2. Motivational Theory:
1. Maslow's Hierarchy of Needs
2. Alderfer's ERG Theory.
3. McClelland's “Acquired Needs” Human Motivation Theory.
4. Vroom's Theory of Expectancy.
5. The Hawthorne Effect.
6. Skinner's Operant Conditioning Theory.
7. Locke's Goal-Setting Theory.
8. Drive reduction theory Hull
9. Herzberg two factor theory
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3. Maslow's hierarchy
Maslow's hierarchy of needs is a theory of
motivation which states that five categories
of human needs dictate an individual's
behavior. Those needs are physiological
needs, safety needs, love and belonging
needs, esteem needs, and self-actualization
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5. Alderfer's ERG theory
Alderfer's ERG theory suggests that there are three
groups of core needs: existence (E), relatedness (R),
and growth (G) hence the acronym ERG.
Alderfer's proposed that when a certain category of
needs isn't being met, people will redouble their efforts
to fulfill needs in a lower category.
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12. Reduction of a drive state
•A theory of learning in which the goal of
motivated behavior is a reduction of a drive
state. It is assumed that all motivated behavior
arises from drives, stemming from a disruption in
homeostasis, and that responses that lead to
reduction of those drives tend to be reinforced or
strengthened.
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17. Conflict and frustration
• A serious disagreement or argument, typically a protracted one
• The feeling of being upset or annoyed as a result of being unable
to change or achieve something.
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20. What is Frustration?
Blocking of a desire and goal. Failure of fulfill the goals due to
obstacles and barriers.
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1) Personal Frustration.
2) Conflicting Frustration.
3) Pressure Frustration.
4) Environmental Frustration
21. Important sources of frustration:
a) Environmental forces
b) Personal inadequacies:
c) Conflict produced frustration:
d) Reduce the level of goal: Aggressiveness:
e) Withdrawal:
f) Compromise:
Frustration increase productivity, creativity, discovery, and
also masterpieces/benefit of frustration
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22. Poor communication
One of the causes of frustration stems from poor communication.
Often, we fail to communicate in a way that other people
understand. Have you ever found yourself saying, “You’re not
listening to me?” That’s an example of poor communication. In this
instance, the other person will typically say that they are listening
to you. That’s because they’re listening but they don’t understand
what you want because you haven’t articulated the need in a way
that the listener understands.
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23. Dealing with Frustration
1. Meditate. The first step to dealing with frustration is to notice that
you're feeling.
2. Get some fresh air. Exercise. ...
3. Practice nonviolent communication.
4. Focus on positive visualization.
5. Change the tone of your thoughts.
6. Look for solutions, not problems.
7. This too shall pass.
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24. Weiten has identified four types of coping
strategies
1. Appraisal-focused (adaptive cognitive),
2. Problem-focused (adaptive behavioral), activities and cognitions
aimed at avoiding the stressful situation and can be of a
distraction or social diversion nature.
3. Emotion-focused, and emotional reactions,
Benefits.Journaling.Reframing.Cognitive Distortions.Positive Thinking.
4. Occupation-focused coping. Task-oriented coping consists of
efforts aimed at solving the problem.
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26. Conflict
Types
1. Conflict with the self,
2. Conflict with others,
3. Conflict with the environment
4. Conflict with the supernatural.
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28. Types
1. Person vs. Person.
2. Person vs. Nature.
3. Person vs. Society.
4. Person vs. Technology.
5. Person vs. Supernatural.
6. Person vs. Self.
7. Person vs. Destiny
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29. Nature of conflict
• Person vs. Self. An internal conflict. The character is fighting with
himself mentally. ( ...
• Person vs. Nature. An external conflict. ...
• Person vs. Person. An external conflict. ...
• Person Vs. Society. An external conflict.
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30. Styles of conflict management
•
According to the Thomas-Kilmann Conflict Mode Instrument (TKI),
used by human resource (HR) professionals around the world,
there are five major styles of conflict management—
• collaborating, competing, avoiding, accommodating, and
compromising.
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33. conflict resolution
Styles of conflict
resolution
Characteristics features Utility & benefit
Competitive Aggressive communication, low
regard for relationship (Assertive)
In emergency for quick
resolution (low cooperation)
Avoiding Delegating Controversial decision,
Accepting default (Low cooperation)
Issue is not so important
,time necessary (low
assertive)
Compromising Give and take the resources, Splitting
the differences between the two
positions (medium assertive)
Everyone expecting to be
give-up something , when
other styles failed (medium
cooperation)
Collaborating (High Assertive)Common goal and
mutual satisfactions
Variety viewpoints need for
the resolutions (high
cooperative)
Accommodating (high cooperation)Maintain
relationship important
Harmony more important
than winning(low assertive)
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