Theories Of Motivation Theory

manner. “Incentive theory distinguishes itself from other motivation theories, such as drive theory, in the direction of the motivation. In terms of behaviorism, incentive theory involves positive reinforcement; the stimulus has been conditioned to make the person happier. For instance, a person knows that eating food, drinking water, or gaining social capital will make them happier. For example, a person has come to know that if they eat when hungry, it will eliminate that negative feeling of hunger, or if they drink when thirsty, it will eliminate that negative feeling of thirst.

Alderfer 's ERG theory: Alderfer (1969) expanded Maslow 's hierarchy of needs (1943), created the ERG theory. This theory posits that there are three groups of

Herzberg’s Two-Factor Theory (1959): Frederick Herzberg 's two-factor theory, intrinsic/extrinsic motivation, concludes that certain factors in the workplace result in job satisfaction, but if absent, they don 't lead to dissatisfaction but no satisfaction. The factors that motivate people can change over their lifetime, but "respect for me as a person" is one of the top motivating factors at any stage of life. He distinguished between: Motivators (e.g. challenging work, recognition, responsibility) which give positive satisfaction, and Hygiene factors (e.g. status, job security, salary and fringe benefits) that do not motivate if present, but, if absent, result in demotivation. The theory is sometimes called the “Motivator-Hygiene Theory” and/or "The Dual Structure Theory." theory has found application in such occupational fields as information systems and in studies of user

Temporal Motivation Theory: The latest approach in developing a broad, integrative theory of motivation is Temporal Motivation Theory. Introduced in a 2007 Academy of Management Review article, it synthesizes into a single formulation the primary aspects of several other major motivational theories, including Incentive Theory, Drive Theory, Need Theory, Self-Efficacy and Goal Setting. The original researchers note that, in an effort to keep the theory simple, existing theories to integrate were selected based on their shared attributes, and that these theories are still of value, as TMT does not contain the same depth of detail as each individual theory. However, it still simplifies the field of motivation and allows findings from one theory to be translated into terms of another. Also, Achievement Motivation is an integrative perspective based on the premise that performance motivation results from the way broad components of personality are directed towards performance. As a result, it includes a range of dimensions that are relevant to success at work but which are not conventionally regarded as being part of performance motivation. Especially it integrates formerly separated approaches as Need for Achievement with e.g. social motives like dominance. The Achievement Motivation Inventory is based on this theory and assesses three factors relevant to vocational and professional success. Where, Motivation, the desire for a particular outcome, Expectancy or