Comparing Theories of Motivation, Determining their Benefits and Challenges Faced

Research Paper on Motivation
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Research Paper on Motivation
Employee motivation should be a significant concern in any organization. Essentially, employee motivation is the enthusiasm, creativity, and energy level reflected in employees at the workplace. It is critical to have motivated employees because they enhance success, productivity, and growth. I agree with Seligman's theory of motivation which touches on happiness. Happiness is an essential entity in the discourse of motivating employees. Additionally, employee motivation also helps in attracting new talents from other companies. This paper will focus on comparing and contrasting theories of motivation, determining their benefits and challenges faced.
Seligman-Happiness Theory
Seligman’s theory that focuses on emotions, accomplishment, and engagement. These blocks help understand the well-being of workers and their impact on daily routines. According to Seligman, well-being is a choice, and it depends on the needs of the involved parties. I agree with his sentiments because having a good life is a choice. Typically, the good life is achieved by evaluating ourselves and determining weaknesses and strengths (Seligman, 2011). As an employee, it is critical to identify virtues and values which lead to motivation. The management should instill these virtues by helping employees reconcile conflicting experiences at the workplace. Through this process, employees will identify new strengths and values hence motivation.
Weiner Attribution Theory
Weiner’s theory focuses on the relationship between motivation and behavior. In this case, people will always focus on why people do some things at any given time. Through this process, they cause attributes of behaviors. Behavioral attributes are usually the set of skills and traits in a person, and they can be used to determine the performance score rate in an organization. Firstly, management must identify a behavior with employees and determine whether external factors contributed to its existence. The attribution theory is a significant component in motivating employees because it focuses on self-esteem and accomplishments (Weiner, 2012). Increasing the levels of self-esteem amongst employees make them have positive attributions hence high performance.
Maslow-Hierarchy of Needs Theory
According to this theory, various things dictate the levels of motivation in people. Psychological needs, self-esteem, and love needs determine the level of motivation in employees. The psychological needs comprise food and shelter, among other things. Notably, the hierarchy of needs theory has classified these as the foundation towards motivation. Before employees reflect on creativity and productivity, their psychological needs must be addressed in their entirety. Maslow's theory on needs is critical...