There are two types of groups of theories for motivation in the workplace. Content theories base themselves on assuming people have a set of needs which are listed out of what they need to pursue and is usually a ladder in which they climb up and down during their lifetime. The main theories of content are Maslow’s, aldefer’s, Herzberg and McClelland. Whereas process theories assumes that individuals select their goals and choose how to get them by a process of calculation to find out what it needs to make each individual tick in a certain way. The main theories of process motivation are expectancy theory, equity theory and goal theory.
The expectancy theory for the process type is based on three main points, these are effort which the person puts in to what he is doing, this will lead to performance in what he or she does, which will then hopefully lead to perceived rewards set by the company who employs this person, which then the rewards lapse back and further motivate the employee to put further effort into what he or she does which will lead to continued performance and rewards. This is also linked with extrinsic and intrinsic outcomes as performance increases as well as job satisfaction as a reward. This is also based on the individual’s behaviour and performance is based on the environmental and personal factors of the employee. They also make choices about their behaviour and act rationally in that process, and all individuals have different needs and drives and will have to adapt in order to motivate them into putting the effort into the business.