3Theories of Motivation Bsc Nursing Ist Yr

1. I st year BSc (N) Unit IV
2
By,
Mrs Jinchu PAUL
MSc(N)

2. Learning Objectives
Theories of Motivation and Behaviour
1. McClelland's Human Motivation Theory
2. Alderfer's ERG theory
3. Mayo’s Motivation Theory

3. Motivation is the process that initiates,
guides, and maintains goal-oriented
behaviours.
INTRODUCTION

10.  David McClelland's Human Motivation
Theory states that every person has one of three main
driving motivators: the needs for achievement,
affiliation, or power. These motivators are not inherent;
we develop them through our culture and life
experiences.
 This theory is also known as the Acquired Needs as
McClelland put forth that the specific needs of an individual
are acquired and shaped over time through the experiences he
has had in life.

12.  David McClelland's Human Motivation Theory can be
considered an extension of Maslow’s hierarchy of needs as per
McClelland, every individual has these three types of
motivational needs irrespective of their demography, culture or
wealth. These motivation types are driven from real-life
experiences and the views of their ethos.

13. 1)Need For Achievement
The need for achievement as the name itself suggests is the urge to
achieve something in what you do.
2)Need For Power
The need for power is the desire within a person to hold control and
authority over another person and influence and change their
decision in accordance with his own needs or desires.
3) Need For Affiliation
The need for affiliation is the urge of a person to have
interpersonal and social relationships with others or a particular set
of people. They seek to work in groups by creating friendly and
lasting relationships and has the urge to be liked by others.

14.  Using the Theory
McClelland’s theory can be applied to manage the
corporate teams by being identifying and categorizing
every team member amongst the three needs. Knowing
their attributes may certainly help to manage their
expectations and running the team smoothly.
Step 1: Identify the Motivational Needs of the Team.
Step 2: Approaching Team According to To Their Need
type.

15.  Alderfer's ERG theory suggests that there are three
groups of core needs: existence (E), relatedness (R),
and growth (G)—hence the acronym ERG. These
groups align with Maslow's levels of physiological
needs, social needs, and self-actualization needs,
respectively.
.

17.  Existence Needs
Include all material and physiological desires (e.g., food,
water, air, clothing, safety, physical love and affection).
Maslow's first two levels.
 Relatedness Needs
Encompass social and external esteem; relationships with
significant others like family, friends, co-workers and
employers . This also means to be recognized and feel
secure as part of a group or family. Maslow's third and
fourth levels.
 Growth Needs
Internal esteem and self actualization; these impel a person
to make creative or productive effects on himself and the
environment (e.g., to progress toward one's ideal self).
Maslow's fourth and fifth levels. This includes desires to be
creative and productive, and to complete meaningful tasks

18.  Even though the priority of these needs differ from
person to person, Alberger's ERG theory prioritises in
terms of the categories' concreteness. Existence
needs are the most concrete, and easiest to
verify. Relatedness needs are less concrete than
existence needs, which depend on a relationship
between two or more people. Finally, growth needs are
the least concrete in that their specific objectives
depend on the uniqueness of each person.

19.  (Elton Mayo )Mayo’s Human Relations Motivation Theory, which contains the
Hawthorn Effect, is a theory of motivation in the workplace.

20.  Mayo management theory states that employees are
motivated far more by relational factors such as
attention than by monetary rewards or environmental
factors such as lighting, humidity, etc.

21.  Elton Mayo developed a matrix which he used to illustrate the
likelihood that a given team would be successful. His matrix
demonstrates the role that varying combinations of group
norms and group cohesiveness play in team effectiveness

22. 
1. Groups with low norms and low cohesiveness are ineffective;
they have no impact, since none of the members are motivated
to excel, according to Mayo's theory.
2. Groups with low norms and high cohesiveness have a negative
impact, since fellow members encourage negative behavior (e.g.,
gangs).
3. Groups with high norms and low cohesiveness have some
degree of positive impact through individual member
accomplishments.
4. Groups with high norms and high cohesiveness have the
greatest positive impact, Mayo's theory predicts, since group
members encourage one another to excel.

23. Remaining Theories of Motivation will continue Tomorrow