People need motivation at work primarily when they do not find meaning in the work they are doing.
Have you ever heard of farmers paying for motivational speakers to be able to do their work?
Farmers find and see the meaning in their work!
What about the rest of us?
According to Herzberg, motivation is primarily driven by intrinsic factors such as achievement, recognition, and the work itself, rather than extrinsic factors like pay or benefits. He argued that when employees find their work meaningful and fulfilling, intrinsic motivation naturally follows.
Types of motivational psychologies
Motivation plays a crucial role in driving employee performance and engagement in the workplace. It’s no secret that motivated employees are the catalysts for innovation, productivity, and ultimately, achieving extraordinary results. I will present here some psychological theories and concepts related to motivation, so that you can find the best fit for your employees.
1. Extrinsic, Intrinsic and Transcendent Motivation at work
Extrinsic motivation is a type of motivation where a person is driven by external factors such as rewards, recognition, or punishments. It refers to external rewards or punishments, such as monetary incentives or performance evaluations. This type of motivation originates outside of the individual and is often related to achieving a specific goal.
Intrinsic motivation, on the other hand, is when a person is internally motivated to act in a certain way based on their personal beliefs, interests, or values. This type of motivation is self-fulfilling and comes from within. For example, an employee engages in continuous learning with the goal of mastering a specific topic.
In addition to extrinsic and intrinsic motivation, another type of motivation that is often discussed is called “transcendent motivation” or “transcendental motivation.”
Transcendent motivation refers to being motivated by a sense of purpose or a higher meaning beyond oneself. It involves a deep sense of connection to something greater and a desire to contribute to a larger cause or pursue goals that align with one’s values and beliefs. Transcendent motivation often involves pursuing goals that are related to personal growth, self-actualization, or making a positive impact on others or society as a whole. It is worth mentioning here Maslow’s pyramid of needs, where he puts the need for personal growth and self-actualization on top of all needs.
2. Self-Determination Theory (SDT)
SDT theory suggests that individuals are motivated when they have a sense of autonomy, competence, and relatedness.
Self-Determination Theory (SDT) is a psychological theory that focuses on the motivation behind human behavior and the factors that influence it. It was developed by psychologists Edward L. Deci and Richard M. Ryan in the 1980s and has since gained significant attention in various fields, including education, workplace psychology, and personal development.
At its core, Self-Determination Theory proposes that humans have three innate psychological needs that, when satisfied, promote motivation, growth, and well-being. These needs are:
Autonomy: The need to have a sense of volition and control over one’s actions. Autonomy involves the desire to make choices and decisions that align with one’s values, interests, and beliefs, rather than feeling pressured or coerced by external factors.
Competence: The need to feel capable and effective in one’s actions and behaviors. Competence is associated with the desire to develop and master new skills, achieve goals, and experience a sense of accomplishment.
Relatedness: The need to establish meaningful connections and relationships with others. Relatedness involves a sense of belonging, social connectedness, and the experience of care, support, and understanding from others.
To foster learning motivation, employers can provide employees with opportunities for self-direction, decision-making, skill development, and meaningful relationships within the organization.
What are the tools that support the SDT in learning?
There are LMSes (Learning Management Tools) that, beside the push training method, meaning the leader creates a list of trainings that the employee must attend, also offer pull training method. This method enables employees to create lists of desired training, signalizing to their leader the topics that they want to learn or are interested in.
3. Expectancy Theory
Expectancy theory is one of the most widely accepted theories in motivation psychology. According to expectancy theory, motivation is influenced by the belief that effort will lead to performance, performance will lead to desired outcomes, and those outcomes are valuable to the individual.
The theory is comprised of three main elements: expectancy, instrumentality, and valence.
Expectancy relates to the perceived link between effort and performance.
Instrumentality refers to the association between performance and rewards.
Valence, in turn, deals with an individual’s beliefs and values regarding the rewards being offered.
Employers can enhance learning motivation by clearly linking learning opportunities to performance improvement and career advancement, and by offering rewards or recognition for successful learning outcomes.
Here is a link to an article that offers details and strategies that organizations can employ to enhance learning motivation by using expectancy theory.
4.Goal-Setting Theory for motivation
This theory emphasizes the importance of setting specific goals to increase motivation and performance. Employees are more likely to be motivated to learn when they have clear learning objectives. And also when those objectives are aligned with their personal and professional goals.
And here it is worth mentioning that learning objectives are the most underestimated topic in training. When I ask trainers or leaders what the learning objective of their training is, the most repeated phrase is: “they should understand …”. And the next one is: ”they should be able to do …”.
Did you know that “remember” and “be able to do” are nothing else than two of the cognitive levels out of 6 defined by the Blooms taxonomy? Blooms defines in his hierarchy of cognitions 6 levels, but mainly in the trainings, only those two are mentioned.
5. Social Learning Theory
Social learning theory posits that individuals learn by observing and imitating others. To enhance learning motivation, organizations can foster a culture of learning. In such a culture employees are encouraged to share knowledge, skills, and best practices with their peers. Providing opportunities for collaborative learning, mentoring, and coaching can also increase motivation.
Social Learning Theory, developed by Albert Bandura, is a prominent theory in the field of psychology. It focuses on how people learn from observing, modeling, and imitating the behaviors, attitudes, and emotional reactions of others. Here’s a breakdown of the key concepts and principles associated with this theory.
Key concepts principles
5.1.Observational Learning: Social Learning Theory posits that much of human learning occurs through observation. People can learn new behaviors and gain knowledge by watching the actions and experiences of others. This process is often referred to as observational learning or modeling.
5.2.Modeling: In the context of Social Learning Theory, modeling refers to the process by which individuals imitate the behavior of others. Especially when they perceive the model as someone they can identify with or admire. Role models, parents, peers, and media figures can all serve as models.
5.3.Reinforcement: Bandura emphasized the role of reinforcement in social learning. Individuals are more likely to repeat behaviors they have observed if they see that those behaviors are followed by positive consequences (positive reinforcement). Or if they observe others being rewarded for similar actions.
5.4.Vicarious Reinforcement and Punishment: Social Learning Theory also considers vicarious reinforcement and punishment. This means that individuals can learn from the consequences experienced by others. For instance, if they see someone else being rewarded for a particular behavior, they may be more likely to engage in that behavior. Or to avoid behaviors for which others are punished.
5.5.Self-Efficacy: Bandura introduced the concept of self-efficacy, which refers to an individual’s belief in their own ability to perform a specific task or behavior successfully. High self-efficacy can lead to increased motivation and persistence. While low self-efficacy can result in the avoidance of tasks or a lack of effort.
5.6.Cognitive Factors: Social Learning Theory emphasizes the role of cognitive processes, such as attention, memory, and motivation, in the learning process. Individuals must pay attention to the model and retain the information to reproduce the behavior.
5.7.Reciprocal Determinism: Bandura proposed that behavior, environment, and personal factors all interact with and influence each other. This idea is known as reciprocal determinism. This means that an individual’s behavior is influenced by their environment, but their behavior can also shape and influence their environment.
5.8.Application to Aggression and Prosocial Behavior: Social Learning Theory has been applied to various behaviors, including aggression and prosocial behavior. It suggests that aggressive behaviors can be learned through observation and modeling, and prosocial behaviors can also be acquired in the same way.
5.9.Critiques: While Social Learning Theory has been influential, it has faced criticisms for being overly focused on observable behaviors and not giving enough attention to internal cognitive processes. Additionally, it may not fully explain all aspects of human learning and behavior.
5.10.Applications: This theory has practical applications in fields such as education, parenting, and psychotherapy. It can inform strategies for teaching and behavior modification.
Motivation at Work: Conclusion
Digital trainings and guided learning platforms play a critical role in supporting a wide range of motivational techniques, adapting to the unique needs of learners and helping them achieve their full potential.
By offering tailored experiences, these tools seamlessly align with Self-Determination Theory (SDT), promoting autonomy, competence, and relatedness through interactive content and personalized feedback.
Autonomy: DAPs offer users control over their learning by allowing them to explore and learn at their own pace. With on-demand guidance and embedded tutorials, employees can navigate through software or processes when they need assistance, fostering a sense of autonomy in their learning journey.
Competence: DAPs help users build confidence and competence by providing just-in-time support, contextual help, and interactive walkthroughs.
Relatedness: Through DAPs, learners can be part of a larger community, connecting with others, accessing shared resources, and collaborating within the platform.
When it comes to expectancy theory, digital learning systems can boost confidence and expectancy by providing clear goals and measurable progress, ensuring that employees see the direct link between their efforts and outcomes. Goal-Setting Theory also benefits from the structure of digital platforms, as they can break down complex objectives into achievable tasks, offering timely guidance and feedback to maintain motivation throughout the learning process.
