controllable if they work harder or use di erent strategies.
You could also praise your employees for showing an improvement, even if the outcome was still not correct. For example,
you might praise someone for using the correct methodology even though the results werent what you wanted. This way,
you are encouraging employees to attribute the failure to controllable factors, which again, can be improved upon in the
future.
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21 Comments
Everything you need to know about PRODUCTIVITY HACKS

August 24, 2014 at 5:15 am Reply
[] The 5 Psychological Theories of Motivation to Increase Productivity []
BrandiS
April 23, 2015 at 2:45 am Reply
As a professional who has held numerous positions in business management I found this article very
insightful. One of the hardest things for a new managers is always attempting
HOME to gure out how to PRICING
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motivate their subordinates. One thing all successful leaders and managers realize, is that di erent people
will be motivated by di erent factors. Having a rm grasp on the motivational factors you mentioned in
your article will greatly aid anyone who leads people. I appreciate that you included a section on how to
apply the various motivational theories to the workplace. I would like to use the example the head of
hospitality at airbnb used with his housekeepers. I would like to see how our employees would label
themselves to a foreign being.
These Are the Reasons Why Your Sta Are SlackingTheOBunce Blog
August 4, 2015 at 6:11 pm Reply
[] to be a reward! It may sound like something youd do with a dog or a baby, but it is actually scienti cally
proven to work. If youve never rewarded employees who do well, it may be time to start. It could just be
that []
3 Ways to Rediscover and Kickstart Motivation | Not another arts blog

September 17, 2015 at 1:49 am Reply
[] 5 Psychological theories of motivation to increase productivity []
Why You Are Not Motivated And How To Fix It! | EconBusinessWeb
September 20, 2015 at 11:01 am Reply
[] 5 Psychological theories of motivation to increase productivity []
3 Ways Better Than Money, Promotion or Recognition to Motivate Employees - The Deadline
January 14, 2016 at 2:59 pm Reply
[] obvious methods of motivation tend to ignore the psychological needs that truly drive and motivate
employees, so it makes sense that an amalgamation of the best psychological motivators for employees
[]
3 Ways Better Than Money, Promotion or Recognition to Motivate Employees - The Black Wall Street
1921 Tulsa
[]
3 Ways Better Than Money, Promotion or Recognition to Motivate Employees - Real Wise
[]
3 Ways Better Than Money, Promotion or Recognition to Motivate Employees istrategist

employees, so it makes sense that an amalgamation of the best psychological motivators for employees is
worth []
3 Ways Better Than Money, Promotion or Recognition to Motivate Employees | News Video
[]
3 Ways Better Than Money, Promotion or Recognition to Motivate Employees | davidamos.me

[]
Lauren Deegan
Very enlightening article, but before we as managers and leaders go about motivating employees with
certain tactics its important to understand your employees. Great job with giving speci c applications of
the theories, it made it easier to understand how one could use these theories at work.
Top Tips to Improve Work Productivity | Instao ce Blog

[] to your team by motivating them. One can also ensure positive motivation by practicing various
psychological theories like the Hawthorne e ect which suggests that employees
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know theyre []
Sarah Salvo
April 5, 2016 at 6:32 pm Reply
Super thoughtful and interesting article! However, I think that sometimes all someone needs is a simple
productivity hack to help jumpstart their day or week. Id suggest creating process around the tasks you do
repeatedly. That way, the steps and outcomes are more replicable, it encourages delegation, and eases the
hand o transition between people. Heres more on that: http://blog.prialto.com/process-is-the-source-
code-for-productivity
Robert Syers
I nd myself in New territory. I have an unmotivated team due to un appreciation by senior management.
Now we have a New manager directly above me who says he has commitment and resources from above
to get what needs to be done. Done.
How do I motivate my team to set the example again, when Ive already got them there once with no
positive results? There trust is gone. So is mine. But they will never see that. It has to be for ourselves and
not the company. Ill make it all about self pride as a team. And that in other ways besides the companies
recognition, it will pay o .
Anyone ever been there before?
Mark
I think weve all been here! Id slow down, to speed up Ask your team how they would
approach things, what would they do, listen to what they say and
HOMEstart implementing
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that they suggest, even small things like co ee avours Its not about pride, its about
empowerment. You can try to be part of their team, not them part of yours.
Fatima
April 25, 2016 at 3:02 pm Reply
Can anyone tell me are these theories of motivation is called measurement of motivation too? if not then
please suggest some measurement of motivation because I dont know what they are & couldnt nd such
results.?
shawnlim
May 10, 2016 at 1:50 am Reply
This is very informative. There are too many productivity tips out there. And this is one of the best I have
seen so far. I have read about some of the theories you shared.
But not all of them going to work with everyone. Just like what you have mentioned, everyones hot button
is di erent. Some people get inspired more by fear while others get inspired more by what they want.
So we just need to learn to understand ourselves more, know what motivates us and drive us and then use
that to boost our productivity and motivation. Thanks for sharing..
3 Hidden Productivity Killers You Can Beat With I Done This 2.0 | Your Human Resources Community
September 8, 2016 at 1:15 pm Reply
[] are numerous psychological theories that explain the correlation between high motivation and high
productivity. But according to [] HOME FEATURES PRICING FAQ BLOG Login SIGN UP
Peter
September 18, 2016 at 12:37 pm Reply
I want to overemphasis the role of motivation in all spheres of human kind, whether at work place, be it at
school, family processes and indeed wherever e ort output is in comparison, motivation is a strong factor.
I however feel the employer should in a way be open to the employees on the common good for all with
the nal product which can also increase productivity rather than seeking to motivate subtly perhaps for
sel sh interests.
AYNALEM TADESSE DADA

October 28, 2016 at 5:21 pm Reply
Great insight, every manager needs to know these tips before trying to have employees of any type
technical expertise or unskilled labors!
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APRIL 10, 2014 | MARK | 21 COMMENTS | PRODUCTIVITY HACKS

1. Hertzbergs Two-Factor Theory

How to apply it to the workplace

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2. Maslows Hierarchy of Needs

The hierarchy is made up of 5 levels:

How to apply it to the workplace

How to apply it to the workplace

Expectancy Theory is based on three elements:

result in the reward.

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5. Three-Dimensional Theory of Attribution

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How to apply it to the workplace

Weiners Three-Dimensional theory of attribution has implications for employee feedback.

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Everything you need to know about PRODUCTIVITY HACKS

[] The 5 Psychological Theories of Motivation to Increase Productivity []

3 Ways to Rediscover and Kickstart Motivation | Not another arts blog

[] 5 Psychological theories of motivation to increase productivity []

[] 5 Psychological theories of motivation to increase productivity []

3 Ways Better Than Money, Promotion or Recognition to Motivate Employees istrategist

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3 Ways Better Than Money, Promotion or Recognition to Motivate Employees | davidamos.me

Top Tips to Improve Work Productivity | Instao ce Blog

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