Difference Between Content And Process Theories Of Motivation

Content and Process Theories of Motivation
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Content and Process Theories of Motivation
Introduction
Motivation is the force behind all human actions and is a vital component of management at the workplace. It is one of the most important factors to create effective management inside an organization (Miner, 2015). It is essential for managers to recognize and fulfill the needs of their employees to keep them satisfied and motivated (Hersey, Blanchard & Johnson, 2007). There are two main categories of motivation theories: content theories and process theories. This essay seeks to compare and contrast Alderfer’s theory (content) and Adam’s theory (process) and provide examples of their application at the workplace. This paper is divided into four sections: introduction, similarities and differences, application at the workplace and conclusion.
Similarities and Differences
Both Alderfer’s and Adam’s theories focus on employee motivation. The difference between content and process theories is that content theories focus on individual needs while process theories focus on behavior. Content theories describe what motivates people while process theories explain how people are motivated. Content theories insist that all people have the same set of needs which must be satisfied. Process theories emphasize that people are different and that people have different needs and to address the differences in needs they focus on the process of motivation.
Alderfer’s – ERG theory distinguishes three classes of needs: existence, relatedness, and growth (Alderfer, 1969). It is similar to Maslow’s hierarchy of needs theory that categorizes needs as physiological, safety and security, belongingness and love, esteem and self-actualization (Maslow, 1943). In Alderfer’s theory, existence needs include needs for basic necessities, that is, an individual’s psychological and physical safety needs. Relatedness needs involve relationships, love, and belongingness. They focus on public fame and recognition, that is, social needs and the external components of esteem needs. Growth needs are self-development, personal growth, and advancement, that is, self-actualization and the internal component of esteem needs.
Adam’s equity theory states that people are motivated by fairness and they receive what they consider fair for their efforts, contribution and costs. This theory suggests that people compare their contribution to work, costs of their actions and the benefits they receive to the contribution and benefits of others, in most cases those who earn more than them. If people perceive there is inequity to the ratio of their inputs-outputs to that of others, then they will be motivated to reduce the inequalities (Adams & Freedman, 1976).
At the workplace, the level of education, experience, and amount of effort determine salary, promotion, reward, and recognition. The difference in motivational theories is how they categorize and classify these factors. Adam’s theory classifies the amount of effort, experience, and level of education as inputs and recognition, reward, promotion and salary as outputs. The ratio of inputs to outputs influ...