learning theories of motivation

1. Theories of Motivation

2.  Motivation is the characteristics the helps you achieve your desired
goal.
 Energy that gives you strength to keep going.
 Motivated person is happy and loyal to his/her work, and that’s what
its need to be a successful person.

3. Theories of motivation.
Content theory
1. Maslow's needs hierarchy
2. Alderfer's ERG theory,
3. McClelland's achievement
motivation
4. Herzberg's two-factor
theory

4. Process theory
1. Adam’s equity theory
2. Goal setting theory

5. Maslow's Hierarchy of Needs
• Abraham Maslow proposed a hierarchy of needs
• It indicates how people in general achieve a sense of satisfaction.
• Maslow proposed that needs are satisfied in a certain order
• higher-level needs can only be satisfied once lower-level needs are met.
• The needs are, from bottom to top of the hierarchy: physiological (the need
for food and water), safety and security, social, esteem and status, and the
need for self-actualization,

6. • The hierarchy is made up of 5 levels:
• 1. Physiological – these needs must be met in order for a person to
survive, such as food, water and shelter.
2. Safety – including personal and financial security and health and
wellbeing.
3. Love/belonging – the need for friendships, relationships and family.
4. Esteem – the need to feel confident and be respected by others.
5. Self-actualization – the desire to achieve everything you possibly
can and become the most that you can be.

8. Alderfer's ERG Theory
• Alderfer’s theory of motivation, sometimes also Three-factor theory
or abbreviated ERG (Existence, Relatedness and Growth) is the
theories of human motivation.
• It's a extension of Maslow's pyramid of needs arranged by the specific
needs of the abstract need into three basic levels

10. • Existence Needs: The existence needs comprises of all those needs
that relate to the physiological and safety aspects of human beings and
are a prerequisite for the survival. Thus, both the physiological and
safety needs of Maslow are grouped into one category because of their
same nature and a similar impact on the behavior of an individual.
• Relatedness Needs: The relatedness needs refer to the social needs,
that an individual seeks to establish relationships with those for whom
he cares. These needs cover the Maslow’s social needs and a part of
esteem needs, derived from the relationship with other people.

11. • Growth Needs: The growth needs cover Maslow’s self-actualization
needs as well as a part of esteem needs which are internal to the
individual, such as a feeling of being unique, personnel growth, etc.
Thus, growth needs are those needs that influence an individual to
explore his maximum potential in the existing environment

12. Need for Achievement
David McClelland of Harvard proposed the n-ach theory, or the need for
achievement, as a way to explain the common tendency of people to
seek higher and higher rewards for their actions. It is particularly
relevant in the work world. Similar to Maslow's hierarchy, McClelland
suggested that people move from lower to higher levels of achievement
as they continue to move toward the highest level of achievement.

13. Herzberg two factor theory
• Frederick Herzberg performed studies to determine which factors in an
employee's work environment caused satisfaction or dissatisfaction.
He published his findings in the 1959 book The Motivation to Work.
• Satisfiers= motivating factors
• Dissatisfiers = hygiene factors

15. Adams Equity Theory
• Adams Equity Theory was developed in 1963.
• It suggests that employees become more or less motivated based on
the degree to which they believe they are being treated equitably (or
fairly) by those around them--particularly their supervisors and
managers in workplace settings.

16. Input
• Effort.
• Loyalty.
• Commitment.
• Skill.
• Ability.
• Flexibility.
• Acceptance of others.
• Determination.
• Trust in superiors.
• Support of colleagues.
• Personal sacrifice

17. Output
• Reputation.
• Responsibility.
• Sense of achievement.
• Praise.
• Sense of advancement/growth.
• Job security.

18. Goal setting theory
• In 1960’s, Edwin Locke put forward the Goal-setting theory
of motivation. This theory states that goal setting is
essentially linked to task performance. It states that specific
and challenging goals along with appropriate feedback
contribute to higher and better task performance.

19. • Specific and clear goals lead to greater output and better
performance. Unambiguous, measurable and clear goals accompanied
by a deadline for completion avoids misunderstanding.
• Goals should be realistic and challenging. This gives an individual a
feeling of pride and triumph when he attains them, and sets him up for
attainment of next goal. The more challenging the goal, the greater is
the reward generally and the more is the passion for achieving it

20. • Better and appropriate feedback of results directs the employee
behavior and contributes to higher performance than absence of
feedback. Feedback is a means of gaining reputation, making
clarifications and regulating goal difficulties. It helps employees to
work with more involvement and leads to greater job satisfaction.