motivational theories
Upcoming SlideShare
Loading in...5
×
 

Like this? Share it with your network

Share

motivational theories

on

  • 778 views

 

Statistics

Views

Total Views
778
Views on SlideShare
778
Embed Views
0

Actions

Likes
1
Downloads
81
Comments
0

0 Embeds 0

No embeds

Accessibility

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

motivational theories Presentation Transcript

  • 1.  
  • 2. One of the secrets to success is recognizing that motivation follows action.
  • 3.
    • THEORY X
    • THEORY Y
    • ERG
    • MC CLELLANDS THEORY
    PRESENTED BY SAMEERA PATNAIK AVINASH MOHANTY
  • 4. THEORY X
  • 5. ASSUMPTIONS
    • Dislikes work and attempts to avoid it.
    • Has no ambition, wants no responsibility, and would rather follow than lead.
    • Is self-centred and therefore does not care about organizational goals.
    • Resists change.
  • 6. MORE COMPENSATION
  • 7. CHARACTERSTICS OF MANAGER
    • Issues deadlines and ultimatums
    • Distant and detached
    • Aloof and arrogant
    • Issues instructions, directions, edicts
    • Demands, never asks
  • 8.
    • Does not thank or praise
    • Seeks to apportion blame instead of focusing on learning from the experience and preventing recurrence
    • Does not team-build
    • One-way communicator
  • 9.
    • Does not invite or welcome suggestions
    • Unhappy
  • 10. THEORY Y
  • 11.
    • Work can be as natural as play & rest
    • Love to accept & seek responsibility
    • Exercise self-control & self-direction in accomplishing objectives
    ASSUMPTIONS
  • 12.
    • Get motivated by higher-level needs of esteem & self-actualization
    • Handle responsibility effectively & help in solving problems
  • 13. DIFFERENCE
    • According to the theory X manager, the extrinsic needs of a person like wealth, materialistic luxuries, perks and bonuses are the ultimate way of motivating the individual to ameliorate his level of performance
    • As for the theory Y manager, he believes that if given the right circumstances a person would be willing to work hard and even accept added responsibility and challenge to his job
  • 14.
    • According to the theory X manager, people do not like to work until they are coerced to and avoid it whenever possible. What is needed to solve this problem is to apply a carrot and stick approach.
    • In this case, more weight is assigned to the intrinsic needs of a person as compared to the concentration on the extrinsic needs, which was the main case in theory X.
  • 15. ERG THEORY
  • 16. GROWTH RELATEDENESS EXISTENCE
  • 17. EXISTENCE NEEDS : Physiological and safety needs RELATEDENESS NEEDS : Social and external needs GROWTH NEEDS : Internal esteem and Self actualization
  • 18. HOW IT DIFFERS FROM MASLOWS THEORY
  • 19.
    • More than one level of need can cause motivation at the same time
    • It carries with it frustration regression element
  • 20.  
  • 21. THE GRAPES MUST BE SOUR
  • 22. MCCLELLAND THEORY
  • 23. ORIGIN
    • It was shortly after world war –II
    • This began with an experiment TAT( Thematic apperception test)
    • The objective was to detect changes in motivation
    • With this he came out with 3 basic motivating needs
  • 24. CLASSIFICATION OF NEEDS
    • Need for power
    • Need for affiliation
    • Need for achievement
  • 25. NEED FOR POWER
    • The ability to induce or influence behavior
    • Derive satisfaction from the ability to control others
    • Innate drive for power
  • 26. NEED FOR AFFILIATION
    • It is an unlearned motive
    • Derive pleasure from being loved
    • They are concerned with maintaining pleasant social relationships
  • 27. NEED FOR ACHIEVEMENT
    • Intense desire to achieve
    • Moderate risk takers
    • Immediate feedback
    • Accomplishment of task
    • Preoccupation with the tasks
  • 28. IMPLICATIONS
    • Need for achievement is of paramount importance
    • Managers show high on power & achievement
    • Managers Emphasize less on affiliation motive
    • Achievement motivated people can be the backbone of most organisations
  • 29. INDIVIDUAL NEEDS + RESPONSIVE WORK ENVIRONMENT WORK MOTIVATI-ON &JOB SATISFAC-TION ESSENCE OF THEORY
  • 30. You can motivate by fear. And you can motivate by reward. But both of these methods are only temporary. The only lasting thing is self-motivation.
  • 31. ANY QUERIES?