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The 1950s were a fruitful period in the development of motivation concepts. Four specific theories were formulated during this period, which although heavily attacked and now questionable in terms of validity, are probably still the best-known explanations for employee motivation. All must know about these early theories for at least two reasons such as they represent a foundation from which contemporary theories have grown and practicing managers still regularly use these theories and their terminology in explaining employee motivation. Some of the earliest motivation theories are theory X and theory Y, two factor theory, McClelland’s theory of needs, contemporary theories of motivation, cognitive evaluation theory and goal setting theory etc.,

What is motivation? It’s the real interaction between an individual and a situation. Motivation is the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal. While general motivation is concerned with effort toward any goal, we will narrow the focus to organizational goals in order to reflect our singular interest in work related behavior. The three key elements in our definition are intensity, direction and persistence. Intensity is concerned with how hard a person tries. This is the element most of us focus on when we talk about motivation. However, high intensity is unlikely to lead to favorable job-performance outcomes unless the effort is channeled in a direction that benefits the organization.