Motivation Theory Of Motivation

Motivating the employees on a regular basis.

Motivation is a quality that drives an individual towards persistent goal achievement. It encourages the employees to deliver more efficient performance and they “take on increased responsibility without asking for more pay” (Comaford, 2013, p.8). Leaders who encourage and motivate their employees are certainly in command of the reasoning concept of intellectual dimension such as ‘significance’. Significance refers to focusing on the information important to the issue rather than trivial matters of the issue. Leaders concentrating on the fact that their employees need motivation to progress is the most essential matter behind this issue. As a matter of fact, many theorists have led different motivation (content and process) theories to motivate the employees based on their interests. Some employees feel motivated by

Some leaders make the mistake of showing favoritism by praising and rewarding their favorite employees who lack accurate performances and are less deserving. They do not realize that the rest of the employees do notice this and feel inequality. This creates animosity amongst the employees which affect their working efficiency and ultimately the organization’s productivity suffers. In this context, John Adam proposed Equity theory which is based on the belief that “individuals compare their efforts and rewards against the efforts and rewards of others” (Hill, 2012). This theory demonstrates how the individuals get demotivated and sometimes even reduce their efforts on not receiving fair rewards and recognition. Thus, leaders must create a homogenous work environment where the employees are treated equally and everyone gets an opportunity to showcase their talent. Leaders practicing this skill of ‘fairness’ or ‘justifiability’ are not self-serving or one-sided. They treat everyone equally without being