What is it about?
The article reviews theories of motivation in the workplace, what these theories look like in the modern workplace, and interventions designed to increase individual and system-wide organizational motivation. The research cements the need for understanding individuals’ needs and goals, the value of quality feedback, rewarding positive behavior, leading with fairness, and allowing space for autonomy.
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Why is it important?
We have explored a wide range of theories, including; the expectancy theory, Maslow’s hierarchy, the motivation-hygiene theory, the equity theory, reward structures, and cognitive evaluation theory, to formulate conclusions about common organization development interventions that are meant to address the theories and their impact for practice.
Perspectives
The COVID-19 pandemic has forced the adoption of new ways of working, which directly impact employee motivation. Organizations must reimagine their work and offices’ role in creating safe, productive, and enjoyable jobs and lives for employees. Many employees are working from home, are struggling with a lack of childcare, the need to homeschool, and/or the effects of isolation. Companies are implementing hiring freezes, furloughing, and laying off employees. OD practitioners could play a vital role in managing a workplace that has changed and will continue to change over the long-term. Their knowledge is critical for organizational change that will increase or maintain previous levels of motivation during a time of high ambiguity.
Prof. Robert M Yawson, PhD
Quinnipiac University
Read the Original
This page is a summary of: Understanding the Theories and Interventions of Motivation in Organization Development, May 2021, SAGE Publications,
DOI: 10.31124/advance.14610291.v1.
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