There are dozens of motivation theories that tries to explain what motivates people. Motivation is the difference between a thriving growing company and a stagnant firm that is destined to fail.
Attribution Theory
The attribution theory states that we all have a need to make an explanation to ourselves and to other people. You find cause to attach to every event or behavior. If the team project is late, you blame others for the delay. By doing this, you falsely believe you have a greater sense of control. This as well as other motivation theories allow you to blame others, circumstances or the world for your failures. It also gives you excuses when you fail.
It is important that you recognize that external attributions (blaming others) in the workplace is not conducive to favorable working relationships. Also by using external attribution, you are not acknowledging your failed actions. This leads you to repeat the same mistakes again and again.
ERG Theory
The ERG Theory is the simplification of Maslow’s Hierarchy into just three needs. Clayton Alderfer did not view needs as being part of a carefully designed pecking order; he viewed needs as always being present. The three needs are: existence, relatedness and growth. Existence is simply the necessities of life such as food, drink, shelter and safety. They are the basics. Relatedness is your need to feel part of a group or sense of belonging. This need is met through the process of creating and maintaining relationships. The growth need, found in many motivation theories, is your need to have personal fulfillment through your achievements and accomplishment of set goals.
The ERG theory combines all the elements found in a thriving corporate culture. Your career provides the income which satisfies the existence need. The relatedness need is met with strong relationships found in the workplace. During the work week, you are with your associates as much as you are with your family. Finally, the growth need is content when you earn a promotion or are selected to lead the new project.
Intrinsic Motivation
Another of the motivation theories is intrinsic motivation. This is the internal factors that motivate you; it is what drives you to do things just for the fun of it. A great example of intrinsic motivation is a hobby that you love and work on during most of your free time. Racing car drivers probably exhibit the most intrinsic motivation. They love driving their cars. It is something they would do even if they did not get paid. In a perfect world, you would work in a career that that is your passion.
Goal-Setting Theory
Goal-setting theory is relatively self-explanatory. Goals must be set that are: clear and understandable, challenging enough so you will be stimulated and achievable so you are likely to succeed. It is important to your progression in work that you and your supervisor set goals that will set you up for success while being beneficial for your company. It is a win-win situation.
Victor Ghebre is the editor of Settinggoals101.com where you get practical tips and information on goal Setting, motivation, leadership and more.
Visit Finding Motivation to learn how to set yourself up for success and get free tips on how to effectively motivate yourself.
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