Motivation Theories

Motivation refers to the reason, or reasons, for engaging in a certain behavior. There are many motivation theories under the umbrellas of drive reduction, affective-arousal, need and cognitive. Let's look at some of the most popular.

One drive reduction theory is Cognitive Dissonance Theory which manifests during feelings of uncomfortable tension. This tension comes from holding two conflicting [dissonant] thoughts, or cognitions, at the same time. The tension, increases with the subject's importance, how strong the thoughts conflict and if we are unable to explain and rationalize the conflict. A good example is a person who wishes to give up smoking because they know of its detriment to health, but they continue to smoke.

Under the affective arousal theory umbrella is found Interests Theory. This vocational choice theory, 'birds of a feather flock together,' comes from the work of psychologist John L. Holland. Holland is the creator of Holland Codes, which are six personality types, used in the assessment of interests. Holland argues that 2-3 types dominate in each person and the types are: realistic, investigative, artistic, social, enterprising and conventional. This theory works on the principle that people like to be around others who have similar personalities and so in choosing a career, people choose jobs where they can be around other people like themselves.

Of all the motivation theories Abraham Maslow's Need Hierarchy Theory is the most widely discussed. The basics of Maslow's theory state that humans have unsatisfied wants/desires which influence our behavior. All our needs are ordered according to how we deem their importance [ranging from the basic to the complex,] and that we advance up through the levels when minimal satisfaction has occurred. Progression through this order shows more 'humanness'. The hierarchy is physiological, safety and security, social, self esteem, self actualization and self transcendence.

Cognitive: Goal Setting Theory
When we set goals they have components that we deem acceptable, so that we do not give up or fail. These goals are clear, challenging and achievable. What this means is that we know exactly what to do and can remain focused, that there is enough stimulus to deter boredom and that the goal is attainable enough so we are not likely to fail. If we set our own goals we are much more likely to succeed as they meet our criteria, not someone else's.

Our goals fall into two categories that contain different levels of deliberation: directional and accuracy. A directional goal drives us to an end which we can get to by narrowing our focus and choosing certain beliefs that will support the desired end result. There is not much deliberation and, therefore, more optimism about reaching the goal. An accuracy goal is where we strive to reach the most accurate conclusion. This requires a lot more effort as being inaccurate can have high penalties. There is greater deliberation with this goal and thus more realization that the goal might not be attainable, unless we search for improvements, and again this goal works by influencing our choice of beliefs, as well as decision-making rules.

As we go through goal setting, whether using directional or accuracy, we need feedback to ascertain the success of the path we are on. Feedback, if done in a positive manner encourages and motivates, while negative feedback - from others or ourselves - is a demotivator.

We have only just skimmed the surface of motivation theories here. From decades of studies about what motivates, these theories are interesting, and varied, and enlighten us on all aspects of human behavior.