Table of ContentsIntroductionMotivationTheories of MotivationEmployee Motivation at WorkConclusionReferencesIntroductionThis essay talks about the importance of motivation and strengths at work, how an individual's behavior is linked to what is emotional and performance. mix of skills and motivation. Sometimes we do not realize that behind success we have the motivation that keeps us firm to achieve our goals and that behind failure we have the process of frustration, that is, when an individual sees that his opportunities growth are blocked by lack. of motivation. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”?Get the original essayMotivationIt is what motivates an individual to seek satisfaction of their needs when achieving their goals, motivation determines the path that we must go through to get there. what we want. There are two types of motivation: Intrinsic motivation refers to psychological rewards. This means that employers recognize the abilities and achievements of individuals and in return receive rewards, recognition and are treated in a caring manner. Broader intrinsicness also relates to psychological contracts as well as the changing nature of the work environment, meaning that employers become more affectionate or committed to their work due to long years of corporate work. Grayson and Hodges stated that in the early years, loyalty was long implemented in the organization, providing gradual progression in the hierarchy, providing good salary and job security (Mullins and Christy, 2013). Developing a passion for work can also be considered a psychological problem. motivation, as Blanchard outlined eight employee needs that an organization should consider as a means of obtaining the best performance from its employees (Mullins and Christy, 2013). The eight employee needs are:Meaningful WorkCollaborationEquityAutonomyRecognitionGrowthConnection with LeadersConnection with CoworkersExtrinsic motivation refers to behavior that is performed in light of the desire for material or social goods or to avoid punishment, such as:BadgesCompetitionFear of failureFear of punishmentGold starsMoneyPointsRewardsAccording to Churchard (2013), bonuses are not the most powerful motivational forces that influence employees. A survey by the Institute of Leadership and Management (ILM) found that 13% of people would be more motivated by a good base salary and pension, although 59% of people agreed that enjoyment of work, good working relationships and fair treatment, were considered the main motivators to boost their performance. It is essential that the organization understands the importance of keeping employees motivated, because motivated employees are what constitutes a happy and motivated workforce. Whatever the motivation, it is important for organizations to keep their employees motivated by giving them constant feedback, giving them autonomy in their role as well as the opportunity to innovate and improve work environments (Churchard, 2013). Theories of Motivation There are various theories of motivation. , each of them identifies the nature and causes that can push an individual to behave in a certain way or that can influence their decision-making process (Mullins and Christy, 2013). Process theories, as tothey focus on expectations, fairness, objectives and attributions. It aims to identify the relationship between the variables that make up motivation (Mullins and Christy, 2013). These variables include: Models based on expectancy theory – Vroom, Porter and Lawler Equity theory – Adams Goal theory – Locke Attribution theory – Heider and Kelley Models based on expectancy – Vroom, Porter and Lawler Theory of hope concerns the psychological processes linked to decision choices, this theory involves Victor Vroom's definition of motivation. In 1964, Vroom described that an individual chooses a type of behavior based on the outcome of that behavior in order to prioritize their pleasure and minimize their dissatisfaction, Vroom discovered that an employee's performance is based on personality , skills, experience and knowledge. Goal Theory – LockeGoal Setting Theory aims to develop a plan of action. designed to motivate and guide an individual or group toward a goal. Goal setting is a source of motivation for workers because it specifies what needs to be done and this goal setting can be guided by goal setting criteria such as SMART criteria which are specific, measurable , achievable, realistic and timely. Content theories are based on what motivates people. It attempts to explain people's needs, strengths, and goals as a means of satisfying those needs (Mullins and Christy, 2013). The main theories of motivation are: Maslow's Hierarchy of Needs Model Alderfer's Modified Hierarchy of Needs Model Herzberg's Two-Factor Theory McClelland's Achievement Motivation TheoryMaslow's Hierarchy of Needs ModelIn 1943, Maslow created a theory of motivation in psychology represented in a pyramid model with five hierarchical levels of human needs. Maslow said that people are motivated to meet their needs and that some needs have precedence over others, that physical survival is the basic need that determines our behavior. The pyramid model includes: Physiological needs; food, water, air, clothingSafety needs; security (feeling safe, absence of pain, threat) Needs for love; affiliation (friendship, companionship, love, belonging)Estimation; self-respect, success, prestige, recognitionSelf-realization; achieving personal growthThis five-level model can be composed of two needs of deficiency and growth, the deficiency needs are intended to motivate people and correspond to the first four levels of the pyramid and the growth needs correspond to the top level. Every individual wants and can raise the hierarchy to the level of self-realization, but this is often impossible due to a mistake in satisfying lower-level needs arising from life events such as divorce or unemployment . Maslow discovered that only one in a hundred individuals fully achieve self-actualization because society rewards motivation based on love, esteem, and other social needs. Both content and process theories benefit organizations, resulting in a better and happier workforce. Additionally, employee performance is improved. Therefore, it is important to understand that individuals are always motivated by motivation and employers must look for the most adequate motivation concept to implement in order to meet the needs of employees. Comparing the motivations discussed previously, intrinsic psychological motivation highlights an individual's inner needs to maintain their work engagement and satisfaction.