Different Motivational Theories

1. MOTIVATIONTHE
ORIES
PRESENTED BY:
Subheshwar Jha (BBA/4575/17)
Birla institute of technology, Mesra (Noida Campus)

2. • Motivation is the process that account
for an individual’s intensity ,direction
and persistence of effort toward
attaining a goal.
Meaning of Motivation

3. 3 KEY ELEMENTS IN THE DEFINITION:
•Intensity : Describes how hard a person tries.
•Direction : High intensity is unlikely to lead to favorable job-
performance outcomes unless the effort is channeled in a direction that
benefits the organization.
•Persistence : This measures how long a person can maintain effort.

4. IMPORTANCE OF MOTIVATION:
• Puts human resources into action.
• Improves level of efficiency of employees.
• Leads to achievement of organizational goals.
• Builds friendly relationship.
• Leads to stability of work force.

5. SOME POPULAR MOTIVATIONAL THEORIES:
Early Theories of Motivation:
1. Maslow’s Hierarchy of needs Theory.
2. Herzberg’s Two Factor Theory.
3. Alderfer’s ERG Theory.
Contemporary Theories of Motivation:
4.Vroom’s Expectancy Theory.
5.Equity Theory/Organizational Justice.

6. MASLOW’S HIERARCHY OF NEEDS:
The best-known theory of motivation is Abraham Maslow’s hierarchy of needs. He
hypothesized that within every human being ,there exists a hierarchy of five needs:
1. Physiological. Includes hunger, thirst, shelter and other bodily needs.
2. Safety. Security and protection from physical and emotional harm.
3. Social. Affection, belongingness, acceptance, and friendship.
4. Esteem. Internal factors such as self-respect, autonomy, achievement,
and external factors such as status, recognition, and attention.
5. Self-actualization. Drive to become what we are capable of becoming;
includes growth, achieving our potential, and self-fulfillment.

7. Maslow separated the five needs into higher and lower orders. Physiological and safety needs
were lower-order needs and social, esteem and self actualization were higher-order needs.
The difference is that higher order needs are satisfied internally whereas lower order needs
are predominantly satisfied externally (by things such as pay, union contracts and tenure).

8. HERZBERG’S TWO FACTOR THEORY
Psychologist Frederick Herzberg proposed the two factor theory –also called motivation-
hygiene theory.
He stated that basically two factors are responsible for motivation namely motivational
factors and hygiene factors.
Presence of hygiene factors ensures that people will not be dissatisfied neither will they be
satisfied.
If we want to motivate or create high level of satisfaction motivational factors needs to be
present.
He said that opposite of satisfaction is not dissatisfaction, as it was traditionally believed.
Removing dissatisfying characteristic from job does not necessarily make the job satisfying.

9. Motivational factors:
Promotional opportunities.
Recognition.
Responsibility.
Achievement.
Hygiene factors:
Quality of supervision.
Pay.
Company policies.
Physical working conditions.
Relationship with others.
Job security.

10. ALDERFER’S ERG THEORY
Alderfer further developed Maslow's hierarchy of needs by categorizing the
hierarchy into his ERG theory (Existence, Relatedness and Growth).
The existence group is concerned with providing the basic material existence
requirements of humans. They include the items that Maslow considered to be
physiological and safety needs.
The second group of needs is those of relatedness – the desire people have for
maintaining important interpersonal relationships. These social and status desires
require interaction with others if they are to be satisfied, and they align with
Maslow's social need and the external component of Maslow's esteem classification.
Finally, Alderfer isolates growth needs: an intrinsic desire for personal
development. These include the intrinsic component from Maslow's esteem
category and the characteristics included under self-actualization.

12. Alderfer categorized the lower order needs (Physiological and Safety) into the
Existence category. He fit Maslow's interpersonal love and esteem needs into the
Relatedness category. The Growth category contained the self-actualization and
self-esteem needs.
 Alderfer also proposed a regression theory to go along with the ERG theory. He
said that when needs in a higher category are not met then individuals redouble
the efforts invested in a lower category need.
 For example if self-actualization or self-esteem is not met then individuals will
invest more effort in the relatedness category in the hopes of achieving the higher
need.

13. VROOM’S EXPECTANCY THEORY
Expectancy theory by Victor Vroom argues that the strength of a tendency to
act in a certain way depends on the strength of our expectations of a given
outcome and it’s attractiveness.
Motivational force (M)=Expectancy(E)*Instrumentality(I)*Valence(V)
Employees will be motivated to exert a high level of effort when they believe it
will lead to a good performance appraisal.
A good appraisal will lead to organizational rewards such as bonuses, salary
increment, or promotions.
And ultimately rewards will satisfy employees personal goals.

14. THE THREE RELATIONSHIPS:
The theory focuses on three relationships, they are as follows:
1.Effort-performance relationship. The probability perceived by the individual that
exerting a given amount of effort will lead to performance.
2.Performance-reward relationship. The degree to which the individual believes
performing a particular level will lead to the attainment of a desired outcome.
3.Rewards-personal goals relationship. The degree to which organizational
rewards satisfy an individual’s personal goals.

15. EQUITY THEORY/ORGANIZATIONAL JUSTICE
• This theory was proposed by J. Stacy Adams in which he says that individuals compare
their job inputs and outcomes with those of others and then respond to eliminate any
inequities.
• Equity=Person’s outcome/person’s input=Other’s outcomes/Other’s inputs.
• If we perceive ratio to be equal with others a state of equity exists and we perceive that
situation is fair and justice prevails.
• When we see the ratios to be unequal we experience equity tension and this creates anger.
• Sometimes when we feel that we are overawarded we start feeling guilty also.

16. • To correct this the referent an employee selects adds to the complexity of Equity Theory.
There are four referent comparisons:
1.Self-inside. An employees experience’s in a different position inside the current organization.
2.Self-outside. An employees experience’s in a situation or position outside the employees current
organization.
3.Other-inside. Another individual or group of individuals inside the employees organization.
4.Other-outside. Another individual or group of individuals outside the employees organization.

17. Based on the theory ,employees who perceive inequity will make one of six choices:
1.Change their inputs.
2.Change their outcomes.
3.Distort perception of Self.
4.Distort perception of others.
5.Choose ad a different referent.
6.Leave the field.

18. THANK YOU!