Scribd
Upload
16 views28 pages

Motivational Theories

Theories of Motivation

Uploaded by

areeya janelle lagas
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
16 views28 pages

Motivational Theories

Theories of Motivation

Uploaded by

areeya janelle lagas
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
You are on page 1/ 28

THEORIES OF

MOTIVATION
What inspires
employees to provide
excellent service, market
a company’s products
effectively, or achieve the
goals set for them?
Motivation is defined as
the desire to achieve a goal
or a certain performance
level, leading to goal-
directed behavior.
Motivation – The intensity, direction,
and persistence of effort a person
shows in reaching a goal:

• Intensity: How hard a person tries


• Direction: Where effort is
channeled
• Persistence: How long effort is
maintained
Two types of Motivators

Intrinsic Motivators – A person’s


internal desire to do something.
•interest, challenge, and personal
satisfaction

Extrinsic Motivators – Motivation


that comes from outside the person
• pay, bonuses, and other tangible
rewards
So what motivates
people? Why do some
employees try to reach
their targets and pursue
excellence while others
merely show up at work
and count the hours?
Two Categories of Motivation
Theories

 Need-based Theories
 Process Theories
Needs Theories of
Motivation
Basic idea – Individuals have needs that,
when unsatisfied, will result in
motivation

• Maslow’s Hierarchy of Needs


Theory
• Motivation-Hygiene Theory
• ERG Theory
• McClelland’s Theory of Needs
Maslow’s Hierarchy of
Needs
Maslow’s Hierarchy of Needs
• Physiological – Includes hunger, thirst,
shelter, sex, and other bodily needs
• Safety – Includes security and protection from
physical & emotional harm
• Social – Includes affection, belongingness,
acceptance, and friendship
• Esteem – Includes internal esteem factors:
self-respect, autonomy, and achievement –
Includes external esteem factors: status,
recognition, and attention
• Self-actualization – The drive to become
what one is capable of becoming – Includes
growth, achieving one’s potential, and self-
Alderfer’s ERG Theory
• Existence – Concerned with
providing basic material existence
requirements.

• Relatedness – Desire for


maintaining important interpersonal
relationships.

• Growth – Intrinsic desire for


Two-Factor Theory
Frederick Herzberg approached
the question of motivation in a
different way. By asking individuals
what satisfies them on the job and
what dissatisfies them, Herzberg
came to the conclusion that aspects
of the work environment that
satisfy employees are very different
from aspects that dissatisfy them.
Acquired-Needs Theory
According to David McClelland’s
theory, individuals acquire three
types of needs as a result of their life
experiences. These needs are the
need for achievement, the need
for affiliation, and the need for
power. All individuals possess a
combination of these needs, and the
dominant needs are thought to drive
McClelland’s Theory of Needs
• Need for achievement – The drive
to excel, to achieve in relation to a
set of standards, to strive to succeed.
• Need for power – The need to make
others behave in a way that they
would not have behaved otherwise
• Need for affiliation – The desire for
friendly and close interpersonal
Summary: Hierarchy of Needs

• Maslow: Argues that lower-order needs


must be satisfied before one progresses to
higher-order needs.
• Herzberg: Motivators lead to
satisfaction. Hygiene factors must be met if
person is not to be dissatisfied. However, they
will not lead to satisfaction.
• Alderfer: More than one need can be
important at the same time. If a higher-order
need is not being met, the desire to satisfy a
lower-level need increases.
• McClelland: People vary in the types of
Process Theories of
Motivation
Expectancy theory
 Goal-setting theory

 Reinforcement Theory
 Self-efficacy Theory
Expectancy Theory
The theory that suggests that individuals
act depending on:

– whether their effort will lead


to good performance
– whether good performance will
be followed by a given outcome
– whether that outcome is
attractive to them
Expectancy Theory
According to this theory, individual
motivation to put forth more or less effort is
determined by a rational calculation in which
individuals evaluate their situation. According to
this theory, individuals ask themselves three
questions:
Reinforcement Theory
Reinforcement theory is
based on the work of Ivan
Pavlov on behavioural
conditioning and the later work
of B. F. Skinner on operant
conditioning. According to
reinforcement theory, behaviour
is a function of its outcomes.
Reinforcement Methods
Goal-Setting Theory
The theory that says specific and difficult
goals lead to higher performance.
 Goals tell an employee what needs to be done
and how much effort will need to be expended.
 Specific goals increase performance.
 Difficult goals, when accepted, result in higher
performance than do easy goals.
 Feedback leads to higher performance than
does non-feedback.
 Specific hard goals produce a higher level of
output than does the generalized goal of “do
your best.”
 The specificity of the goal itself acts as an
internal stimulus.
How Does Goal Setting Works?

Clarity
Challenge

Commitment

Feedback

Task complexity


For goals to be effective, they
should be SMART:

Specific
Measurable

Attainable

Results Oriented

Time bound


Locke’s Model of Goal Setting
Putting It All Together
What we know about motivating
employees in organizations:

Recognize individual differences.


Employees have different needs.

Don’t treat them all alike.


Spend the time necessary to


understand what’s important to each


employee.
Use goals and feedback.
Allow employees to participate in

decisions that affect them.


 Link rewards to performance.

You might also like

pFad - Phonifier reborn

Pfad - The Proxy pFad of © 2024 Garber Painting. All rights reserved.

Note: This service is not intended for secure transactions such as banking, social media, email, or purchasing. Use at your own risk. We assume no liability whatsoever for broken pages.


Alternative Proxies:

Alternative Proxy

pFad Proxy

pFad v3 Proxy

pFad v4 Proxy