Introduction
The smartest person I know is myself. I consider myself a combination of intelligence. This is a significant advantage since I read a lot about a variety of topics and absorb as much information from the environment as possible. This is because one can never know what situation may call for either book smart, street smart, or common sense and it is essential to be prepared.
Three Theories of Motivation that Impact Job Satisfaction
It may not be realistic to expect employees to completely leave their problems at home because personal issues can have a significant impact on one’s mental and emotional state, which can affect job performance and productivity. There are several motivational theories that leaders can apply to employees.
Maslow’s Hierarchy of Needs
Workers are more motivated to achieve higher-order needs, such as self-actualization, after covering their basic needs, such as food, shelter, safety, and a sense of belonging (Pink, 2015). As a leader, it can be put into practice by seeing that workers’ fundamental needs are met, fostering a supportive workplace culture that encourages a sense of belonging, and offering chances for multifaceted development.
Herzberg’s Two-Factor Theory
This theory states that motivational and hygiene factors make up two distinct sets of factors influencing employee satisfaction and dissatisfaction (Pink, 2015). Job security, working conditions, and salary are examples of hygiene factors that, when lacking, cause dissatisfaction. On the other hand, motivators including difficult work, recognition, and chances for growth, when present, boost worker satisfaction. This theory can be used by a leader to address hygiene issues to prevent dissatisfaction and offer incentives to increase job satisfaction.
Conclusion
When employees believe their efforts will pay off in performance and rewards that will support their personal goals, they are more likely to be motivated (Pink, 2015). It is possible to implement by ensuring that workers understand the connection between their effort and performance, giving them meaningful rewards that align with their personal goals, and setting high but attainable standards for performance.
Reference
Pink, D. H. (2015). Drive: The Surprising Truth About What Motivates Us. Bokish Ltd.