theory of motivation

1. Motivation

2. Process of Motivation
Realizing a
deficiency
Need
Giving a
direction to
the
deficiency
Drive
Reduction
of drives
and fulfilling
deficiencies
Goals

3. “Degree of an Unsatisfied need”
“Result of a need or desire”
“Readiness to pursue a goal”
“Physiological or Psychological deficiency
“Initiating action leading to satisfaction”
“MOTIVE
”

4. Motives can be
O Primary motives: They are unlearned and
Physiological in nature.
Hunger, sleep, protecting self from pain, sexual
satisfaction, excretion, physical protection/shelter
O General Motives: These are also unlearned, but
are not physiological in nature.
Love, affection, curiosity
O Secondary Motives: They are learned concepts
Achievement, affiliation, power, security, status,
feedback, validation

5. And hence Motivation is…
O Internal and external factors that
stimulate desire and energy in people to
be continually interested in and committed
to a job, role, or subject, and to exert
persistent effort in attaining a goal
O Performance= f(Motivation X Ability)

6. How does motivation happen?
How do different companies
and manager motivate people?

7. Theories of
Motivation

8. Early
Theories
Human
Relations
Scientific
management

9. Content Theories
(what people need in their lives)
Maslow’s Need
Hierarchy theory
Hertzberg’s 2
factor theory
Alderfer’s ERG’s
Theory
McClelland’s
Achievement
Motivation Theory

10. Process Theories
(psychological and
behavioral processes
that affect and
individual's motivation)
Vrooms
Expectancy
Theory
Adam’s
Equity
Theory
Skinner’s
Reinforcem
ent Theory
Locke’s
Goal
Setting
Theory

11. Content Theories
Maslow, Hertzberg 2 factor, Alderfer’s ERG,
Achievement motivation theory

13. Primary and General Motives of Abraham
Maslow’s Theory of Hierarchy of Needs
O Physiological: Needs without which you
cannot physically function/survive
O Safety: Needs which enable people to
stay away from any kind of harm on self
and loved ones
O Social Needs: Acceptance, appreciation,
love, recognition, validation, emotional
support

14. OFurther up the pyramid, the need for
personal esteem and feelings of
accomplishment take priority
Being Needs
Deficit Needs

15. Self Esteem Self Actualization
O Reflection of a person’s
own evaluation of his or
her worth
O Self Regard,
confidence, respect of
others, respect by
others, self-respect,
achievement, etc. are
included in esteem tier
O Realizing your own
worth
O Self actualization is the
realization or fulfillment of
one’s talents and potential
O Self actualization includes
morality, creativity,
spontaneity, problem
solving, lack of prejudice
and acceptance of facts.
O Realizing your full potential

16. High Self Esteem
O Flexible
O Creative
O Independent
O Able to manage change
O Seeks challenges
O Quicker to healing
O Higher tolerance to
stress
O High regard for Self and
Self-care
Low Self Esteem
O Rigid
O Fearful of new and
unfamiliar
O Can be fearful/hostile; but
depends on company
O Difficult to leave comfort
zone
O Lingers on failures
O Does not look after
themselves

18. Character Analysis
Mohan Bhargava - Swades ; We, the people

19. His background
O Project Manager at NASA, Lives in the US
O Feels guilty about leaving his foster mom
O Plans to return to India

20. His experience
O People living in a small Village called
Charanpur have less facilities
O Meets Kaveri amma, his foster mom and
Gita who is a school teacher and trying to
improve the Education condition in the
village
O He behaves like most foreigners, drinking
only bottled water, sleeping in his caravan

21. Turning point
O He is asked to visit a village called Kodi to
collect money from Haridas
O Haridas shared how he is unable to feed
his children and that he was banished
from the village for changing professions
and don’t supply him water for irrigation
O Mohan has a heavy heart

22. O Mohan decides to fix inconsistent
Electricity problems
O With his heart getting closer to his
motherland, he drinks un-bottled, non
purified water for the first time when he
sees a child selling it.
O He returns back to USA to complete the
NASA Project
O His past in India starts haunting him and
he decides to come back to India

23. Did he reach Self
Actualization?

24. O Mohan Bhargava, after acquiring all physiological and safety needs,
progressed to social needs
O On being an orphan, he was raised by his foster mother.
O He developed a good sense of self esteem, was a valued employee of
NASA
O When it came to Self- Actualization, the satisfaction one gets from
maximizing his own potential. He actually regressed down to the level
of social needs.
O On realizing his feeling of belonging to his motherland, he maximized
his potential by doing tasks such as, generating electricity for his
village.
O What we understand here as an exception to Maslow’s Hierarchy is
that some people may be in denial/ or superficially claim that an area of
their needs are met. However on progressing further to self-
Actualization, he went back to Social needs and found his fulfillment.
O This lead him to reach Self Actualization.

25. Scenario 2

26. Different Lifestyles affecting different motivation
processes
Child 1: has grown up looking at his family struggling
for food, shelter, education etc.
Child 2: has grown up with all needs satisfied and
now looks forward for esteem.
And now due to Similar Meritorious results, they have
sought admission in the same Grad School. Eg. IIT
What can be the challenges for child 1 and 2 to reach
the stage of Self-Esteem?

27. O Child 1:
Since the child has spent most time understanding
the struggle to acquire physiological needs. He is
satisfied with the attainment of the same. And for
a longer duration of time, the child will think that
these are the maximum motivators, that he is able
to feed, clothe, and keep himself Safe.
O Child 2:
Since this child has not seen struggle for the
physiological needs, he may have a superficial
progression to self esteem which can be damaged
easily on understanding any kind of deficiency
faced in life. Also, higher expectations for
achievement can stress them easily.

28. 2 Attributes of Self Esteem in 1
person
O A person may have low self-esteem
regarding physical attractiveness and high
self-esteem about ability to do a job well

29. Hierarchy of needs at the workplace
O Physiological needs:
O Security or safety needs:
O Affiliation or Social needs:
O Self-Esteem needs:
O Self actualization needs:

30. Hierarchy of needs at the workplace
O Physiological needs: Salary, sustainable work environment, restroom,
breaks, food availability/facility, ergonomic setup
O Security or safety needs: job security, safe work environment, fair
practices
O Affiliation or Social needs: Friends at work, not being yelled at, not
being spoken to rudely, good relationships with leaders and
subordinates, camaraderie
O Self-Esteem needs : Self Respect, achievement, recognition, rewards,
growth
O Self actualization needs: Roles Identification of talents, to maximize
potential, feeling professionally fulfilled, being valued.

31. Arguments
O Do needs actually follow a hierarchy?
O Depending on the conditions spent in
ones lifetime, one may be satisfied
throughout their lives by just having food
clothing shelter
O Motivation is not everlasting. It can be
influenced by other conditions

32. Herzberg’s two factor theory
Hygiene factors and Motivating factors
O Hygiene factors or Dissatisfiers
O Motivation factors or Satisfiers

33. Hygiene factors or Dissatisfiers
Presence of these, does not yield any satisfaction or motivation
but absence of these causes dissatisfaction, also called
maintenance factor.
O Company Policies
O Administration
O Supervision
O Suitable working conditions
O Salary
O Job Security

34. Motivational factors or Satisfiers
Presence of these causes Motivation/Satisfaction,
absence of which causes no Satisfaction, but not
dissatisfaction.
O Achievement
O Recognition
O Advancement
O Possibility of growth
O Responsibility

35. Hygiene Factors, Dissatisfiers
Motivational Factors, Satisfiers

36. Comparison of Maslow and
Herzberg
Herzberg Maslow
Motivating
Self-Actualization
Self-Esteem
Hygiene
Love & Belonging
Safety Needs
Physiological Needs

37. Alderfer’s ERG Theory
This theory classifies needs in 3 orders
OExistence - Survival and Physical Well-
being
ORelatedness - Interpersonal and Social
OGrowth – Self development
This theory is similar to Maslow and Herzberg,
however it does not claim to have previous
orders fulfilled to reach to the next one.

38. Relationships between the
theory’s concepts
O Satisfaction-progression: move up the
hierarchy as needs are satisfied
O Frustration-regression: If a higher level
need remains unfulfilled, a person may
regress to lower level needs that appear
easier to satisfy.

39. Herzberg Maslow Alderfer's ERG
Motivating
Self-Actualization
Growth
Self-Esteem
Hygiene
Love & Belonging Relatedness
Safety Needs
Existence
Physiological Needs

40. David McClelland's
achievement theory
All the needs can be harnessed and channeled for the benefit of the
Organisation , provided managers can identify employees with these
needs and tap them for the individual’s satisfaction and
organisation’s benefit

41. Believes each person has a need for all 3 but that people differ
in their degree to which the various needs motivate their
behaviour
Need for
Achievement
( n Ach)
Need for Power
(n Pow)
Need for
Affiliation (n
Aff)

42. Dominant Motivator Characteristics of This Person
Achievement
Has a strong need to set and accomplish challenging goals.
Takes calculated risks to accomplish their goals.
Likes to receive regular feedback on their progress and
achievements.
Often likes to work alone.
Affiliation
Wants to belong to the group.
Wants to be liked, and will often go along with whatever the
rest of the group wants to do.
Favors collaboration over competition.
Doesn't like high risk or uncertainty.
Power
Wants to control and influence others.
Likes to win arguments.
Enjoys competition and winning.
Enjoys status and recognition.

43. Need for
Achievement
O Moderate
Challenging
O Responsibility
O Autonomy
O Feedback
seeking- major
drive
Need for
Affiliation
O Social and
interpersonal
O Friendship
seeking
O People over
competence/wo
rk
Need for
Power
O Wants to control
and influence
others.
O Likes to win
arguments.
O Enjoys
competition and
winning.
O Enjoys status
and recognition

44. Process Theories
Vroom’s, Adam’s equity, Goal Setting,
Skinner’s Reinforcement

45. Vroom’s Expectancy Theory
O The pull or desire of an employee to do a
certain task, depends on the strength of the
expectation that the act will have a specific
outcome, and on how attractive that outcome
is to that individual
There are 3 Variables included in this theory:
O Valance
O Instrumentality
O Expectancy
The more the efforts, the better the outcome

46. O Valance: the strength of an individual’s
preference toward an outcome, Eg. The
pull one has towards one’s promotion, is
the valance.
Positive
Negative Zero
Prefers not
Attaining
Prefers
Attaining
Indifferent
One’s Love for the goal. Eg . Promotion

47. In Example
O If a person desperately wants a promotion
and is highly driven to achieve it, his
valence is positive.
O If a person is indifferent, i.e. he has no
effect on himself of gaining or losing the
promotion, the valance is zero
O If a person does not want to be promoted
at all and is refraining from any
activity/chances of promotion, he has
negative valance for the promotion

48. O Expectancy: is the belief that one’s effort
will result in the attainment of the desired
goal
O Effort drives Performance
E P
And therefore, the Motivational Factor (MF) is calculated as:
MF= Expectancy x Instrumentality x Valance
E.g. – to perform efficiently in order to get that
promotion, there has to be a certain level of efforts which
will result into the expected performance.

49. O Instrumentality: It is the belief that the
person will receive a reward if a certain
performance expectation is met.
O Performance Drives Outcome
P O
E.g. - A person who has positive valance (Highly
motivated) to get the promotion, will believe that
he has to deliver a certain level of
performance in order to get to that promotion

50. Variable Objective(Motivate) Applications (how to?)
Valence of
outcomes
(are the outcomes
desirable? )
Increase the expected value
of outcomes resulting from
desired performance
•Distribute rewards that employees
value
•Individual rewards
•Minimize the presence of counter-
valent outcomes
Expectancy
(will efforts lead to
high performance)
Increase belief that
employees are capable
•Recognizing
•Learning
•Capability building
•Role enrichment
Increase belief that
employee efforts will lead to
high performance
Instrumentality
( will performance
lead to
outcomes?)
Increase the belief that good
performance will result in
valued outcomes
Measure job performance accurately
Explain the outcomes that will result
from successful performance
Describe how the employee’s rewards
were based on past performances

51. Adam’s Equity Theory
O Based on the assumption that individuals
are motivated by their desire to be
equitably treated in their work
relationships
O In a fair and impartial manner

52. 4 Important Elements
O Person
O Inputs
O Comparison
O Outcomes (Rewards, punishment, etc.)
O Driven by a sense of fairness
O Mental ledger of Input and Output
O If the ratio is not equitable they may be
demotivated

53. Goal Setting Theory
O The willingness to work towards attainment of goal is
main source of job motivation. Clear, particular and
difficult goals are greater motivating factors than easy,
general and vague goals.
O Specific and Clear
O Measurable
O Achievable
O Realistic and Challenging
O Timely

54. Reinforcement Theory
O Self – Study Assignment

55. The learning curve
O Where learning meets motivation

56. Various other strategies of
Motivation
O Empowering the employees
O Creativity and Innovation
O Job Enrichment
O Learning
O Quality of Work-Life Balance
O Monetary and Other Incentives
Various strategies for motivation-
Assignment

58. O https://www.forbes.com/sites/georgebradt/
2015/05/20/disneys-best-ever-example-of-
motivating-employees/#6d7b3497144b