THEORIES OF MOTIVATION

Motivational theory has played a dominant role in the emerging field of organizational
behaviour. Considerable effort has been made and is being made to identify specific
variables which would be a direct source of motivation towards goal achievement.
There have been a number of studies made, theories advanced and models built
on understanding the nature and relationship of different variables that cause a
certain behaviour and the variables that modify a given behaviour. We will have a
brief look at a few of these models.
Maslow’s Needs Hierarchy Model
Essentially, there are two kinds of theories that are concerned and define the
motivational processes. These are the ‘content theories’ that attempt to determine
and specify drives and needs that motivate people to work and ‘process theories’
that try to recognize the varying factors which result in motivation and their
association with one another. These theories are described in greater detail.
The content theories of work motivation
The content theories have been developed to explain the nature of motivation in
terms of types of need that people experience. They attempt to focus on factors
within a person that initiate and direct a certain type of behaviour or check certain
other types of behaviour. The basic idea underlying such theories is that people
have certain fundamental needs, both physiological and psychological in nature,
and that they are motivated to engage in activities that would satisfy these needs.
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Thus the nature of needs establishes the nature of motivation that results in a specific
behaviour aimed at reaching the goal of satisfying such needs.
Maslow’s needs hierarchy
The most commonly used theory of motivation in organizations is Maslow’s ‘needs
hierarchy theory’. Abraham Maslow recommended that individuals possess a
complicated group of extraordinarily strong needs and the conduct of an individual
at a specific time is decided by his strongest need. He created his prototype of
human motivation in 1943, on the basis of his own proven experience and devised
his theory of hierarchical needs by asking the same question, ‘what is it that makes
people behave the way they do’. He then listed out the answers and formed a
pattern. His theory is grounded upon two assumptions. First, human beings have
several needs of varying nature that range from the basic biological needs at the
lower level, which is the level of existence or survival to needs that are psychological
at the higher limit which is the level of growth. Second, these needs take place in a
hierarchical order so that the needs at the lower level are met before needs at the
higher level arise or get converted into motivators. This hierarchical needs model
describes human conduct in a more forceful and practical fashion and is chiefly
grounded on the concept that an individual’s internal condition play the main role
in motivation rather than the atmospheric situations.
Maslow proposes five basic requirements or needs set in consecutive levels.
These constantly changing needs lead to changes in aims and functions. These five
needs are arranged as depicted. The first three levels of needs at the base, namely,
the ‘deficiency’ needs must be fulfilled to ascertain an individual’s very survival
and safety and ensure that he is comfortable. The top two groups of needs have
been coined as ‘growth’ needs as these needs are concerned with individual growth,
development and an awareness of one’s potential (see Figure 6.1).
Fig. 6.1 Maslow’s Needs Hierarchy
These needs are described in detail as follows:
(i) Physiological needs: These needs make the base of the hierarchical
structure and tend to possess the maximum power with regard to motivation.
These needs are chiefly those that result from physiological or biological
worry. They are present to uphold life itself and comprise of the basic needs
of food, water, shelter and sex.
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(ii) Security and safety needs: Once the physiological needs are satisfied,
the need for safety and security gain predominance. These are the needs for
self-sustenance as compared to the physiological needs that are essential
for existence. These needs comprise of the needs for safety, constancy,
independence from fretfulness and a systematized and organized
environment. These needs for safety and security are actually reserves against
withdrawal of gratification of physiological needs in the future. It also includes
a feeling of security against the fear and peril of losing a job in the future.
(iii) Love and social needs: Once the needs of the body and security are
gratified, a feeling of belonging and reception gains importance in motivating
behaviour. These needs comprise of the needs for love, companionship,
affection and social relations. We seek an atmosphere where we are
comprehended, admired and desired. This is one reason for ‘polarization’
wherein people from like backgrounds and values have a propensity towards
grouping together.
(iv) Esteem needs: The need for respect is to achieve the recognition from
others that would bring about a sense of self-worth and self-confidence in
the individual. It is a pressing desire for accomplishment, prestige, status
and authority. Self-respect is the inner identification. Commanding respect
from others is external recognition and an admiration of one’s distinctiveness
as well as his involvement.
 Offering opportunities for workers to intermingle socially with each other
through coffee breaks, lunch amenities and entertainment activities, such
as organizing sports programmes, company picnics and other social
gatherings
 Creating team spirit by maintaining informal work teams wherever feasible
with friendly and encouraging supervision