Theories of Motivation

Theories of Motivation

Student’s name

Institutional Affiliation

Various theories of motivation can be applied in our case study. The first theory is Maslow’s human motivation theory. According to the Hierarchy of Needs theory, humans have motivational needs that range from the basic needs to self-fulfillment needs (Latham, 2011). These motivational factors influence what people aspire to achieve. For example, Betty needs the self-confidence to feel motivated. Therefore, satisfying her esteem needs would be the key to enhance her performance.

The second motivational theory applicable to the case study is the Expectancy theory. The theory demonstrates the link between a reward and the expected results. Applying this theory involves setting achievable goals to inspire team members. These goals should also be aligned with appropriate rewards (Latham, 2011). For example, setting an achievable goal and rewarding with ample feedback would go a long way in motivating Betty.

Also, McClelland’s human motivation theory applies to our case study. According to the need’s theory, humans have three key motivators. However, one will dominate the other.  We can apply this theory in our case study by identifying the needs of each team member and then assign them roles that will enhance their motivation (LaBelle, 2008). For example, through the theory, we identify John’s dominant motivator as the need for power from his tendency to take credit for the work of others. 

A personality-based motivational strategy would help enhance team motivation. This strategy involves identifying the individual needs of each team member and working towards satisfying these needs. This strategy relates to the Hierarchy of Needs theory and Needs theory. According to these theories, humans have individual factors that motivate them. This means that what motivates one team member may not motivate the other (LaBelle, 2008). Therefore, identifying what motivates each team member would help enhance team motivation.


LaBelle, D. (2008). The Influence of Social Motivations on Performance and Trust in Semi-      virtual Teams. Thesis. Drexel University, 1-154.

Latham, G. (2011). Work Motivation: History, Theory, Research, and Practice. SAGE          Publications, Inc.

All Rights Reserved,