A Brief Introduction To Motivation Theory - PDF

02/08/2015
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ABriefIntroductiontoMotivationTheory

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ManagementTheories>MotivationTheory
WhatisMotivation?
MotivationistheanswertothequestionWhywedowhatwedo?.Themotivationtheoriestrytofigureout
whattheMisintheequation:MmotivatesP(MotivatormotivatesthePerson).Itisoneofmostimportant
dutyofanentrepreneurtomotivatepeople.(Istronglybelivethatmotivatingpeoplewithvisionaryandshared
goalsismorefavorablethanmotivatingthroughtactics,incentivesormanipulationthroughsimplecarrotand
stickapproachesbecausemotivatingwithvisionisnaturalwherastheformerisartificialandephemeral).
Now,letsriseontheshouldersofthegiants:
AClassificationofMotivationTheories(Contentvs.Process)
Motivationtheoriescanbeclassifiedbroadlyintotwodifferentperspectives:ContentandProcesstheories.
ContentTheoriesdealwithwhatmotivatespeopleanditisconcernedwithindividualneedsandgoals.Maslow,
Alderfer,HerzbergandMcCellandstudiedmotivationfromacontentperspective.ProcessTheoriesdealwith
theprocessofmotivationandisconcernedwithhowmotivationoccurs.Vroom,Porter&Lawler,Adams
andLockestudiedmotivationfromaprocessperspective.
1.ContentTheoriesaboutMotivation
AbrahamMaslowsHierarchyofNeeds
Whenmotivationtheoryisbeingconsideredthefirsttheorythatis
beingrecalledisMaslowshierarchyofneedswhichhehasintroducedin
his1943articlenamedasATheoryofHumanMotivation.Accordingto
thistheory,individualstrivestoseekahigherneedwhenlowerneedsare
fulfilled.Oncealowerlevelneedissatisfied,itnolongerservesasasource
ofmotivation.Needsaremotivatorsonlywhentheyareunsatisfied.
Inthefirstlevel,physiologicalneedsexistwhichincludethemostbasicneedsforhumanstosurvive,such
asair,waterandfood.
Inthesecondlevel,safetyneedsexistwhichincludepersonalsecurity,health,wellbeingandsafetyagainst
accidentsremain.
Inthethirdlevel,belongingneedsexit.Thisiswherepeopleneedtofeelasenseofbelongingand
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acceptance.Itisaboutrelationships,familiesandfriendship.Organizationsfulfillthisneedforpeople.
Inthefourthlevel,selfesteemneedsremain.Thisiswherepeoplelookstoberespectedandtohaveself
respect.Achievementneeds,respectofothersareinthislevel.
Inthetoplevel,selfactualizationneedsexist.Thislevelofneedpertainstorealisingthepersonsfull
potential.
AlderfersERGTheory
In1969,ClaytonP.Alderfer,simplifiedMaslowstheorybycategorizing
hierarchyofneedsintothreecategories:
PhysiologicalandSafetyneedsaremergedinExistenceNeeds,
BelongingneedsisnamedasRelatednessNeeds,
SelfesteemandSelfactualizationneedsaremergedinGrowth
Needs
HerzbergsTwoFactorTheory
FrederickHerzberg,introducedhisTwoFactorTheoryin1959.He
suggestedthattherearetwokindsoffactorsaffectmotivation,andtheydo
itindifferentways:
1)Hygienefactors:Aseriesofhygienefactorscreatedissatisfactionifindividualsperceivethemasinadequate
orinequitable,yetindividualswillnotbesignificantlymotivatedifthesefactorsareviewedasadequateorgood.
Hygienefactorsareextrinsicandincludefactorssuchassalaryorremuneration,jobsecurityandworking
conditions.
2)Motivators:Theyareintrinsicfactorssuchassenseofachievement,recognition,responsibility,andpersonal
growth.
Thehygienefactorsdeterminedissatisfaction,andmotivatorsdeterminesatisfaction.Herzbergtheoryconforms
withsatisfactiontheorieswhichassertthatasatisfiedemployeetendstoworkinthesameorganizationbutthis
satisfactiondoesnotalwaysresultinbetterperformance.Inotherwords,satisfactiondoesnotcorrelate
withproductivity.
McClellandsAchievementNeedTheory
inhis1961booknamedasTheAchievingSociety,DavidMcClellandidentifiedthreebasicneedsthatpeople
developandacquirefromtheirlifeexperiences.
Needsforachievement:Thepersonwhohaveahighneedforachievementseeksachievementandtriesto
attainchallenginggoals.Thereisastrongneedforfeedbackastoachievementandprogress,andaneedfora
senseofaccomplishment.Thepersonwhohaveahighachievementneedlikestotakepersonalresponsibility.
Needsforaffiliation:Thepersonwhohaveahighneedforaffiliationneedsharmoniousrelationshipswith
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peopleandneedstobeacceptedbyotherpeople.(Peopleorientedrather
thantaskoriented).
Needsforpower:Thepersonwhohaveaneedforpowerwantstodirect
andcommandotherpeople.Mostmanagershaveahighneedforpower.
Althoughthesecategoriesofneedsarenotexlusive,generallyindividuals
developadominantbiasoremphasistowardsoneofthethreeneeds.
Entrepreneursusuallyhavehighdegreeofachivementneeds.
IncentiveTheory
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Incentivetheorysuggeststhatemployeewillincreaseher/hisefforttoobtainadesiredreward.Thisisbasedon
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thegeneralprincipleofreinforcement.Thedesiredoutcomeisusuallymoney.Thistheoryiscoherentwiththe
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2.ProcessTheoriesaboutMotivation
ExpectancyTheory
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ExpectancyTheoryarguesthathumansactaccordingtotheirconsciousexpectationsthataparticularbehavior
willleadtospecificdesirablegoals.
VictorH.Vroom,developedtheexpectancytheoryin1964,producingasystematicexplanatorytheoryof
workplacemotivation.Theoryassertsthatthemotivationtobehaveinaparticularwayisdeterminedbyan
individualsexpectationthatbehaviourwillleadtoaparticularoutcome,multipliedbythepreferenceorvalence
thatpersonhasforthatoutcome.
ThreecomponentsofExpectancytheoryare:
1. Expectancy:E>P.Thebeliefofthepersonthather/hiseffort(E)willresultinattainmentofdesired
performance(P)goals.
2. Instrumentality:P>R.Thebeliefofthepersonthatshe/hewillreceiveareward(R)iftheperformance(P)
expectationismet.
3. Valence:Thevalueoftherewardaccordingtotheperson.(e.g.Istherewardattractivetotheperson?)
Theequationsuggeststhathumanbehaviourisdirectedbysubjectiveprobability.
GoalTheory
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EdwinLockeproposedGoalTheoryin1968,whichproposesthatmotivationandperformancewillbehighif
individualsaresetspecificgoalswhicharechallenging,butaccepted,andwherefeedbackisgivenon
performance.
Thetwomostimportantfindingsofthistheoryare:
1. Settingspecificgoals(e.g.IwanttoearnamillionbeforeIam30)generateshigherlevelsofperformance
thansettinggeneralgoals(e.g.Iwanttoearnalotofmoney).
2. Thegoalsthatarehardtoachievearelinearlyandpositivelyconnectedtoperformance.Theharderthe
goal,themoreapersonwillworktoreachit.
AdamsEquityTheory
DevelopedbyJohnStaceyAdamsin1963,EquityTheorysuggeststhatiftheindividualperceivesthattherewards
receivedareequitable,thatis,fairorjustincomparisonwiththosereceivedbyothersinsimilarpositionsinor
outsidetheorganization,thentheindividualfeelssatisfied.Adamsassertedthatemployeesseektomaintain
equitybetweentheinputsthattheybringtoajobandtheoutcomesthattheyreceivefromitagainsttheperceived
inputsandoutcomesofothers.
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68ResponsestoABriefIntroductiontoMotivationTheory
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