Motivation theories

Here are academic theories about motivation. (Read detail via links)

• Acquired Needs Theory: we seek power, achievement or affiliation.
• Affect Perseverance: Preference persists after disconfirmation.
• Attitude-Behavior Consistency: factors that align attitude and behavior.
• Attribution Theory: we need to attribute cause, that supports our ego.
• Cognitive Dissonance: non-alignment is uncomfortable.
• Cognitive Evalution Theory: we select tasks based on how doable they are.
• Consistency Theory: we seek the comfort of internal alignment.
• Control Theory: we seek to control the world around us.
• Disconfirmation bias: Agreeing with what supports beliefs and vice versa.
• ERG Theory: We seek to fulfill needs of existence, relatedness and growth.
• Escape Theory: We seek to escape uncomfortable realities.
• Expectancy Theory: We are motivated by desirable things we expect we can achieve.
• Extrinsic Motivation: external: tangible rewards.
• Goal-Setting Theory: different types of goals motivate us differently.
• Intrinsic Motivation: internal: value-based rewards.
• Investment Model: our commitment depends on what we have invested.
• Opponent-Process Theory: opposite emotions interact.
• Positive psychology: What makes us happy.
• Reactance Theory: discomfort when freedom is threatened.
• Self-Determination Theory: External and internal motivation.
• Self-Discrepancy Theory: we need beliefs to be consistent.
• Side Bet Theory: aligned side-bets increase commitment to a main bet.
• The Transtheoretical Model of Change: Stages in changing oneself.

What is Compensation Management?

Human Resource is the most vital resource for any organization. It is responsible for each and every decision taken, each and every work done and each and every result. Employees should be managed properly and motivated by providing best remuneration and compensation as per the industry standards. The lucrative compensation will also serve the need for attracting and retaining the best employees.

Compensation is the remuneration received by an employee in return for his/her contribution to the organization. It is an organized practice that involves balancing the work-employee relation by providing monetary and non-monetary benefits to employees.
Compensation is an integral part of human resource management which helps in motivating the employees and improving organizational effectiveness.

Components of Compensation System

Compensation systems are designed keeping in minds the strategic goals and business objectives. Compensation system is designed on the basis of certain factors after analyzing the job work and responsibilities. Components of a compensation system are as follows:



Types of Compensation

Compensation provided to employees can direct in the form of monetary benefits and/or indirect in the form of non-monetary benefits known as perks, time off, etc. Compensation does not include only salary but it is the sum total of all rewards and allowances provided to the employees in return for their services. If the compensation offered is effectively managed, it contributes to high organizational productivity.


Direct Compensation

Indirect Compensation

Need of Compensation Management

• A good compensation package is important to motivate the employees to increase the organizational productivity.



• Unless compensation is provided no one will come and work for the organization. Thus, compensation helps in running an organization effectively and accomplishing its goals.



• Salary is just a part of the compensation system, the employees have other psychological and self-actualization needs to fulfill. Thus, compensation serves the purpose.



• The most competitive compensation will help the organization to attract and sustain the best talent. The compensation package should be as per industry standards.

Strategic Compensation

Strategic compensation is determining and providing the compensation packages to the employees that are aligned with the business goals and objectives. In today’s competitive scenario organizations have to take special measures regarding compensation of the employees so that the organizations retain the valuable employees. The compensation systems have changed from traditional ones to strategic compensation systems.

what is marketing?

There are many different definitions of marketing. Consider some of the following alternative definitions:

“The all-embracing function that links the business with customer needs and wants in order to get the right product to the right place at the right time”

“The achievement of corporate goals through meeting and exceeding customer needs better than the competition”

“The management process that identifies, anticipates and supplies customer requirements efficiently and profitably”

“Marketing may be defined as a set of human activities directed at facilitating and consummating exchanges”

Which definition is right? In short, they all are. They all try to embody the essence of marketing:

• Marketing is about meeting the needs and wants of customers;
• Marketing is a business-wide function – it is not something that operates alone from other business activities;
• Marketing is about understanding customers and finding ways to provide products or services which customers demand

To help put things into context, you may find it helpful to often refer to the following diagram which summarises the key elements of marketing and their relationships:

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