About This Chapter
Employee Engagement Theories - Chapter Summary
Give your executive leaders an overview of employee engagement theories with this comprehensive corporate training chapter. Accessible on any Internet-connected device, this chapter helps your executives study a variety of theories that relate to employee engagement, including:
- Needs theory
- Two-factor theory
- Expectancy theory
- Behavioral management theory
- Equity theory of motivation
- Reinforcement theory
Your executives will also see how they can apply their understanding of these theories in workplace settings. You can assign these lessons to your executives for completion during related meetings, breaks or lunches. The chapter material is accessible on computers or mobile devices.
How It Helps
- Builds awareness: The chapter helps executives develop a thorough awareness of employee motivation theories.
- Covers essential theories: Executives who complete the chapter will be able to understand the work applications of theories from Maslow, Herzberg, Vroom and Thorndike.
- Improves employee engagement: Executives can apply their understanding of these theories to better engage their employees in the workplace.
By the end of the chapter, your company's executives should be able to:
- Explain how Maslow's needs theory relates to employee motivation
- Summarize the acquired needs theory, the two-factor theory and the expectancy theory of employee motivation
- Use behavioral management theory to better understand employee motivation and behavior
- Discuss reward and effort in terms of the equity theory of motivation
- Determine how Thorndike's reinforcement theory pertains to employee motivation
1. The Needs Theory: Motivating Employees with Maslow's Hierarchy of Needs
Hunger, thirst, security, friendship, respect and being all that you can be are just some of the things that motivate us to take action. This lesson helps us to further understand these needs and how they motivate behavior by showing where they fall in Maslow's hierarchy of needs.
2. Acquired Needs Theory: Need for Achievement, Power & Affiliation
Do you act out of a need for achievement, power or affiliation? This lesson describes the acquired needs theory and how one of the three types of needs affect us more than the others.
3. Herzberg's Two-Factor Theory: Hygiene Factors & Motivation
This lesson describes Frederick Herzberg's two-factor theory, which is based on the idea of how hygiene factors and satisfiers or motivators are used to provide satisfaction to employees in work environments.
4. Vroom's Expectancy Theory of Employee Motivation
Finding the right equation for motivating employees can be challenging. This lesson explains how expectancy theory is used to motivate employees by increasing the motivation to act based on a set of specific criteria.
5. Behavioral Management Theory: Understanding Employee Behavior & Motivation
Behavioral management theory was developed in response to the need to account for employee behavior and motivation. The shift moved management from a production orientation (classical leadership theory) to a leadership style focused on the workers' human need for work-related satisfaction and good working conditions.
6. Equity Theory of Motivation: Reward & Effort
Have you ever noticed that some employees seem to work harder than others for the same reward? Why does that happen? This lesson explains how equity theory is used by managers to motivate employees by providing a high reward for equivalent efforts on part of the employee.
7. Thorndike's Reinforcement Theory: Using Consequences to Motivate Employees
In the workplace, there are levels of acceptable behavior. As a manager, it is important to use appropriate techniques that reinforce acceptable behavior and deter inappropriate behavior. This lesson describes how reinforcement theory is used to influence employee behavior through consequences.
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