Comparison between the Content Theory and the Process Theory

Comparison between the Content Theory and the Process Theory
Student’s Name
Institutional Affiliation
Comparison between the Content Theory and the Process Theory
Motivation is critical in the achievement of the goals and objectives of any organization. An organization that operates without any form of motivation risks subjecting its workforce to negative effects such as turnover, burnout, depression, among others. These factors adversely affect the productivity and creativity of the employees (Gerhart & Fang, 2015). Over time, various motivation theories that can be used by managers to motivate their workforce have been advanced. The theories can be divided into either content or process theories. The content theories explain the various factors that motivate human behavior and how they change over time. Maslow’s hierarchy of needs theory is an example. The process theories such as Victor Vroom’s expectancy theory explain the behavioral and psychological factors that motivate an individual to act in a certain way (Kanfer, Frese, & Johnson, 2017). This paper seeks to compare and contrast the Maslow’s hierarchy of needs theory and Vroom’s expectancy theory.
Similarities and Differences
Vroom’s expectancy theory advances that people have different sets of goals. To motivate them, certain expectations must be set. Where people expect a desirable and a positive outcome, they will be motivated to give their best. Vroom introduced three variables in theory. They include effort-performance relationship (expectancy), performance-rewards relationship (instrumentality), and rewards-personal goals relationship (valence). Expectancy is the belief that more effort results in success. Instrumentality is the belief that if one completes certain actions, they will achieve the set goal. Finally, valence is the emotional orientation that people have towards respect to rewards. An employee’s belief in the three variables interact psychologically to create motivational forces that allow them to get pleasure from their work (Miner, 2015).
In Maslow’s hierarchy of needs, factors that motivate employees are categorized in the order of their importance. Physiological needs such as the basic requirements for human survival are at the very bottom of the pyramid. Once these needs have been satisfied, safety needs to gain prominence. They include the need for health, financial, and personal security. Social needs are third on the pyramid. They include the need for social acceptance, friendship, and the need to belong. Esteem needs and the need for self-actualization complete the pyramid. Esteem needs include the need for respects, success, and status. Self-actualization is the state where employees realize their highest potential and are satisfied with their life (Jonas, 2016).
Both theories seek to promote motivation in the workforce. Studies have revealed that there exists a direct link between a motivated workforce and productivity. Creativity and innovation also increase with an increase in motivation (Chakrabarti & Chatterjea, 2017). A manager can, therefore, use either of the theories to motivate the workforce. In both theories, the process of acquiring all the needs is u...