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Motivation Theories PPT Template

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Motivate your team to reach new heights!

Visualize the intelligent networking of people, machines, and industrial processes. Our PowerPoint template includes infographics, explanations, and an extensive collection of icons to help you present the digitization of economy and society.

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Content:
- a definition of motivation
- influencing factors
- application and practical relevance
- Theories X and Y
- ERG Theory
- Risk-Taking Model
- Expectancy Model
- Maslow’s Hierarchy of Needs

Published in: Business
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Motivation Theories PPT Template

  1. 1. PREMIUM POWERPOINT SLIDES Theories Toolbox Motivation
  2. 2. MOTIVATION THEORIESTOOLBOX
  3. 3. AGENDA Motivation Theories Introduction Content Theories CognitiveTheories Application
  4. 4. Management is nothing more than motivating other people. Lee Lacocca (American automobile executive)
  5. 5. 22 42 25 4 24 42 24 4 19 41 28 6 0 5 10 15 20 25 30 35 40 45 Actively Engaged Engaged Somewhat Engaged Not Engaged Germany USA Worldwide INTRODUCTION 2016 Survey – Engagement in the Workplace (in %)
  6. 6. INTRODUCTION Definition von Motivation Motivation (Latin: movere meaning to move, to drive) is what gives a person incentive to pursue a desirable goal or object. A motive prompts a person to do something. Motivation is the process that forms behavioral intentions. The psychological process of these intentions developing into actual behaviors is known as volition. Psychology is an essential part of studyingmotivation in the workplace. It examines the performance of an individualwhich is determined by work content and work environment.
  7. 7. INTRODUCTION Motivation vs. Motive MOTIVATION  a willingness to act  motives as a whole  influences decisions and actions of an individual  an expectation that said actions will achieve a goal MOTIV  personality traits  preference of certain objectives  stems from human behavior  synonyms: desire, impulse, drive, need  primary, innate behavior: maintaining optimum body temperature, sleep, sex, thirst, hunger, etc.  secondary, learned behaviors: need for recognition, success, power, wealth, attractiveness, performance
  8. 8. INTRODUCTION Internal and External Sources of Motivation External sources of motivation  salary  bonuses  working conditions  surroundings Internalsources of motivation  achieving goals  positive feedback  assuming responsibilities  further training
  9. 9. CONTENT THEORIES Hierarchy of Needs by Abraham H. Maslow (1943) Self-Actualization Recognition SocialInteraction Security Physiology Download at www.PresentationLoad.com
  10. 10. CONTENT THEORIES Two-Factor Theory by Frederick Herzberg, Bernard Mausner & Barbara Bloch Synderman (1959) Hygiene Factors Motivators Non-existing DISSATISFACTION NO SATISFACTION existing NO DISSATISFACTION SATISFACTION
  11. 11. CONTENT THEORIES Employee Attitudes from Theory X and Theory Y (Douglas McGregor, 1960) They don‘t like to work and will avoid it as much as possible. They don‘t want any responsibilities. They must be coerced to make an effort. They are motivated by money and only care about job security. Theory x They can enjoy their work under the right conditions. They have their own goals in mind. They accept responsibilities. They are motivated to realize their full potential. THEORy y Attitude Direction Responsibility Motivation
  12. 12. CONTENT THEORIES Theory Y nach Douglas McGregor (1960) A lazy employee Strict supervision and specifications Passive work behavior No involvement and avoiding responsibility
  13. 13. CONTENT THEORIES Fundamental Motives by David McClelland & Gary Yukl (1987) and Steven Reiss DrivingForces Food Family Order Revenge Curiosity Recognition Relationships Independence Activity etc. Physicalneeds Affiliation Power Achievement Status Security
  14. 14. COGNITIVE THEORIES Main Cognitive Theories ExpectAncy Model Operationaleintervention Equity Theory Expectency Theory Lyman W. Porter / Edward E. Lawler John S. Adams Victor H. Vroomz SENSE OF ENTITLEMENT Reward probability Reward value Need satisfaction through result Reward probability Reward value Need satisfaction through result Skills Behavioral effects Verhältnis Behavioral relationship & role & Rolle MOTIVATION Reward entitlement
  15. 15. COGNITIVE THEORIES Balance Theory Overview Detector + - Motor Skills Behavior Deviation Actual State Target state Stimulus
  16. 16. COGNITIVE THEORIES Expectancy Model Lyman W. Porter and Edward E. Lawler (1968) Workplace motivation is characterized by increasing productivity (valence) to achieve desired goals, resulting in reward. RewardValue RewardProbability Skills ViewedRole InnerRewards OuterRewards Productivity ZUFRIEDENHEIT Effort
  17. 17. COGNITIVE THEORIES Equity Theory by John Stacey Adams (1965) Input Social relationships Gender Experience Education Outcome Sympathy Rewards Work situation Bonuses Balanced relational exchange produces no motivational effect Subjectivecomparison Download at www.PresentationLoad.com
  18. 18. COGNITIVE THEORIES Expectancy, Instrumentality, Valance Theory (EIV) by Victor H. Vroom (1964) Valence The importance of the expected outcome Instrumentality Weighing outcomes that have positive/negative consequences Expectancy The belief that the action will produce a beneficial outcome
  19. 19. COGNITIVE THEORIES Self-Regulation Theory by Albert Bandura (1991) There are three components that influence and regulate each other  Self-observation: A sense of the severity of tasks is developed through observation of feelings, behavior and conditions.  Self-assessment: The observed behavior/feeling is compared with own ambition.  Self-reinforcement: This assessment results in self reward as well as affective and cognitive reinforcement. Self- observation Self- reinforce- ment Self- assessment
  20. 20. APPLICATION Influencing Factors in an Organization´s Motivation Process  Values  Personality  Perception  Work structure  Control system  Employees  Leadership style  Work position  Work place Person Organization Rewards Effort Personal Achievement Skills Remuneration Needs  Physiological  Psychological  Sociological Goals, Decisions  Importance  Success probability  Based on earlier experiences Satisfaction  Compensation  Superiors  Colleagues  Work
  21. 21. APPLICATION Practical Relevance of the Goal Setting Theory by Edwin Locke In Locke´s theory, it is important that company goals are consistent with employee goals. The difficulty of the target goal has a direct influence on performance. The acceptance and clarity of said goal, along with regular feedback, are the basis for performance motivation. Once the goal has been achieved, performance remuneration can take place. It is important to note that setting performance expectations too high can have negative consequences such as resignation.
  22. 22. APPLICATION Example of Reiss Profile by Dr. Steven Reiss (2009) Vengeance Power Team-Oriented Curiosity Acceptance Order Saving Goal-Oriented Idealism Social Contact Family Status Beauty Eating Physical Activity Tranquility niedrig durchschnitt hoch 1,65 -0,88 0,93 -1,33 -0,44 -0,51 0,96 1,22 0,55 0,31 0,61 0,46 0,33 0,67 1,60 -1,40 Power Team-Oriented Curiosity Acceptance Order Saving Goal-Oriented Idealism Social Contact Family Status Beauty Eating Physical Activity Tranquility Vengeance
  23. 23. APPLICATION Operant Conditioning by Burrhus F. Skinner Negative Reinforcement Remove any negative stimuli Positive Reinforcement Add a positive stimulus Negative Punishment Remove a positive stimulus Positive Punishment Add negative stimuli Motivate Demotivate Exampleofpositivereinforcement: If employees receive a financial reward for overtime, they will voluntarily take on more work in the future. Example of negative reinforcement: A negative stimulus, such as poor working conditions, is eliminated. This leads to a work motivation. Example of negative punishment: If a salary is reduced after it was previous increased, a positive stimulus is removed. Example of positive punishment: When there are unexpected work obligations on holidays, a negative stimulus is added.
  24. 24. APPLICATION Optimal Stimuli Overworked Decreased self-esteem, frustration, illness Underworked Boredom, fatigue, frustration Stress Drive Reassurance Demotivation Demand Competence
  25. 25. What role does money play in motivation theories?  Herzberg: Money is a hygiene factor.  Vroom: The importance of money depends on an individual's needs (valence).  Adams: Money is part of the behavioral relationship.  Maslow: Money is in the security category (Hierarchy of Needs). APPLICATION Money as a Motivation Tool Download at www.PresentationLoad.com
  26. 26. APPLICATION Job Restructuring JOBROTATION  systematic job change  new challenges  increased work variety  advancement  problems: long training periods with high costs, little focus on career JOB ENRICHMENT  more high level tasks  autonomy, self-regulation  Increased responsibility  always learning new things  diverse content  problems: high demands and requirements regarding experience and knowledge WIDENING THE SCOPE  more tasks at the same level  more variety  additional tasks  problem: low salary increase
  27. 27. APPLICATION Job Rotation In order to expand work variety and find new challenges, employees regularly assume systematic or varied tasks. Job rotation
  28. 28. In order to diversify their areas of activity, employees pursue several tasks at the same level and in the same work area. APPLICATION Widening the Scope Work and time manage- ment working atmosphere Personal future Work and quality require- ments
  29. 29. Trends andpossibleproblems  flattened hierarchy, problem: less promotion opportunities  job enrichment and widening the scope, problem: performance increase without compensation  job rotation, problem: unstable, unclear roles which lead to little salary increase  payment by skills  grouping of pay scales  more flexible reward systems APPLICATION New Trends in Motivational Tools
  30. 30. Click here to visit www.PresentationLoad.com DOWNLOAD POWERPOINT SLIDES

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