Publication Date
Spring 4-29-2026
School
School of Business
Major
Business: Management
Keywords
Employee Motivation, Non-profit, Self-Determination Theory, Motivation Theory, Intrinsic Motivation
Disciplines
Human Resources Management | Performance Management
Recommended Citation
Williams, Evelyn L., "Changing Employee Motivation from Obligation to Opportunity: Increasing Intrinsic Motivation in Non-profit Organizations" (2026). Senior Honors Theses. 1565.
https://digitalcommons.liberty.edu/honors/1565
Abstract
Motivation is a key driver behind tasks within the workforce. Harnessing employee motivation increases productivity, employee retention, efficiency, and output quality. Non-profit organizations, however, are often unable to devote resources to externally increasing motivation. This study presents a motivational model that is built from three motivation theories: Maslow’s Hierarchy of Needs, Herzberg’s Two Factor Theory, and Self-Determination theory. By incorporating principles from these theories this model helps organizations internalize and increase the effectiveness of their employees’ motivation through increasing the autonomy, competence, and relationality felt by each employee. The six tenets of the REWARD model give non-profit organizations a framework from which to create policies and procedures that effectively increase motivation while reducing dependence on external reward systems.
