Theories That Will Inspire You to Make Your Workplace Better

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( — January 11, 2020) — The traditional workplace is getting phased out and being replaced by a modern workplace environment, where employees are comfortable and happy. The revolution has given birth to other workplace-related campaigns such as women empowerment. Managers are inviting female keynote speakers and encouraging inclusive decision making, all in a bid to empower female employees. That is just one of the changes being made in the workplace.

There is more that managers are doing to empower the employees and improve job satisfaction. Empowering your employees is among the most effective ways to win them.

1. Social exchange theory 

A mental contract that exists between the management and the subordinates is a substantial driver of employees’ attitudes and behavior. 

The theory is based on the conclusion of the inherent disposition between the management and the subordinates, which can also be termed as a psychological. The argument is based on the ideology of an enterprise relationship that involves an exchange of resources of two natures, that is, social and economic. Resources of a social nature may include support, respect, and love, whereas economic resources include material and monetary. If your goal is to empower and motivate women through improving their skills, working with female speakers will create a more significant impact.

2. Human capital theory 

The human capital theory portrays human resources as one of the production factors, investment in human capital as a production factor is directly proportional to the output. This means that more input leads to a better outcome. There is an alternative to human capital, but unlike other factors of production, such as fixed capital and land, a transposition is impossible.  

The idea of the human capital theory is that competence development practices are more investments as opposed to expenditure. In light of the theory, for employees’ performance to improve, emphasis on the acquisition of skills and knowledge is essential. Improvement in the performance of employees, in turn, contributes to the overall performance of the organization. Therefore, an organization’s resolution to invest time and money in inviting women speakers, for instance, to facilitate employees’ is catalyzed by a predetermined future.    

3. Herzberg’s two-factor theory  

In terms of Herzberg’s two-factor theory, determinants of job satisfaction differ from those of job dissatisfaction. Through a proposition made by Schultz et al. (2003) focused on Herzberg’s theory, employees’ discernment of job satisfaction is focused on internal factors, whereas behavior that is connected with dissatisfaction is associated with external elements. Factors that contribute to satisfaction are known as motivators, whereas those attributed to dissatisfaction are known as hygiene factors. The two factors are also called internal or external factors. 

Both factors are very critical to the performance of an employee. If one of the factors, such as hygiene, is omitted, there is a likelihood of the workers to be dissatisfied.   

Studying employee motivation theories will help you get a better understanding of how you can empower them, motivate them, and make your workplace a better place. Developing employees’ skills and encouraging them is one of the most effective ways to go about it.