Motivation concepts are vast and encompass a lot of this even when these are concerned in one human

being. The human being—whether the employee or the employer—has what is called motivation (or the
lack thereof) and the presence (or absence) of such has an overall impact on work productivity. In the
workplace, motivation underlies the direction of people—what they put into the work in relation to the
varied goals that people have. Theories have abounded to clearly delineate motivation concepts, and
these various theories whether content-based, context-based, and process-based can aid in
understanding human nature and behavior.

Moreover, motivation is the “thing” behind the how and why a person engages in performance to
achieve goals of a personal or organizational nature. Motivation can encompass processes like intensity,
direction, and persistence—which can be the underlying qualities behind good performance. Classic
theories have focused on the psychological as the root of one’s “needs” which then contribute to
motivation. Evidence-based theories have emerged eventually to paint a precise picture of what
motivation is. Now, motivation can be fundamental to our human experiences, and they can reflect how
we are distinct as individuals. Motivation also involves modeling and reinforcement via rewards.
Motivation is also a process that can lead to desired behavior and performance. We can do goal setting
and improve self-efficacy in the context of the workplace for instance. Expectancy theory delineate ideas
about expectation vis-à-vis motivation. One important aspect of an organization is of course what is
referred to as organizational justice.

Organizational justice includes many things like equity, fair distribution, procedural fairness, interactional
respect, and dignity. How these things are applied or not applied can affect the motivation of a person.
Thus, motivation can lead to effort, accomplishment and realization depending also on the person’s
perception of whether this justice is met.

The motivation concepts are very much connected and relatable to the organizational workplace
environment. The choices that are done that would affect motivation should be weighed and re-weighed
to see if these are conducive to a good kind of motivation. Management skills should include skills that
foster motivation in others—that is, one must have the ability to move others. Equity theory and
organizational justice as concepts can be helpful to see how fairness and the perception of fairness can
be instrumental in maintaining motivation among people in the workplace. With critical thinking,
creativity and leadership, you can see how purposeful motivation can be important factor in making
good organizational behavior.