What is Motivation? – How to Inspire Peak Performance

Motivation is the word derived from the word ’motive’ which means needs, desires, wants or drives within the individuals.

It is the process of stimulating people to actions to accomplish the goals.

In the workplace, several psychological factors can drive motivation. Some psychological factors in workplace motivation are:

• desire for money

• success

• recognition

• job-satisfaction

• team work, etc

One of the most important functions of management is to create an environment where employees are motivated to perform to the best of their abilities. A successful leader in the workplace is able to get people genuinely interested in their performance through clear communication, recognition, or aligning individual goals with company objectives.

The process of motivation consists of three stages:-

1. A felt need or drive.

2. A stimulus in which needs have to be aroused.

3. When needs are satisfied, the satisfaction or accomplishment of goals.

Motivation is a broad concept that can be defined in many ways. To summarize, motivation is a psychological phenomenon that taps into individuals’ needs and desires. By understanding the needs, organizations can create incentive plans to inspire action and align employee satisfaction with the company’s goals. Done successfully, it’s a win-win.

The importance of motivation in the workplace cannot be understated.

Understanding motivation is key to inspiring high performance. By recognizing the psychological needs of employees and aligning them with clear, actionable goals, managers and leaders can create a workplace environment where people feel valued and inspired to succeed. With thoughtful incentive plans and leadership strategies, companies and organizations can inspire teams to perform at their best and feel their best.

Theories of Motivation in the Workplace

There are two well-known theories that help us understand workplace motivation a bit better: Maslow’s Hierarchy of Needs and Herzberg’s Two-Factor Theory.

1. The Hierarchy of Needs suggests that people are motivated by a series of needs ranging from basic survival to more complex psychological desires. The needs are represented as a pyramid with five levels:

   1. Physiological needs
      • Basic needs like food, water, shelter. In the workplace it is fair wages and comfortable working conditions.

   2. Safety needs
      • Security and stability, including job security and a safe work environment.

   3. Social needs
      • Meaningful relationships and satisfaction through teamwork and opportunities for positive social interaction.

   4. Esteem needs
      • The desire for recognition and accomplishment. Offering praise, promotions, and public recognition can fulfill these needs at work.

   5. Self-actualization
      • The top of the pyramid, where people seek personal growth and fulfillment. Management can support this through challenging projects, career development initiatives, and encouraging creativity.

   When managers understand where employees are on this pyramid, they can choose the right motivational strategies to use.

   For example, someone primarily focused on job security will not be as motivated by creative autonomy, meanwhile someone longing for self-actualization might thrive with an opportunity to lead a new project.

2. The other theory to consider is Herzberg’s Two-Factor Theory.

   The theory splits workplace factors into two categories: hygiene factors and motivators. This view helps distinguish between factors that prevent dissatisfaction and those that truly inspire motivation.

   1. Hygiene factors
      • Extrinsic factors that can cause dissatisfaction if absent, like salary, job security, company policies, and working conditions.

   2. Motivators
      • Intrinsic factors that encourage employees to perform at higher levels, like recognition, achievement, growth opportunities, and meaningful work. When people genuinely connect with the work that they do, they are more likely to feel motivated.

      Herzberg’s theory suggests that fixing dissatisfaction (e.g., paying higher salaries) isn’t enough to create true motivation. Actually, employees also need an enriching job experience to genuinely want to perform well.

Key Takeaways

• Motivation is driven by psychological needs.

• Employees are motivated by intrinsic and extrinsic factors.

• A major role of leadership is to create an environment where employees feel motivated to perform their best.