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Managing into the future
Oxford dictionary defines motivation as the desire or willingness to do something or having an enthusiasm to do it. It comes from the word motivate which Webster dictionary defines as to provide something with a motive. Motivation is therefore the act of inspiring or stimulating someone to do something. In his book “Great Motivation Secrets of Great Leaders”, John Baldoni says that motivation is that art of getting somebody do what you want them to do because they want to do it (Baldoni 7).‎ Managers have a duty of motivating their employees so that they can achieve not only the goals of the organization, but also to meet their own personal goals. This is the trend with the modern organizations where the policies implementation boards in these organizations, seek ways to support this aspect (McClelland 467). There are various factors that influence why employees may be motivated. It is these factors that researchers have used to develop what is referred as the motivation theories. For example, in incentive theory, rewards may act as an incentive to motivate an employee. However, the real motivation comes from within and this factor has been used to develop what is commonly referred as the intrinsic theory of motivation.
This paper examines differences between content and process theory.
In examining these theories, it is important to look first at how they are developed. Process theory focuses sequence of events referred as the state process that leads to a certain outcome. When used in the context of Motivation theory, this theory seeks to explain the means by which human needs changes. The difference here is that the process theory focuses on the “how” employees interact and work together while the content theory focuses on the “what” the employees are working or the task that motivates an