Alderfer’s ERG Theory

Alderfer’s ERG Theory is the extension of Maslow’s Needs Hierarchy, wherein the Maslow’s five needs are categorized into three categories, Viz. Existence Needs, Relatedness Needs, ...

Carrot and Stick Approach of Motivation

The Carrot and Stick Approach of Motivation is a traditional motivation theory that asserts, in motivating people to elicit desired behaviors, sometimes the rewards are given in the ...

Top 10 Ways to Destroy Motivation at Work

Want to know how organizations destroy motivation at work? Managers ask about how to motivate employees, but employees naturally experience motivation. Ask any employee. Something in ...

Adam’s Equity Theory

Equity theory, most popularly known as equity theory of motivation, was first developed by John Stacey Adams, a workplace and behavioral psychologist, in 1963. John Stacey Adams proposed ...

How to Motivate Workers in an Organization

Motivating workers requires creativity and an understanding of the areas where employee performance exceeds your company’s expectations. Motivation also may come from addressing ...

Herzberg two factor theory

Herzberg’s Two Factor Theory is a “content theory” of motivation” (the other main one is Maslow’s Hierarchy of Needs). (adsbygoogle = window.adsbygoogle ...

Employee Motivation

According to Webster’s New Collegiate Dictionary, a motive is “something (a need or desire) that causes a person to act.” Motivate, in turn, means “to provide ...

Theories of Motivation

Motivation theories seek to explain why employees are motivated by and satisfied with one type of work than another. It is essential that mangers have a basic understanding of work ...

Vroom’s Expectancy Theory

Definition: Vroom’s Expectancy Theory was proposed by Victor. H. Vroom, who believed that people are motivated to perform activities to achieve some goal to the extent they expect ...

Methods for Motivating Employees for Employee Satisfaction

1.Rewards: People behave in ways that they believe are in their best interest, they constantly look for payoffs for their efforts. They expect good job performance to lead to organizational ...
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