Topic: Motivation
Group Members Roll Number
Samnur Nahar 118
Amirul Hasan Khan 120
Mehedi Hasan 121
Palash Chandra Dey 122
What is Motivation?
Motivation means a process of stimulating people
to action to accomplish the desire goals.
Motivation Theory
Need Hierarchy Theory
ERG Theory
Two Factor Theory
Theory X and Y
Need Theory of
Motivation
Expect...
Self Actualization
Self Esteem
Social
Safety
Physiological
General Example Organizational Example
Achievement
Status
Frien...
E= Existence Needs:
It includes Physiological and Physical safety
needs.
R= Relatedness Needs:
Everyone maintains interper...
Two Factor Theory
Developed by – Frederick Hertzberg
Achievement
Recognition
The Work Itself
Responsibility
Advanceme...
There are two sets of assumption:
1. Theory X
2. Theory Y
Theory X
(Negative)
1. Attitude:
Employees inherently dislike work and attempt to avoid it.
2. Direction:
Must coerced, co...
Theory Y
(Positive)
1. Attitude:
Employees inherently like work.
2. Direction:
Self-direction and self-control.
3. Respons...
Need Theory of Motivation
Developed by – Dand McClelland
1. Need for Power
2. Need for Affiliation
3. Need for Achievement
Motivation = Valence X Expectancy X Instrumentality
Valence:
-1 0 +1
Valance refers to the strength of a persons preferenc...
Expectancy:
0 +1
Expectancy is the strength of belief that ones work related effort will result in
competition of a task.
...
Value of
Rewards
Perceived
Effort &
Reward
Ability to do
a Specific Task
Effort
Perception of
Task Required
Performance
Ac...
Goal Setting Theory
Developed by - Edwin Locke
Five principles of goal setting theory:
1. Clarity
2. Challenge
3. Commitme...
=
One’s Own Outcomes
One’s Own Inputs
Other’s Outcomes
Other’s Inputs
Formula:
1. Job Effort
2. Education
3.
Performance
4. Knowledge
5. Experience
One’s Inputs: One’s Outcomes:
1. Actual Pay and Benef...
Equity Ratio
Perceived RatioPerceived Ratio
ComparisonComparison
Employee’s RatioEmployee’s Ratio
ComparisonComparison
Ine...
Define Organizational Goals
Define Employees Objectives
Continuous Monitoring of
Performances and Progress
Performance Eva...
Upcoming SlideShare
Loading in …5
×

Motivation

1,163 views

Published on

Motivation

Published in: Business, Technology
0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
1,163
On SlideShare
0
From Embeds
0
Number of Embeds
9
Actions
Shares
0
Downloads
39
Comments
0
Likes
1
Embeds 0
No embeds

No notes for slide

Motivation

  1. 1. Topic: Motivation Group Members Roll Number Samnur Nahar 118 Amirul Hasan Khan 120 Mehedi Hasan 121 Palash Chandra Dey 122
  2. 2. What is Motivation? Motivation means a process of stimulating people to action to accomplish the desire goals.
  3. 3. Motivation Theory Need Hierarchy Theory ERG Theory Two Factor Theory Theory X and Y Need Theory of Motivation Expectancy Theory Motivation Model Goal Setting Theory Expectancy Theory Equity Theory
  4. 4. Self Actualization Self Esteem Social Safety Physiological General Example Organizational Example Achievement Status Friendship Stability Food Challenging Job Job Title Friends at Work Pension Plan Base Salary …………. Higher Order Needs Lower Order Needs Fig: Maslow’s Need Hierarchy Theory
  5. 5. E= Existence Needs: It includes Physiological and Physical safety needs. R= Relatedness Needs: Everyone maintains interpersonal relationship. G= Growth Needs: It includes self-development and personal growth and advancement.
  6. 6. Two Factor Theory Developed by – Frederick Hertzberg Achievement Recognition The Work Itself Responsibility Advancement and Growth Supervisor Working Condition Interpersonal Relationship Pay and Security Company Policies and Administration Motivation Factor (Neutral Position) Presen t Absent Satisfaction No Satisfaction Present Absent Dissatisfaction No Dissatisfaction Hygiene Factor (Environmental)
  7. 7. There are two sets of assumption: 1. Theory X 2. Theory Y
  8. 8. Theory X (Negative) 1. Attitude: Employees inherently dislike work and attempt to avoid it. 2. Direction: Must coerced, controlled or threatened with punishment. 3. Responsibility: Avoid responsibilities and seek direction whenever possible. 4. Motivation: Want securities and display little ambition.
  9. 9. Theory Y (Positive) 1. Attitude: Employees inherently like work. 2. Direction: Self-direction and self-control. 3. Responsibility: Learn to accept and seek responsibilities. 4. Motivation: Able to be innovative.
  10. 10. Need Theory of Motivation Developed by – Dand McClelland 1. Need for Power 2. Need for Affiliation 3. Need for Achievement
  11. 11. Motivation = Valence X Expectancy X Instrumentality Valence: -1 0 +1 Valance refers to the strength of a persons preference for receiving a reward.
  12. 12. Expectancy: 0 +1 Expectancy is the strength of belief that ones work related effort will result in competition of a task. Instrumentality: 0 +1 Instrumentality represents the employees belief that a reward will be received once the task is accomplished.
  13. 13. Value of Rewards Perceived Effort & Reward Ability to do a Specific Task Effort Perception of Task Required Performance Accomplishment Intrinsic Rewards Extrinsic Rewards Satisfaction Perceived Equitable Rewards Perceived Inequitable Rewards Fig: Motivation Model
  14. 14. Goal Setting Theory Developed by - Edwin Locke Five principles of goal setting theory: 1. Clarity 2. Challenge 3. Commitment 4. Feedback 5. Task Complexity
  15. 15. = One’s Own Outcomes One’s Own Inputs Other’s Outcomes Other’s Inputs Formula:
  16. 16. 1. Job Effort 2. Education 3. Performance 4. Knowledge 5. Experience One’s Inputs: One’s Outcomes: 1. Actual Pay and Benefits 2. Social Rewards 3. Physiological Rewards
  17. 17. Equity Ratio Perceived RatioPerceived Ratio ComparisonComparison Employee’s RatioEmployee’s Ratio ComparisonComparison InequityInequity (Under rewarded)(Under rewarded) EquityEquity InequityInequity (Over rewarded)(Over rewarded) Outcomes A Inputs A Outcomes B Inputs B < = > Outcomes A Inputs A Outcomes B Inputs B Outcomes A Inputs A Outcomes B Inputs B
  18. 18. Define Organizational Goals Define Employees Objectives Continuous Monitoring of Performances and Progress Performance Evaluations Providing Feedback Providing Rewards or Punishment Fig: MBO Process

×