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Motivation Theories PPT (Autosaved)

This document discusses various theories of motivation. It covers content theories like Maslow's hierarchy of needs and Herzberg's two-factor theory, as well as process theories like expectancy theory, reinforcement theory, and goal setting theory. McGregor's Theory X and Theory Y are also summarized. The key aspects of each theory are defined in 1-2 sentences.

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501 views29 pages

Motivation Theories PPT (Autosaved)

This document discusses various theories of motivation. It covers content theories like Maslow's hierarchy of needs and Herzberg's two-factor theory, as well as process theories like expectancy theory, reinforcement theory, and goal setting theory. McGregor's Theory X and Theory Y are also summarized. The key aspects of each theory are defined in 1-2 sentences.

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Ninad
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Motivation

 Any influence that triggers, directs or


maintains behavior
 Research is based upon different variables
that affect motivation
 Individual Differences
 Organizational Contexts
 Manager Behaviors
 Process Theories
Content Versus Process
Motivation Theories

 Content theories
 explain why people have different needs at
different times

 Process theories
 describe the processes through which needs
are translated into behavior
McGregor’s theory X and theory Y

 Douglas McGregor formulated two distinct


views of human being based on
participation of workers. The first is
basically negative, labelled as Theory X,
and the other is basically positive, labelled
as Theory Y. Both kinds of people exist.
Based on their nature they need to be
managed accordingly.
Theory X:  The traditional view of the work
force holds that workers are inherently lazy,
self-centred, and lacking ambition.  Therefore,
an appropriate management style is strong,
top-down control.

Theory Y:  This view postulates that workers


are inherently motivated and eager to accept
responsibility.  An appropriate management style
is to focus on creating a productive work
environment coupled with positive rewards and
reinforcement.
Content Theories of
Motivation
Maslow’s Alderfer’s Herzberg’s McClelland’s
Need Hierarchy ERG Theory Theory Learned Needs

Self- Need for


Actualization Achievement
Growth Motivators
Need for
Esteem
Power

Need for
Belongingness Relatedness
Affiliation

Safety Hygienes
Existence
Physiological
Practical Implications of
Content Theories

 People have different needs at different


times

 Offer employees a choice of rewards -- a


flexible reward system

 Do not rely too heavily on financial


rewards
 they mainly address lower level needs
Maslow’s Hierarchy

 Each individual has needs, or feelings of


deficiency that drive their behavior
 Once a need is satisfied, then it is no
longer motivating
 Needs are in a hierarchy that an individual
moves up as they satisfy levels of needs
14.3

Maslow’s Hierarchy

Self-
Actualization

Esteem

Affiliation

Security

Physiological

Adapted from Figure


14.2
Levels of Needs

 Physiological/Survival needs
 Food, Clothing, Shelter, Air
 Security
 Feel safe, absence of pain, threat, or illness
 Affiliation
 friendship, company, love, belonging
 first clear step up from physical needs
Need levels (cont.)

 Esteem Needs
 self-respect, achievement, recognition,
prestige
 cues a persons worth
 Self-Actualization
 personal growth, self-fulfillment, realization of
full potential
 Where are YOU on the hierarchy???
Alderfer’s ERG

 Consolidates Maslow into 3 categories


 Existence-physiological and security
 Relatedness-affiliation
 Growth-esteem and self-actualization
14.4

ERG Model of Motivation

Frustration-Regression Satisfaction-Progression

Growth Needs

Relatedness Needs

Existence Needs
Adapted from Figure
14.3
Frustration-Regression

 Differs from Maslow


 When unable to satisfy upper level needs,
the individual will revert to satisfying
lower level needs
 Interesting point from research....growth
stimulates growth
McClelland’s Learned
Needs

 Needs are acquired through interaction


with environment
 Not a higherarchy, but degrees of each
type of need or motive
Types of Needs

 N Ach-motive to meet some standard of


excellence or to compete
 N Aff-motive to develop and maintain
close and meaningful relationships
 N Pow-desire to influence and control
others and the environment
Herzberg’s Two Factor
Theory

 Some variable prevent job dissatisfaction


and some variables produce motivation
 Hygiene factors-basic needs that will
prevent dissatisfaction
 light, temperature, pay, parking
 Motivators
 when present cause high levels of motivation
 interesting work, advancement, growth, etc.
Herzberg’s Two Factor
14.6

Theory
High
Motivation

Low Motivation

Low Dissatisfaction

Dissatisfaction
Low High Low High
Hygienes Motivators
Adapted from Figure
14.4
Process Theories

 Reinforcement Theory
 Expectancy
 Equity
 Justice Theory
 Goal Setting
Types of Reinforcement

 Positive Reinforcement-rewards
 Punishment-Application of a negative outcome
 Negative Reinforcement-removal of negative
outcomes when behavior is performed
 Extinction-absence of reinforcement (removal
of positive reinforcement)
 Drawbacks
Types of Rewards

 Extrinsic-external rewards such as money,


fringe benefits, job security
 Intrinsic-internal satisfaction outcomes
from doing work
 Satisfaction-employee’s attitude about
work situations
 Intrinsic motivation and Intrigue??????
Overreward Versus
Underreward Inequity
Comparison
You
Other
Outcomes
Overreward Outcomes
Inequity
Inputs Inputs

Underreward Outcomes
Inequity Outcomes

Inputs Inputs
Effect of Goal Difficulty on
Performance
High
Task Performance

Area of
Optimal
Goal
Difficulty

Low Moderate Challenging Impossible

Goal Difficulty
Expectancy Theory

 Combines goal setting and reinforcement


theories
 Three questions drive motivation
 With effort can I perform?
 With performance, will I be rewarded?
 Do I value the rewards?
Terms

 Expectancy-belief that effort will lead to


performance
 Instrumentality-performance leads to
rewards (does performance level matter)
 Valence-value of rewards
Expectancy Theory of
Motivation
E-to-P P-to-O Outcomes
Expectancy Expectancy & Valences

Outcome 1
+ or -

Outcome 2
Effort Performance + or -

Outcome 3
+ or -

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