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Motivation
What Is Motivation?
Direction
Intensity Persistence
Direction, Intensity and Persistence
• Fixing a particular goal- Direction
• Effort put in to achieve the goal- Intensity
• For a time (Till achieving the goal)-
Persistence
What is Motivation at Work ?
Motivation.
Search
Drives
Behavior
Satisfied Reduction
Need of Tension
The Motivation Process
Reduction
Unsatisfied Search Satisfied
Tension Drives of
need behavior need
tension
Higher-Order Needs
Needs that are satisfied internally;
social, esteem, and self-actualization
needs.
Maslow’s Hierarchy of Needs
Self-
actual-
ization
Esteem
Belongingness
Safety
Physiological
Hierarchy of Needs Theory
SA Growth
Esteem
Love (Social)
Relatedness
Safety & Security
Existence
Physiological
ERG Theory — cont.
– Existence needs.
• Desire for physiological and material well-being.
– Relatedness needs.
• Desire for satisfying interpersonal relationships.
– Growth needs.
• Desire for continued personal growth and
development.
McClelland’s Need Theory:
Need for Affiliation
Need for
Achievement
(nAch)
The Theory
of Needs
Need for
Power
(nPow)
David
McClelland
Need for
Affiliation
(nAff)
David McClelland’s Theory of Needs
Need for Achievement Need for Affiliation
The drive to excel, to achieve The desire for friendly
in relation to a set of and close personal
standards, to strive to relationships.
succeed.
Hygiene factors.
– Sources of job dissatisfaction.
– Associated with the job context or work
setting.
– Improving hygiene factors prevent people
from being dissatisfied but do not contribute to
satisfaction.
Herzberg Two-Factor Theory
Motivator factors.
– Sources of job satisfaction.
– Associated with the job content.
– Building motivator factors into the job enables
people to be satisfied.
– Absence of motivator factors in the job results
in low satisfaction, low motivation, and low
performance.
Motivation-Hygiene
Theory of Motivation
• Company policy & Motivation factors
administration increase job satisfaction
• Supervision
• Interpersonal relations
• Working conditions • Achievement
• Salary • Achievement recognition
• Status • Work itself
• Security • Responsibility
• Advancement
• Growth
Hygiene factors avoid
job dissatisfaction • Salary?
Herzberg’s Two-Factor Theory
Herzberg asked: “What do people want from their jobs?” He found that:
High High
Job Dissatisfaction Job Satisfaction
0
Theory X and Theory Y (Douglas McGregor)
Theory X
Assumes that employees dislike
work, lack ambition, avoid
responsibility, and must be
directed and coerced to perform.
Theory Y
Assumes that employees like
work, seek responsibility, are
capable of making decisions,
and exercise self-direction and
self-control when committed to
a goal.
Having Little Ambition
Avoiding Responsibility
Self-Directed
Accepting Responsibility
Expectancy Theory
Instrumentality.
– The probability assigned by the individual that a given
level of achieved task performance will lead to various
work outcomes.
Valence.
– The value attached by the individual to various work
outcomes.
Expectancy Model of Motivation
Effort
Effort Performance Reward
1. Effort-performance relationship
Personal
2. Performance-rewards relationship
Goals
3. Rewards-personal goals relationship
Expectancy Theory
Specific
Measurable
Attainable
Results oriented
Time bound
Equity Theory
– J. Stacy Adams.