Even the best-designed instruction can fail if learners aren’t motivated. Theories of motivation help explain why people choose to engage, persist, and perform—and why they sometimes don’t. This section covers key theories of motivation that shed light on human motivation, especially in the context of work and learning. Understanding these models can help you design programs that not only teach skills but also support the drive to apply them.
Learn what the ARCS Model is, how it supports learner motivation, and how to apply it. Covers all four components with examples for corporate L&D.
Read moreConcise, research-based overview of Alderfer’s ERG Theory—existence, relatedness, and growth needs—and its relevance to workplace motivation and learning.
Read moreExplore Attribution Theory and its relevance to workplace learning. Learn how causal explanations shape motivation, performance, and learner engagement—and how to support adaptive thinking.
Read moreCognitive Evaluation Theory explains how rewards, feedback, and structure affect intrinsic motivation by shaping autonomy and competence.
Read moreEquity Theory explains how fairness perceptions drive motivation, influencing employee behavior, job satisfaction, and responses to workplace inequities.
Read moreExpectancy Theory explains motivation based on the belief that effort leads to performance and valued rewards, shaping workplace behavior.
Read moreHerzberg’s Two-Factor Theory explains motivation at work, highlighting the difference between motivators and hygiene factors in driving job satisfaction.
Read moreMcClelland’s Theory of Needs explains how achievement, affiliation, and power shape motivation and behavior in workplace settings.
Read moreRegulatory Focus Theory explains how promotion and prevention focus shape goal pursuit, decision-making, and motivation in learning and behavior.
Read moreSelf-Determination Theory explains how autonomy, competence, and relatedness drive motivation. Learn how to apply it in corporate learning.
Read moreTemporal Motivation Theory explains how time, expectancy, and value influence motivation, helping design programs that reduce procrastination.
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