The key ideas behind four theories of motivation

An effective and motivated workforce is key to any organisation. Motivating your staff to consistently work to their highest potential, even during challenging periods, is vital.

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Finding out what makes one individual tick is relatively easy. But how do you motivate and drive a diverse workforce with varied personal and professional goals, aspirations and constraints? A highly effective motivational speaker can help to engage diverse audiences and aid organisational cohesion.

Here we examine the key ideas behind four theories of motivation and how these can work for your whole organisation.


Traditionally, businesses have focused on monetary incentives and rewards to motivate staff. However, today’s workforce has a stronger focus on the quality of their working life.

Enabling self-empowerment engages individuals, drives commitment and helps to sustain motivation, even when both the organisation and individuals may be experiencing upheaval.

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Drive relates both to the drive of individuals to have their personal work needs satisfied and also the drive of the organisation to maintain a dynamic and integrated workforce. When businesses are experiencing market challenges and upheaval, the resilience of their employees’ commitment can be strongly tested.

Employees can be motivated to embrace opportunities for learning and growth. A powerful motivational speaker such as can be utilised to help the workforce welcome the adoption of new ways of working.

Social Needs

Regardless of the type of role an employee performs, there will be a need to communicate effectively. Whilst this is more focused on sales, marketing and customer facing staff, all employees need to engage with their colleagues. Small social interactions can make a big difference to the quality of individuals working lives.

The ability to communicate well promotes satisfaction in the workplace, reduces conflict and has been shown to increase levels of productivity. According to Personnel Today, effective communication is a key element in aiding psychological balance and employee engagement.


Managing the expectations of a workforce well leads to greater engagement and employee satisfaction. If individuals understand their contribution to the business, they will feel empowered in their roles.

Individuals and teams should understand their impact on the business. This will enable them to realise how they are making a difference to the organisation. This helps to drive commitment and motivation through a personal appreciation of their value to the business.