Conclusions from Motivational Theories

In shaping and directing an organization’s behavior, the seven theories discussed previously provide some insight into the organization’s behavior. Several conclusions can be drawn from these theories.

Needs. Employees have needs. In order to motivate employees, supervisors should attempt to understand the breadth of their employees’ needs. This is not always an easy task and requires open and frequent communication between managers and employees. By structuring a job so that it meets these needs a supervisor can increase an employee’s motivation.

Compensation. Compensation is an important part of motivation, with a goal to compensate employees according to the contribution each employee makes to the firm. Employees will be dissatisfied if they feel that they are getting less than they deserve. In order to decrease the likelihood of perceived inequities, a manager needs to be proactive and informative regarding reward structures.

Rewards. Employees need to know that the goal they are working toward is achievable and that when they accomplish this goal that they will be rewarded in an appropriate and timely manner.