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Content Theories of Motivation VS Process Theories of Motivation

The content motivation theories are the hypothesis that determines what are the elements

from which the individual get motivation. Secondly, the process motivation theories determine

how the individual is motivated. It is crucial to understand and know the variation in the

organization setting so the management of the company can motivate their staff in order to

perform outstandingly in the organization. If staffs are motivated to perform outstandingly at

their organization and compete with another colleague, they would require a higher motivation

level. Determining what and how the staff is motivated, the management of the company can

attain significant benefits which can help them in achieving their overall competitive advantage.

For illustration, when staff is motivated and empowered, there is innovation, a satisfaction of the

workplace and employee does not feel overburden (Beck, 2004).

Furthermore, it also leads to efficiency in the workplace and job commitment. The

significant variation among the process theories and content theories of motivation is that the

theory of content try to determine the factors due to which the people motivate while the theories

of process attempt to determine how the motivators in the organization initiate the process that

directs and lead to the attitude. It is crucial to understand these hypotheses and their variance

because it can direct in administering both the conditions and antecedents that can facilitate the

behaviors which are desirable (Beck, 2004).

Advantages of Content Theory of Motivation

Universality

According to the content motivation theories, all the individual seeks to meet the standard

inner requirements. Thus the individual is not as distinct from one another as they behave. By

exposing each other to the content motivation theories, leaders are capable to advance the
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foundations which are based on the psychological needs that show the behavior of those who

want to lead in the organization (Madsen, 2017).

Specificity

Another benefit of Content Theory of Motivation is that this theory of motivation is

developed to determine the individual particular needs while working in the organization in a

form of a group, as opposed to the individual who is pigeonholing into the types of personality.

Though each individual has a various requirement in common with the fellow individuals of his

society, each meets these requirements which are distinct. Some individual faces greater

satisfaction level in their job role, while the other member who is working in the same capacity

does not face the identical level of job satisfaction (Madsen, 2017).

The five factors which are motivating that have a significant impact on the behavior of

human according to the Herzberg are the requirement for achievement, recognition,

advancement, responsibility and the producing the satisfaction work quality. Herzberg believes

that the organizational employee works hard in order to gain the status of the job satisfaction as

contrary to job satisfaction absence (Madsen, 2017).

Disadvantages

Goal Orientation

As the individual strives greatly to meet the goal of the organization, they sometimes get

so much stress and cannot work effectively as they face pressure while achieving their overall

goals. This strategy of motivation can sometimes result in the negative outcomes as the

individual is unable to meet their satisfaction level hence decreasing their overall productivity

(Madsen, 2017).

Advantages and Disadvantages of Process Theory of Motivation

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Advantages

Use Goals:

This motivation theory provides the goals which are specific so that the staff is well

aware of what they are currently doing. This theory also let the individual know what is expected

of them. This theory also makes the necessary information transfer which helps the individual to

understand the ways in which they can achieve the overall goals in a more effective and efficient

way (Miner, 2017).

Individual’s rewards:

This theory uses the selective reward strategy that keeps the sole demands in mind of the

individual. Some staff has distinct requirement what acts as a medium of a motivator for one

may not work for the staff member. For examples rewards such as promotion, pay, challenging

roles, autonomy, and management of participation must be utilized sustaining the mental makeup

of the questions in the mind of the employee (Miner, 2017).

Check the system for equity:

This theory determines the relative inputs for each workplace in the way of determining

the abilities, experience, special capabilities, efforts which must be evaluated carefully before

determining the packages of compensation for the staff. On the other hand, the employee must

see the balance among the recognition and rewards which is obtained from the enterprise and the

efforts put by the employees in meeting the requirement (Miner, 2017).

Disadvantages

The disadvantage of process motivation theory is that it is quite crucial and sensitive, an

existing theory of process exerts the blame on the individual staff for not being motivated but
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also suggest the cognitive and simplistic way of an equation to manipulate their performance to

enhance the overall level of motivation.

References
Beck, R. (2004). Motivation. Upper Saddle River, N.J.: Pearson/Prentice Hall.
Madsen, K. (2017). Modern theories of motivation. New York: Wiley.
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Miner, J. (2017). ROLE MOTIVATION THEORIES. [Place of publication not identified]:

ROUTLEDGE.