1. MOTIVATION

2. “A set of forces that cause people to
behave in certain way”
Performance = ability x motivation
Cooperation & coordination
 improve skill & knowledge
 increase productivity
 minimize waste and cost
 job satisfaction
 less absenteeism & turnover

3. FRAME WORK OF MOTIVATION
TensionIDENTIFIED NEEDS
Search ways to
satisfy needs
Engages in goal
directed
behaviour
Performs
Receive Rewards or
Punishment
Reassesses needs
deficiencies

4. FRUSTRATION
(The unsatisfied needs)
AGGRESSION
RATIONALISATION
REGRESSION
FIXATION
RESIGNATION
APATHY

5. MOTIVATIONAL THEORIES
CONTENT THEORY / NEED
THEORIES
PROCESS THEORY/COGNITIVE
THEORIES
 MASLOW’S NEEDS HIERARCHY
 HERZBERG’S TWO FACTOR
 DOUGLAS MC GREGOR’S X&Y
 ERG THEORY
 MCCLELLAND’S THREE NEED
THEORY
 VROOM’S EXPECTANCY
THEORY
 PORTER LAWER’S
EXPECTANCY THEORY
 ADAMS EQUITY THEORY

6. MASLOW’S NEED HIERARCHY THEORY
SELF
ACTUALISATION
ESTEEM NEEDS
SOCIAL NEEDS
SAFETY NEEDS
PHYSIOLOGICAL NEEDS

7. HERZBERG’S TWO-FACTORS THEORY
policy & administration
technical supervision
interpersonal relations
salary
job security
personal life
working conditions
status
Achievement
Recognition
Work itself
Possibilities of growth
Responsibility
HYGIENIC FACTORS MOTIVATIONAL
FACTORS

8. Comparison of Maslow & Herzberg
Maslow Need Hierarchy Herzberg Two-Factor
Theory
Self Actualizing need
Motivators
Challenging work,
achievement,
Responsibility,
Advancement, recognitionEsteem Needs
Social needs
Hygiene factors
Status , interpersonal
relation administration,
supervision, working
conditions, job security,
salary, personal life.
Safety needs
Physiological needs

9. ALDERFER’S ERG MODEL
E (Existence )
R (Relatedness)
G (Growth)
SELF
ACTUAL
ISATION
ESTEEM
NEEDS
SOCIAL NEEDS
SAFETY NEEDS
PHYSIOLOGICAL NEEDS

10. Needs Theory
by David McClelland
• Need for Achievement -Desire to accomplish
something difficult, attain high standards of success,
master complex tasks, surpass others
 Need for Affiliation -Desire to form close
personal relationships and friendships, avoid
conflict
 Need for Power -Desire to influence or control
others, be responsible and have authority over
others

11. Expansion of needs
• Internsic vs Extrinsic needs
• Expressed vs wanted dimension
• Approach vs avoidance dimension
• Personal vs interpersonal
dimension
• Individual vs social dimension

12. Vroom’s Expectancy theory
• Proposed by victor vroom
• Components are Expectancy, instrumentality,
valence.
M= (VxExI)
1. Person attract to particular outcome increases
with increasing expectation that attain a
relevant action
2. Motivation for particular action increase with
increasing attraction for various outcomes and
increasing expectation this lead to attainment
of these outcomes

13. • Expectancy = Effort- reward probability
• Instrumentality = performance reward
probability
• Valence = reward preference
Effort Performance Reward

14. Porter and Lawler’s Model
• Defines the relationship between job
attitude & job performance
Elements
1. Effort
2. Perceived-effort-reward probability
3. Performance
4. Rewards
5. Satisfaction

15. Performance
ABILITY
ROLE PERCEPTION

16. Equity Defined
• A State of psychological comfort
• Exists when an individual’s input to
outcome ratio is equal to the ratio of
the comparison other

17. Adams Equity Theory
• Proposed by J.Stacy.Adams
• Based on two variables i.e. inputs and outcomes
• Equity= persons outcomes
persons inputs
Inequitable Dissatisfaction reduced output
Equitable continuation, same output
More equitable hard work & increased
output

18. Ouchi’s Theory Z
• Developed by Japanese management adopted
American’s
• Developed by Dr. william Ouchi’s not for
analytical but for promotional purpose
Features
1. Mutual trust
2. Strong bond between the company and
employees
3. Employees involvement

19. 4. Integrated organizations
5. Human resources development
6. Role of leader