Model 1: Herzberg’s Two-Factor Theory
Herzberg’s Two-Factor Theory states that certain factors, which Herzberg refers to as hygiene factors, can prevent employee dissatisfaction, such as working conditions, salary and relationship with the line manager.
On the other hand, motivators such as recognition, responsibility and professional growth are crucial for promoting employee satisfaction and motivation.
This theory underlines the importance of both eliminating sources of dissatisfaction and creating motivating working conditions for sustainable employee satisfaction.
Model 2: Maslow’s pyramid of needs
Maslow’s hierarchy of needs postulates that employees have certain needs that they must fulfill in order to be satisfied.
These needs range from the most basic physiological needs such as food and sleep, to security needs such as stability and job security, to social needs for belonging and esteem.
In addition, they also include the desire for recognition, self-esteem and ultimately self-actualization, which includes the fulfillment of individual potential and personal goals.
Maslow’s model emphasizes that the fulfillment of these needs is hierarchical, with the higher needs only becoming relevant once the basic needs have largely been met.
Model 3: McClelland’s Theory of Needs
McClelland’s Theory of Needs states that people are motivated by three basic needs: Achievement, Affiliation and Power.
This theory emphasizes that individual differences in motivation are determined by the strength of these needs and that people with different dominant needs have different motivational profiles.
To improve employee satisfaction, it is crucial to recognize and support their individual needs.
This can be achieved by creating an environment that provides opportunities for personal achievement and professional development, supports social connection and collaboration, and gives employees the opportunity to take influence and responsibility.
Model 4: Job Characteristics Model
The Job Characteristics Model emphasizes that certain characteristics of jobs, such as autonomy in decision-making processes, regular feedback on performance, the opportunity to identify with the work and the perceived importance of the task to the overall goal of the company, have a significant impact on employee satisfaction and motivation.
These characteristics are seen as decisive factors that not only increase employees’ emotional attachment and commitment, but can also boost their performance and productivity.
Model 5: Vroom’s Expectancy Theory
The expectancy-value theory postulates that an employee’s motivation depends not only on the expectation that a certain action will lead to a specific result, but also on how much value the employee attaches to this result.
This theory implies that an employee’s motivation is influenced not only by the probability of success, but also by the subjective significance of the result for them.
