Motivational Theories for Organisation Development

Motivational theories are useful for any organization. An organization on most occasions follows multiple theories to understand the various factors that keep the workforce of the organization motivated. Earlier, organization use to think that the reward in terms of salary is enough to keep their workforce motivated. However, with passage of time, people realize that there are other factors such as security, respect, involvement in decision making, providing responsibilities, etc. that also affect the performance of the employees.

In a company like ASDA, which is second largest supermarket chain in UK, it is essential that the workforce feels that they are being valued inside an organization, which keeps them motivated. As discussed above, ASDA follows Vroom’s Expectancy theory. The managers are aware that there should be a proper process of measuring the efforts of each employee, only then proper rewards can be shared with them. Thus, a proper performance review system is followed in ASDA. This system is followed in almost all the companies in UK. Thus, managers’ sets up the goals for their employees and the results are compared with the goals and based on that rewards are distributed. This kind of system keeps the employees motivated and increases their efforts in order to meet their goals and get rewarded. According to Herzberg dual factor theory, there are some factors which keep the employees motivated and there are some factors whose presence may not motivate the employees but whose absence may result in demotivation. This theory make the management realize that some factors are just essential so that employees are not demotivated to do the work.

Thus, it can be seen that motivational theories are highly useful to the managers and the management team inside any organization as it helps them realize the importance of various factors that are needed to be taken care of in order to have better and consistent performance from their workforce.

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