Unlocking the Psychology of Motivation in the Workplace

Motivation is a key factor in achieving success in any aspect of life, including the workplace. But what exactly is motivation, and where does it come from? In this blog post, we'll explore the psychology behind motivation, what motivates employees at the workplace, and which motivation theory is most applicable in the workplace.

Motivation is a complex psychological concept that drives individuals to take action towards achieving a specific goal. In the workplace, motivation plays a crucial role in driving employee performance and engagement.

Where does motivation come from in psychology?

According to Eduard Spranger a German philosopher and psychologist, developed an approach based on six motivations. "The individual is motivated by learning. They value objectivity, discovering truth, seeking novelty, and strive to systematize and understand their surroundings. The individual is motivated by obtaining a return on investment for each of their actions." Thus, motivation is a driving force, an energy that propels action. In the workplace, motivation can be defined as a process that activates, directs, energizes, and maintains individuals in behavior aimed at achieving objectives. Dominant motivations determine how we perceive the world. They urge us to act in accordance with our underlying values, which are formed through lived experiences that give rise to beliefs and subsequently shape values.

Furthermore, the psychology behind motivation suggests that individuals are driven by two main sources of motivation: intrinsic and extrinsic motivation. Intrinsic motivation is driven by personal interest, enjoyment, or a sense of accomplishment, while extrinsic motivation is driven by external factors such as rewards, promotions, or recognition. Understanding what motivates employees in the workplace is critical for creating a positive work environment that fosters engagement and success.

One critical aspect of creating a positive work environment is building a strong employer brand. Your employees are your first ambassadors and can influence your reputation on social media. A strong employer brand will help increase employee loyalty, motivation, and engagement. It will also help prevent high rates of absenteeism and turnover.

Another crucial aspect of creating a positive work environment is preventing burnout among employees. Burnout is a widespread phenomenon in today's workplace, and it can lead to severe consequences for both employees and employers. As an employer, it is essential to take steps to prevent burnout among your employees. This could include providing support and resources for managing workload, encouraging self-care, and promoting a healthy work-life balance.

What motivates employees at the workplace?

There are several factors that can be taken into consideration in the workplace. Some of the most common motivators include:

Recognition and rewards: Employees who feel that their hard work is recognized and rewarded are likely to be more motivated and engaged in their work.

Opportunities for growth and development: Employees who have opportunities for learning and development are more likely to be motivated to improve their skills and knowledge.

Autonomy and independence: Giving employees autonomy and independence in their work can help them feel more motivated and engaged in the work they do.

A positive work environment: A positive work environment that fosters collaboration, communication, and teamwork can help employees feel more motivated and engaged in their work.

A combination of motivation theories, can help firms to create an environment that fosters motivation and engagement.

Which motivation theory is more applicable in the workplace and why?

There are several motivation theories that can be applicable in the workplace, including Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, and Self-Determination Theory.

Maslow's Hierarchy of Needs suggests that individuals have a hierarchy of needs that must be met in order to achieve self-actualization. In the workplace, this theory suggests that employees must have their basic physiological and safety needs met before they can focus on higher level needs such as self-esteem and self-actualization.

Herzberg's Two-Factor Theory suggests that there are two types of factors that contribute to job satisfaction and motivation: hygiene factors and motivators. Hygiene factors are basic necessities such as salary, job security, and working conditions, while motivators are factors such as recognition, growth opportunities, and achievement.

Self-Determination Theory suggests that individuals are motivated when they have autonomy, competence, and relatedness. In the workplace, this theory suggests that employees are motivated when they have the freedom to make decisions, feel competent in their work, and have positive relationships with their colleagues.

All of these motivation theories have their strengths and weaknesses, and the most applicable theory may depend on the specific workplace and employee needs. However, a combination of these theories can be used to create a positive environment that fosters engagement and commitment.

Improving the quality of life at work is another essential aspect of creating a positive work environment. Organizing team-building activities, providing professional development opportunities, and offering employee support services are all ways to improve the quality of life at work.

Understanding employee motivation is critical for creating a positive work environment that fosters success. Using tools like the Nova Profile, organizations can gain insight into what motivates each employee and personalize their approach. The NOVA Profile is one of the most relevant, yet essential, psychometric tool that synthesizes three of the most influential works on human behavior of the last century those of the DISC system of William Moulton MARSTON (associated with the language of colors), the works of Carl JUNG on psychological types and of Eduard SPRANGER on motivations.

With tailored profiles for different professional areas (Figure1), firms and managers can gain invaluable insight into what motivates their employees, leverage that motivation to create a great workplace, and make informed and objective promotion and hiring decisions while reducing bias.

Figure 1 : NOVA GLOBAL tailored profiles for different professional areas

Utilizing the accuracy of its analysis, the Nova Profile serves as a sound personal and professional development tool for your organization and your employees.

As an expert in utilizing the cutting-edge technology of the Nova Profile, I can assist you throughout your hiring process. If you're interested in a free introduction session, connect with me on LinkedIn to schedule your first free consultation. Together, we can ensure a successful and seamless onboarding experience for your employees.

BOOK YOUR FIRST FREE CONSULTATION