THEORIES OF MOTIVATION

IN MANAGEMENT
 WHAT IS MOTIVATION IN MANAGEMENT ?
Motivation in management describes ways in which managers promote productivity in their
employees.Motivation actually describes the level of desire employees feel to perform, regardless of the
level of happiness. Employees who are adequately motivated to perform will be more productive, more
engaged and feel more invested in their work. When employees feel these things, it helps them, and
thereby their managers, be more successful..
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 MASLOW'S
MOTIVATION THEORY
Psychologist Abraham Maslow suggested
that human beings have a hierarchy of
needs. That is, that all humans act in a
way which will address basic needs,
before moving on to satisfy other, so-
called higher level needs.
Maslow represented this theory as a
hierarchical triangle. This shows how
basic needs must be met before one can
“climb” the hierarchy, to address more
complex needs.

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 THE HIERARCHY OF
NEEDS
The Maslow motivation theory is typically represented by 5 steps:
• Physiological needs – such as hunger, thirst and sleep
• Safety needs – such as security, protection from danger and
freedom from pain.
• Social needs – sometimes also referred to as love needs such as
friendship, giving and receiving love, engaging in social activities
and group membership.
• Esteem needs – these include both self-respect and the esteem
of others. For example, the desire for self-confidence and
achievement, and recognition and appreciation.
• Self-actualization – This is about the desire to develop and
realize your full potential. To become everything you can be.

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 HERZBERG’S MOTIVATION THEORY

Herzberg’s Motivation Theory model, or Two Factor

Theory, argues that there are two factors that an
organization can adjust to influence motivation in the
workplace.
These factors are:
• Motivators: Which can encourage employees to
work harder.
• Hygiene factors: These won’t encourage employees
to work harder but they will cause them to become
unmotivated if they are not present.

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WHAT DOES TWO FACTORS INCLUDE ?
MOTIVATING FACTORS HYGIENE FACTORS
INCLUDE: INCLUDE:
Achievement Company Policies

Recognition Supervision
MOTIVATING
The work itself Relationships
FACTORS
Responsibility Work Condition

Advancement Salary

Growth Status

Security HYGIENE
FACTORS

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 HOW TO USE THE MODEL ?
There is a two step process to use two factory theory model to increase the
motivation of your team.
 Eliminate job hygiene stressors:
The first step to enhancing the motivation of your team is to ensure that the
hygiene factors are not causing dissatisfaction. Each person will examine hygiene
factors through their own unique frame of reference. Because of this, it’s
important to work with each member of your team to understand their specific
perspective.
 Boost Job Satisfaction:
Once you have removed hygiene stressors, the next step is to boost the job
satisfaction of each team member. We can do this by improving the actual
content of the job itself. Again, a unique approach for each employee will be
required.

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 MCGREGOR'S THEORY X AND
THEORY Y
Theory X and Theory Y suggests two different views of individuals:
one of which is negative (Theory X) and the other is positive (Theory
Y). The perception of managers on the nature of individuals is based
on various assumptions.
Theory X presents a pessimistic view of employees’ nature and
behavior at work, while Theory Y presents an optimistic view of the
employees’ nature and behavior at work.
If correlate it with Maslow’s theory, we can say that Theory X is based
on the assumption that the employees emphasize on the
physiological needs and the safety needs; while Theory X is based on
the assumption that the social needs, esteem needs and the self-
actualization needs dominate the employees.

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 IMPLICATIONS OF THEORY X AND
THEORY Y
Quite a few organizations use Theory X today.
• Theory X encourages use of tight control and supervision. It implies that employees
are reluctant to organizational changes. Thus, it does not encourage innovation.
Many organizations are using Theory Y techniques.
• Theory Y implies that the managers should create and encourage a work
environment which provides opportunities to employees to take initiative and self-
direction.
• Theory Y encourages decentralization of authority, teamwork and participative
decision making in an organization.
• Theory Y searches and discovers the ways in which an employee can make
significant contributions in an organization. It harmonizes and matches employees’
needs and aspirations with organizational needs and aspirations.

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