Personal Management Motivation Theorys

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Through the years, there are prominent workplace and behavioral psychologists who delved into motivation theory and how it affects the organization. Here are some of the theories. Moreover, here’s how they can be instruments for increasing employee motivation and improve workplace relationships and productivity.

Thorndike’s Reinforcement Theory
Simply put, the reinforcement theory of Edward Thorndike explores the cognitive process involved in shaping employee behavior by controlling the consequence of such behavior. In addition, the theory uses rewards and punishments to reinforce desired behavior or extinguish undesirable ones. The focus of Thorndike’s theory is the relationship of the behavior and the consequences associated with it. Moreover, a key component of in this theory is the timing of the consequences ­ Fixed interval, fixed ratio, variable interval, and variable ratio.

Reinforcement Theory in Action

1. Fixed interval – Reinforcement is given after a fixed period of time. A good example is the regular pay checks given to employees. 2. Fixed ratio – Reinforcement is given after a certain number of behavior occurrence. Sales target bonus is a good example. Once a certain sales target is reached, a specific bonus is given. 3. Variable interval – Reinforcement is given at special period without specific timings. Employee citations and promotions are good examples. 4. Variable ratio – Reinforcement is given at varying instances of behavior. Special awards and incentives for specific performances are samples.

Vroom’s Expectancy Theory
Victor Vroom's motivation theory stresses that employees are motivated to choose a behavior based on the desirability of the reward. Understanding Vroom’s Expectancy Theory entails understanding that each employee has his own personal goals. Likewise, there exists 3 basic elements that managers need to consider when…...

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