Work motivation: definition, types and guidelines for its promotion

Work motivation: several definitions according to various authors

When discussing work motivation, depending on which experts are consulted, different definitions can be found, primarily depending on where the focus is placed in each case. Some of the best-known are as follows:

• In this regard, William P. Sexton, in Organisational Theories, refers to motivation as“the process of stimulating an individual for an action to be performed that satisfies one of their needs and achieves some desired goal for the motivator.
• For her part, Anita Woolfolk, author of Educational Psychology, understands it as “an internal state that incites, directs and sustains behaviour”. 
• Woolfolk's definition would be very much in line with that proposed by James A. F. Stoner in his book Administration, in which he refers to motivation as “what makes people tick”.

The importance of work motivation

In any case, regardless of which meaning best suits each situation, it is clear that work motivation is a A key factor in making workers more productive and acquire a greater commitment to the company. Therefore, it is an element that all companies must take into account when establishing a relationship with their workers and which should guide actions identified for their promotion and development. 

Types of motivation

Just as with the definition of work motivation, we find a wide diversity when establishing typologies.

One of the best known and most used in the business world is the one developed by psychologists Edward L. Deci and Richard M. Ryan. In this case, the most notable factor that refers to the different types of motivation that can be found is the origin of this interest in the worker:

• Intrinsic motivation It is that motivation which is generated from a person's internal factors, such as an employee's own personal satisfaction.
• Extrinsic motivation This refers to that work motivation which is induced by elements external to the subject, such as a salary increase or public recognition.

Discover 20 tricks to increase motivation at work

As well as the origin of motivation, it is also important to determine the nature of the stimulus perceived, which leads us to differentiate between two possible types of motivation:

• Positive motivationWhen the trigger is configured as a prize or reward.
• Negative motivation If the reinforcement of the individual's behaviour is associated with a threat or punishment.

Finally, it is also possible to distinguish between two types of work motivation based on the level of need experienced by the individual:

• Primary motivation When the person acts to meet their basic needs.
• Social motivation If the employee's behaviour is caused by their desire to be accepted by a particular social group.

Motivation techniques

Despite the relevance of work motivation, the truth is that The data on the degree of human capital satisfaction isn't particularly high.

In fact, according to the Global Study on Engagement and the Workplace, from Steelcase, only 7% of Spanish workers are happy in their jobs, a state which, moreover, tends to disappear. 

Likewise, as a Harvard Business School study points out, 85%% of professionals feel less involved and connected to their jobs after 6 months of joining.

Nevertheless, companies have different options available. Tools for maintaining and boosting work motivation de sus plantillas. Algunas de las más destacables son las siguientes: 

1. Include new parameters in the selection processes: In addition to experience and training, recruiters should consider other Aspects in personnel selection, In the same way as the candidates' values, their goals and their expectations. By hiring professionals who believe in the company, you help maintain job motivation.
2. Organise the staff correctly: There is nothing more disheartening for a worker than being in a position where they cannot showcase their skills or where they feel undervalued. Because of this, the correct distribution of employees according to their competencies is essential for having motivated and efficient teams.
3. Commitment to professional development: The provision of tools to develop professionally is one of the aspects that employees value most and that allows them to develop specific, positive, and long-term work motivation.
4. Grant workers autonomy: The fact that the professional feels the company's support to carry out a task without needing intensive supervision, or that they perceive the confidence to submit their ideas and proposals, is also very motivating and helps workers to acquire a greater degree of commitment to the company.
5. Recognise achievements: From awards and incentives to promotions or simple thank yous. Job motivation, by definition, will experience an increase if managers know how to value the effort of the workforce and if this recognition is seen in something concrete and tangible.
6. Adequate facilities: With long working hours, the workplace becomes a second home, so it is important that teams have comfortable and welcoming facilities.
7. Facilitating good working conditionsTo award staff salaries that make them feel well-remunerated and valued, as well as implementing othersocial benefits that improve their working conditions(such as Restaurant Tickets, Nursery Ticketthe Fuel Voucher, among others) will also be an important stimulus that will act as a trigger to improve and broaden the professional motivation of the different employees.