Employee Engagement Theories

Summary:

Chapter 17 of the text discusses various theories and concepts related to employee motivation. It begins by exploring Maslow’s hierarchy of needs, which outlines a structured approach to fulfilling human needs. These needs range from basic physiological requirements to self-actualization, with each level needing satisfaction before progressing to the next. The practical implications for businesses are outlined, such as providing appropriate compensation, safety, belonging, self-esteem, and opportunities for growth.

Herzberg’s motivation-hygiene theory expands on Maslow’s ideas by categorizing employee needs into hygiene factors (like pay and working conditions) and motivation factors (such as recognition and challenge). The significance of human resource management lies in prioritizing long-term motivators in workforce planning.

Vroom’s expectancy theory explains that employees are motivated when they believe more effort will lead to better performance, which in turn results in valuable rewards. Key terms like “instrumentality,” “expectancy,” and “valence” are explained within this theory. The impact on human resource management involves closely linking rewards and incentives to desired employee performance.

Adam’s equity theory delves into how employees compare their inputs and outcomes with those of their peers, influencing their motivation. The importance of fair treatment and equitable outcomes is emphasized, and its relevance to human resource management lies in ensuring just recognition and rewards for all employees.

Recognition and reward systems are explored as means of motivating employees beyond monetary compensation. Both intrinsic and extrinsic rewards are discussed, with effective systems tailored to individual preferences and responsive to changing circumstances.

Employee incentives are presented, encompassing financial options like bonuses, pay raises, and share schemes, as well as non-financial incentives like extra leave, skill improvement, and employee recognition. The chapter underscores the need for incentive programs to align with business goals, be well-managed, and be meaningful for employees.

Excerpt:

Employee Engagement Theories

Chapter 17: Employee Motivation

Maslow’s hierarchy of needs

• Maslow stated that humans have an ordered approach to meeting their needs
• Each person requires the needs lowest in the hierarchy to be met first before moving to the next level of need
• Hierarchy of needs:

Employee Engagement Theories