LEVY A.

EBID
MAMPA
 Self-determination theory of motivation
This theory presume that satisfying the
three basic psychological needs of
employees helps encourage intrinsic
motivation and high-quality performance.
These three basic internal needs are:
• Relatedness
• Competence
• Autonomy
•Relatedness, or the feeling of being cared for and having a
strong sense of belonging. This means making people feel
heard, valued, and appreciated.
•Competence, or feeling effective and experiencing growth.
Trusting employees to do their jobs well while holding them
accountable for achievable goals is a key factor here.
•Autonomy, or empowering employees to feel like they’re
in charge of their own actions, can make their own choices.
Avoiding micro-managing and encouraging employees to
take initiatives on their own help fill these needs.
This employee motivation theory is all about creating a
workplace environment that helps employees be their best
selves.
 Expectancy theory of motivation
Victor Vroom’s expectancy theory
states that a person’s motivation
depends on three factors: expectancy,
instrumentality, and valence.
It differentiates between the efforts put by a
person, his/her performance, and the final
result. Victor Vroom argues that when
employees have the liberty to make choices in
their work, they mostly choose something
which motivates them the most
People choose how they’ll behave as per the
outcome they expect from that behavior - that’s the
logic behind the Expectancy Theory. Humans are
generally pretty rational creatures, and Expectancy
Theory agrees with that notion.
Motivational Force = Expectancy x Instrumentality x Valence
Expectancy: What employees expect from their own efforts.
Instrumentality: It is about whether the employee’s
performance is good enough to achieve the desired result.
Valence: which is how much you value the expected reward.
Expectancy theory of motivation
To motivate an employee,
there has to be a positive
correlation between his
effort and performance. An
employee’s persona,
his/her skills, and the
expectations he/she has
from his/her own abilities
together form a motivating
force for the employee. To
keep up with and analyze
the overall employee
performance, consider
using various employee
time-tracking apps and task
management tools.
The expectancy theory
also states that even if the
employer has provided
everything to motivate the
employee, the employee
still may not be completely
motivated unless he/she
believes that the employer
has actually provided what
is needed.
All three factors need to
be achieved for employee
motivation. Even achieving
two out of three factors
does not motivate
employees.
 Three-dimensional theory of
attribution
Human beings are always looking for meaning
in everything that happens to us. This is the
basis behind the Three-Dimensional Theory of
Attribution, which was developed by Bernard
Weiner.
Attribution theory is concerned with how individuals
interpret events and how this relates to their
thinking and behavior.
This theory boils down to three main characteristics we tend to
attribute behaviors to.
• Pictures the problem as temporary, Ongoing and stable issue
• Believe the problem was caused by external events
• Control of Situation
When people feel they lack innate strengths and
skills, they can tell defeatist stories about themselves
that cause them to give up hope for improvement.
And that’s a very demotivating feeling.
when employees feel they can control more factors
that caused problems and know how to fix them,
they’re more likely to make improvements and feel
motivated to do better.
 Nudge theory Nudge Theory is based on the idea that people can be nudged
to make the right choice without coercing them or restricting
their freedom of choice.

Nudge theory credited to American It is based on the idea that you can leverage biases inherent in
academicians Richard H Thaler and Cass R every human being to nudge people towards exhibiting the
Sunstein motivates employees to make desired behavior.
decisions that are in their broad self-interest.

Nudge theory can also be used to explore and understand

influences on how people behave, especially looking at
negative influences, with a view to getting rid of them. This
theory clearly accepts that people have certain attitudes and
capabilities and considers it a part of human tendencies.
 Nudge Theory Process Example 3. Consider the employees’ perspective
Situation : A senior manager responsible for an office-
based team of employees. He wants to increase It’s annoying for employees
productivity, in particular, by increasing the amount of when they are trying to
deep, concentrated work that gets done. concentrate, and there are so
many distractions. It probably
1. Define the outcome impacts job satisfaction too.

Increase productivity
by enabling people to 4. Remove obstacles and existing negative nudges
carry out more deep It’s challenging to remove
work. the current issues without
negatively impacting how
others like to work.
2. Identify Obstacles and unhelpful existing nudges

Distractions are 5. Brainstorm nudges You identify two nudge ideas. The
everywhere, from first is introducing partitions
people initiating office between the desks to make it
chats directly to a harder for employees’ to initiate
constant stream of chit-chat. You rule out this idea.
optional meetings for After all, it isn’t actually a nudge
people to attend. because it’s not optional and would
make it harder for all employees to
converse, which you don’t want.
 The second idea is to introduce a
trophy. When a person puts the
trophy on their desk, it means
7. Review and Adapt
they are trying to do deep work
and should not be disturbed
under any circumstances. This
idea builds on the herd mentality
bias: once some of the team start
observing the rules of the trophy,
the rest should follow.

6. Start Nudging
The team is using the trophy as intended; however, the team
You introduce the trophy nudge to the team.
feedback is that it’s still hard to concentrate as people are
striking up conversations around them while they are trying to
do deep work.
Strategies for motivating employees
1. Set attainable goals
Creating SMART (specific, measurable, attainable,
Realistic and time-bound) goals for employees is an
2. Provide immediate praise for accomplishments
excellent motivational technique. These goals
outline the criteria needed for attainable success,
While formal reviews are useful for giving detailed
giving employees something specific to strive for.
feedback, you can boost overall morale by providing
When creating team-based SMART goals, identify
positive praise to other employees when they've done
each employee's role in the objectives so they
a great job on a project or completed an assignment
know exactly how and what they can contribute.
ahead of time. Employees often respond well to praise,
which motivates them to continue working hard.

Taking time to provide individuals with praise or

recognition for their accomplishments lets them know
they're valuable to the company. It also provides them
with positive reinforcement that what they're doing is
successful, leaving them with feelings of
empowerment.
strategies for motivating employees
3. Create an employee incentive program
Another helpful strategy for improving employee
motivation is creating an incentive program that directly
rewards team members for their accomplishments. The
promise of an incentive not only encourages employees to
do their best work but also gives them something for which
to strive. Raises are big motivators for many, but employees
also appreciate other incentives, like bonuses, paid time
off, trophies, gift cards and verbal recognition.
Employers most often implement incentive
programs to:
• Recognize above-average performance.
• Increase productivity.
• Inspire collaboration
• Boost morale.
• Attract and retain talent.
4. Offer personal enrichment
programs Creating a personal enrichment
program could mean that you offer
tuition reimbursement or send
employees to workshops and
seminars where they can improve
their skills. This will allow you to
more easily promote from within.
Look for opportunities to encourage
employees to engage in professional
development.
5. Celebrate milestones and achievements
Particularly if a project has a long-
term goal, celebrating smaller
milestones along the course of the
project can help everyone on the
team stay connected to the work and
focused on the larger goal. Gratitude
and validation are an important part
of recognizing those milestones, but
tangible rewards can also help.
Financial bonuses, a lunch party, time
off or a gift certificate for meeting
milestones can motivate everyone.
7. Create a mentorship program
Create a mentorship program within your department
where you pair more experienced employees with ones
who have less experience to guide them along their career
journey and offer words of advice and encouragement daily.
A good mentor can offer encouragement, advice and
understanding about the trials and successes employees
encounter. If your employees work in a specialized field that
friends and family do not understand well, a mentor can be
invaluable in helping them sort through concerns and
appreciate their successes.
8. Create a comfortable and inspiring workspace
Establish an office environment that is both
comfortable and inspirational. Add color to the
walls and put up motivational posters. If your
workplace uses cubicles, encourage your
employees to decorate their own space in a way
they enjoy. Also, encourage your team to keep their
workspaces clean and tidy, as clutter can rapidly
begin to feel chaotic.
 CONCLUSION
Theories stated in this report help organizations to understand the
motivators for their employees in different ways and settings.
companies can devise strategies & implement policies and invest in
comfortable working environment to keep their employees motivated
It takes more than just money to motivate. People want to feel
valued, part of the team, and that they matter to the company.
 REFERENCE
https://www.indeed.com/career-advice/career-development/
motivation-techniques-for-the-workplace
https://blog.empuls.io/what-is-employee-motivation/

https://www.instructionaldesign.org/theories/attribution-
theory
THANK YOU..