Motivation Theory Essay

Motivation Theory Essay
Six Recommendation on Motivation theory
The Goal of this Article is to analyse the various Motivation Theories for employees in the
workplace environment. It attempts not to just present yet another theory of work motivation, rather
focusing on metatheory which is the processes through which we can build more valid, more
complete and more practical theories.
The authors of this article have drafted six recommendations that they believe and feel that are the
best. It is in their view a combination of facts that can lead to better understanding of employee
motivation factors and effective methods of management.
Recommendation 1 : Using the results of the existing meta–analyses to Integrate the valid aspects of
different extant ... Show more content on Helpwriting.net ...
The article gives the examples of Jack Welch CEO of General Electric who was the first to coin the
term "boundary–less organisation" as a result of frustrations that knowledge that was not shared
between the myriads of divisions at GE. According to this line of thinking it is clear that work
motivation theory needs to be extended and further developed within areas other than isolated task
performance settings. Motivation theory should be applied in a Individual employee point of view
as well as a team point of view. This is due to the fact that some issues might occur in a group
setting but not be a issue when it's dealing with a single employee. For example the article refers to
Social Loafing that is a occurrence that is sometimes seen in a group situation. As managers or
leaders its important to gather knowledge from these different settings and the challenges, but be
mindful not to generalise these experiences. They can be situation specific.
In my own personal work experiences I find the lack of knowledge and experience sharing very
frustrating. I have noticed that during my time at my current organisation sharing of knowledge and
Interaction of ideas between departments have decreased remarkably. I can understand the
frustrations felt by Jack Welch CEO of GE since I strive to share and merge knowledge and see it as
essential to the organisation and employees when
... Get more on HelpWriting.net ...

Different Theories Of Motivation
Motivation Theories [300]
Motivational theories are attempted to explain the way of employee effort is generated, in this they
are different types of motivational theories which is perform the effective result of the organization
development with the employee individual behavior. Different types of motivational theories are
named as goal setting, social learning and equity theories.
Goal setting theory: This is an essential part of the cognitive motivational theory, it is plays a key
role in the motivation aspect and it can be completes the goals performance in effective manner.
Motivation theory proposes that goals can be analyze employee effort, work attention, the
persistence increased by the employee and strategies used to accomplish tasks. The term of goal has
been influence an employee individual behavioral intentions they are distinct in the cognitive
representations of goals. Theory of goal setting is likely to perform best supported theory of work
motivation aspects also it is the most best supported management theory in the overall given
theories. Based on organizational behavior the employee individual goal setting factor is become a
most important aspect of several human resource development programs, and is to motivate the
participants to achieve the goals (Werner & ... Show more content on Helpwriting.net ...
The analyst proposed that the theory outcome and self value expectations are gives affective
performance to the individuals. In this the self value outcome is defined as management judgments
of performing their capabilities to lead and complete activities of actions that are required to attain
elected individual performances. Another expectation of outcome is represents an employee
confidence that would performs in the given individual behavior of the employee and it will
organize to give an effective

Summary: Theories Of Motivation
Motivation is defined as an act or process that inspires and stimulates a person to be an effort to
achieve a goal. It not only puts employees in act, but also makes them feel interesting with their job.
As a result, most of employees are feeling satisfaction with their job, becoming creativity,
innovation and productivity as well. However, to successful in motivating the staff is required an
appropriate method that meets with all staff's need. Otherwise, it is seems to useless in driving the
employees. Specifically, there are many theories of motivation referred such as the theory of
Abraham Maslow (the hierarchy of needs), Frederick Herzberg (the motivation–maintenance
model), B.F Skinner (the reinforcement), Victor Vroom (the expectancy), Stacy Adams (the equity),
Madeline Hunter (the intrinsic/extrinsic). In personal, I prefer to the theory of intrinsic/extrinsic as
the best theory which be applied in order to generate a motivation in the company.
The first early theory of motivation was the Hierarchy of needs which developed by Maslow. It
announced that the human needs are consist of five types that developed in the order from low to
high. It included the physiologic needs (foods, clothing, waster, shelter, homeostasis), the safety
needs (job security, stability, freedom, fear and anxiety free), the belonging needs (need to be with
other, social, or communicate), the status and self–esteem needs (need to be recognized, respected,
and trust), and the highest level was

Hr Theories of Motivation
1. Introduction
The companies' leaders can improve their business by investing in development new products or
services, improvement product or service quality, and enhancement marketing and sales. Another
possible investment is improving the way a company manages its people – tends to receive less
attention. Human Resource Management is very important for business as it involves a variety of
activities that deal with the 'human side of organisation' (Griffiths and Wall, 2005). Armstrong
claims (1999) that "HRM can be regarded as... a strategic and cohered approach to the management
of an organization's most values assets – the people working there who individually and collectively
contribute to the achievements to this goals" (in ... Show more content on Helpwriting.net ...
McGregor believed that people want to learn and that work is their natural activity to the extent that
they develop self–discipline and self–development (Accel–Team, 2008). They see their reward not
so much in cash payments as in the freedom to do difficult and challenging work by themselves
(ibid). The main job is to follow the human wish for self–development into the organisations need
for maximum productive efficiency (ibid). The basic objectives of both are therefore met and with
mind and honesty, the enormous potential can be tapped.
NEED Theories
It is widely accepted that a good deal of motivation has its origins in certain basic needs. Need
theories particularly the works of Maslow, Alderfer and McClelland– are based on the assumption
that basic wants or requirements govern much of people's behaviour. This notion has pervasive
implications for human resources policies and practices tend to develop the performance of a range
of human needs, the more likely it is that motivation and performance will be improved.
However, attention to needs must be balanced. To emphasize salary and benefits (in the fulfillment
basic needs) and to not expect high standards of performance (related to needs of esteem and, self–
actualisation, and achievement) may be risky. On the other hand, to expect employees to increase to
performance and

Hertzberg's Theory Of Motivation
Table of Contents
What is called motivation? 2
Hertzberg's Two–Factor Theory 2
GET MOVING 5
MAKING TIME FOR FUN AND RELAXATION 5
NATURE 6
ENJOYABLE PASSTIMESS 6
YOGA 6
Biological Factors 7
Other Determinants of personality 7
CASE QUESTIONS 8
SECTION C 9
References 12
A1,
What is called motivation?
Motivation can be defined as the process that initiates guide and maintains goof oriented behavior.
And also Motivation can be said as an inspiring process which makes the members of the team to
pull their weight effec¬tively to give their loyalty to the group, to carry out the tasks properly that
they have accepted, and generally to play an effective part in the job that the group has accepted.
Motivation is like getting a glass of water to ... Show more content on Helpwriting.net ...
(/5–psychological–theories–motivation–increase–productivity/, n.d.)
Maslow theory
In Maslow theory there are five factors that he uses to identify this.
Physiological needs. These are the needs which people cannot live without. So these needs are
important in motivation. People go to job in order to full fill these needs. Physiological needs
includes water, food, shelter etc.
Safety needs. Safety needs are the needs which people want for their own. Example in jobs people
have to have safety in job. When management changes employees will be fired from the job. But if
an employee get a contract then he/she has the safety of job that they won't be fired even if the
management changes.
Belongingness need. These needs are also important. If a person goes to work he/she should get the
feeling of being belonged by others. An organization should make an employee feel that they are
wanted by the organization.

Esteem needs. Esteem needs are the love, respect that you get from others. For example appreciation
of work can be esteem needs. Esteem needs are the needs of being recognized by

Four Theories Of Motivation
Over the past years different theories on motivation have been developed. These theories reach
different conclusions on what motivate employees in their workplace. Job satisfaction, motivation,
and reward systems are included in one area of organizational theory. A review of the classical
literature on motivation reveals four major theory areas:
1. Maslow's Hierarchy of Needs;
2. Herzberg's Motivation/Hygiene (two factor) Theory;
3. McGregor's X Y Theories; and
4. McClelland's Need for Assessment Theory.
Maslow states that people are motivated by unmet needs which are in a hierarchical order that
prevents people from being motivated by a need area unless all lower level needs have been met.
Herzberg states that satisfaction and dissatisfaction ... Show more content on Helpwriting.net ...
Our company organizes different activities which create a sense of community via team–based
projects and social events during the year for the employees. Such as seminar 'Employee
engagement Workshop' every year. It would be held outside the organization premises with the aim
to continue building team work among our employees. Moreover our department every now and
then organize a night out so we can meet in a more social and friendly atmosphere environment
where we can get to know each other better and build a friendly relationship.
When a good social network is in place, the employee then looks for a feeling of self–esteem. When
an employee do a good job it is very important that it would be noticed, given a positive feedback
and if necessary give also reward. In our company used to send e–mails and also fix papers on
notice board to say thank you and also to inform the employees with the success of the organization
as the management believe that the success of the whole organization achieved is due to the
contribution of each and every employee. In this way the employees feel that their work is
appreciated and

Theories Of Motivation
Introduction
Motivation represents the forces within a person that affect his or her direction, intensity, and
persistence of human behaviour in organization (Campbell & Pritchard, 1976, Craig C.Pinder,
1998).Motivation is a psychological process in organization that helps it to increase the productivity,
good turnover, achieving target on time, and also provide the job satisfaction to an individual
(Luthans &Madauburn, 1998).
Work motivation is described as the psychological processes that direct, strength, maintain action
toward a job, task, role, or project (Campbell & Pritchard, 1976; Kanfer, 1990).Motivation refers to
"influence characteristics of human behaviour in organization" (Guay et al., 2010). Motivation is a
persistent problem in guiding employee to work well. If an employee lacks motivation, a low energy
level will be available in doing job
Traditional theory for Motivation ... Show more content on Helpwriting.net ...
Employee to work for satisfying needs. The different behaviour theorists and psychologists have
propounded the need based theories to guide the managers for understanding the need pattern of
employees and using these for motivating them.
Maslow's Need Hierarchy Theory in (1943) paper A"theory of human motivation" psychological
review Maslow subsequently extended the idea to include his observations of humans' innate
curiosity. According to Maslow's human want to motivate they want physiological needs is mostly
requirements survival. And safety need also required like a good health, financial, job security and
including

Motivation Theory
Six Recommendation on Motivation theory
The Goal of this Article is to analyse the various Motivation Theories for employees in the
workplace environment. It attempts not to just present yet another theory of work motivation, rather
focusing on metatheory which is the processes through which we can build more valid, more
complete and more practical theories.
The authors of this article have drafted six recommendations that they believe and feel that are the
best. It is in their view a combination of facts that can lead to better understanding of employee
motivation factors and effective methods of management.
Recommendation 1 : Using the results of the existing meta–analyses to Integrate the valid aspects of
different ... Show more content on Helpwriting.net ...
Situation plays a major part as well. I tend to see that the team I am involved with tend to be focus
much more when dealing with a major client accounts, these generally raise a higher level of
attention to detail among our team. This is due to the fact that a job not done right will have huge
consequences as well as if the task is done right the rewards tend to be huge as well. This is also true
when it comes to dealing with accounts with a prior unsatisfactory history and has been highlighted
at meetings.
Recommendation 4: Study subconscious as well as conscious motivation and the relationship with
each other.
The authors believe that the concept of a subconscious is not a hypothetical construct.
It's is a fully objective on, information or knowledge that is "in consciousness" but not at a given
time in total focal awareness. A example for such a occurrence is how when we read a book, things
like spelling and grammar are automatically engaged. This proves that humans can act without
being aware of the motives and values underlying their behaviour.
Another way to determine subconscious behaviour is through Priming.
Priming is when people are given information that is totally unrelated to the task at hand but which
can effect a individuals subsequent responses and reactions without being aware of the effect.
According to the article Early and

Mitchell's Motivation Theory
Motivation
Introduction
Mitchell (1982, p.82) describes motivation as "the degree to which an individual wants and chooses
to engage in certain specified behaviours". Hence, in general, behaviour is determined by certain
motives, thus, Vroom and Deci (1992, p.33) considered motivation "as the causes of our behaviour".
Moreover, according to Mullins (2013, p.245) motivation is concerned with question "why do
people do what they do?", because motivation is an inner driving force which leads to particular
action to achieve some aim and fulfil some need. In other words, Chartered Management Institute
(cited in Mullins, 2013, p.246) observes that, "the aim of management is to give people what they
really want most from work".
Motivation is a complex subject and traditionally has been cast as an individual phenomenon,
because, the uniqueness of each individual is a reflection of different needs, values, attitudes and
goals. In that case, Mitchell (1982, p.81) assumes that all of the main motivational theories allow in
one way or another for uniqueness to be demonstrated. Furthermore, different theories of motivation
purpose different reasons but almost all of them emphasise an individual and intentional choice of
behaviour analysis. As a consequence, Handy (1999, p.29) stresses that if individual behaviour
could be analysed and understood, then the individual motives could be predicted and could be
influenced. However, no certain formula exists. On the other hand, even the

Theories of Motivation Essay
Theories of Motivation What is motivation? According to text, motivation is defined as a set of
factors that activate, direct, and maintain behavior, usually toward a certain goal. Motivation is the
energy that makes us do things: this is a result of our individual needs being satisfied so that we
have inspiration to complete the mission. These needs vary from person to person as everybody has
their individual needs to motivate themselves. Depending on how motivated we are, it may further
determine the effort we put into our work and therefore increase the standard of the productivity.
There have been a wide variety of theories about motivation developed over the years. Several are
drive–reduction theory, arousal theory, psychosocial ... Show more content on Helpwriting.net ...
In more simple terms: the higher the arousal the more the dominant response occurs. When
biological needs (such as food, water, and oxygen) are not met, we go into a state of anxiety that
enables us to reduce the drive. The purpose of these biological drives is to keep us from harm and
alive. Some examples of these biological drives include hunger, thirst, sleep, and pain. All can act as
a motive to change our behavior. For instance, if you are hungry you can become motivated to eat,
and if you are thirsty you can become motivated to drink something. In order to keep our body alive,
we need to satisfy our drives. Our body does this through a biological concept called homeostasis,
which simply involves keeping the body in balance. For example, when you have not eaten for a
while your blood sugar level drops, therefore, making you feel hungry. After you eat enough to
satisfy your hunger, your blood sugar rises back up and you no longer feel hungry. Homeostasis
allows your body to remain at a sufficient level by satisfying your hunger at the right time and
stopping you from eating more when at a safe level. In comparison to drive–reduction theory,
arousal theory states that we are motivated to uphold a certain level of excitement in order to feel
relaxed. Motivation will have an effect on the intensity of the arousal we encounter. In fact,
motivation leads to a state of arousal, depending on the levels of adrenaline produced

The Theory Of Motivation And Motivation
Schools of thought in relation to motivation refer to the theories developed by different
psychologists to explain motivation in dept. it is crucial to understand motivation and the factors
that cause it since it contributes to achievement of one's goal and desires in life. Therefore,
motivation can be described as the process of enticing an individual through a reward to increase the
occurrence of a specified behavior in an organization. Different factors can be used as motivators in
an organization, for example, quality payment, promotion and good interpersonal relationship.
Different schools of thought explain motivation in different perspectives thus, it is important to
analyze the theories.
Maslow theory He developed a theory in which he argued that the needs of a person occur in a
hierarchical manner starting from the basic and easy to satisfy to the secondary or advanced needs.
The needs are classified in five clusters in the theory, which include physiological needs, security
and safety needs, belongingness need, esteem and self actualization. An individual satisfy the needs
from basic to the secondary needs. Physiological needs at work include the need for heat, base, air
and salary. Safety and security needs include the need for work safety, health insurance and job
security. Belongingness need refer to the need for team, coworkers, clients, subordinates and
supervisors. Esteem need refer to the need for recognition, responsibility and high status. It

Theories of Motivation Essay
Theories of Motivation
According to Greenberg (1999) motivation is defined "as a process of arousing, directing and
maintaining behaviour towards a goal." Where ‘directing' refers to the selection of a particular
behaviour; and ‘maintenance' refers to the inclination to behave with consistency in that manner
until the desired outcome is met.
Motivation is therefore the force that transforms and uplifts people to be productive and perform in
their jobs. Maximising an employee's motivation is necessary and vital to successfully accomplish
the organisation's objectives and targets. However this is a considerable challenge to any
organisation's managers, due to the complexity of motivation and the fact that there is no ready
made ... Show more content on Helpwriting.net ...
Pleasant working conditions and annual recognition of the ‘Best salesman of the year' and ‘Best
employee of the year', also enticed productivity and motivation.
On the other hand ‘Extrinsic' motivation is related to tangible rewards such as salary, fringe
benefits, job security, promotions and conditions of work. (Mullins, 2002:P490). Therefore
extrinsically motivated behaviours are those carried out to achieve some tangible rewards or
compensation.
Once again my employers excelled in designing an ideal incentive system, in their effort towards
employee motivation. They already offered very competitive wages, of course on the belief that the
more positive the reward the more likely the employee will be highly motivated and the better the
performance (Vroom, 1964). They later introduced a perpetual cash bonus scheme for the junior
staff, where every year instead of bonuses being paid out, they would be retained in the company's
employee fund. A bonus was typically a third of their net salary and with every completed year of
service their bonuses would grow.
However if the employees engaged in activities detrimental to the organisations operations, such as
pilfering, they would thus loose their accumulated bonus. This proved very effective in not only
retaining employees but also motivating them to work towards and within the organisational
parameters at maximum productivity. It also encouraged a sense of belonging and loyalty to the
organisation.

Herzberg's Motivation Theory
Motivation is one of the internal essentials of life; in other words simply no one can live without
motivation. Motivation helps all living organism in the process of achieving their goals or targets.
For example all professional athletes target is to be the best at what they do; one factor that
distinguishes between wanting something and actually reaching it is the stimulus that moves the
living organisms to do a certain action in order to reach their target or goal, which also could be
defined as motivation. The second example is about animals where motivation is also an important
factor in their lives. The most probable targets of animals are related to their basic instincts and their
basic needs; as a small example of that is food which ... Show more content on Helpwriting.net ...
Eisenhower's statement "Motivation is getting people to do what you want them to do because they
want to do it." (Achim, Dragolea, & Balan, 2013) Motivation is art; it is also a power that affects
people actions. Indeed not every human being can motivate, but also every human being can be
motivated. In performing such a process in a company; it is favorable for the company to know the
possibilities and ways of reasoning that would work for each employee according to their targets
and parts of interests; then the company would easily desire more and more from those whom they
managed to motivate, moreover this process will always work in the benefit of both companies and
employees. Motivation is one of the most important things that the human resources department in
any company must show a great concern, because through motivation the company could earn more
profit, gain a better reputation, and finally satisfy their own

Motivation Theories
"Motivation is the will and desire that a person has to engage in a particular behaviour or perform a
particular task" (Lawley & King, P269). In life motivation will be needed to enhance the workforce
in various ways, many organisations will use motivation to increase the percentage yield of an
individual or to make an individual feel a part of the business or organisation. Incentives have a
huge influence on behaviourist & extrinsic approach. In addition other aspects; humanist theorist,
intrinsic approach, Taylorism and Fordism have a part in perception of motivation.
The first theory is incentive theory which suggests people are motivated to do things because of
external rewards after an action is preformed which is linked to ... Show more content on
Helpwriting.net ...
Both of these can be seen at such content by Maslow (1943). In regards to pay which is extrinsic,
plus linked to Taylorism. Taylor based his views on motivation on the conjecture of homo
economics by believing people are just motivated by pay and economic alone, he based this on his
principles were he used a scientific method to study work and determine the most efficient way to
perform specific tasks, he match workers to their jobs based on capabilities plus incentives, and
trained them to work at maximum efficiency by monitoring worker performance by supervising to
ensure that they're using the most efficient ways of working. This allows workers to work while
managers allocate training, so workers work effectively. Taylor felt that workers should get a fair
day's pay for a fair day's work, and that pay should be linked to the amount produced. Workers who
did not deliver would be paid less. Vice versa workers who exceeded the target would be paid more.
Taylorism can be linked to Fordism in relation to pay. Henry Ford introduced the $5 rather than
piece rate, this came with wholesale mechanization and rationalization and exceedingly controlled
operational conditions (Lawley & King) workers disliked

Motivation Theory And Expectancy Theory Of Motivation
Introduction:
Now days, lots of organisations are facing the problems which is mainly related to employee's
behaviour and actions. As per this case study, The Sunday Times obtained questionaries for who had
already departing from the Western Australian (WA) Police force. According to survey officers of
WA force who left the force they had some issues like bullying, corruption, illegal activities,
discrimination on racist grounds, and they didn't get proper training and development at a work
place. This problem mainly occurs in organisation when there is lack of motivation, lack of
organisational justice, negative culture and low morale.
The purpose of this case study is to give brief view about, why employees had to face these
problems and how to make positive culture and what and where the changes are required for the WA
force. This report introduces MARS motivation theory and Expectancy theory of motivation for
improves officers' behaviours towards force, with that how can they fill organisational justice with
engaging into their work and how to improve work efficiency? At the last, The Sunday Times made
survey as per only departing officers which are not giving balanced view of whole force.
In this case study, some concepts of organisational behaviour which are describe WA force officers'
problems.
Organisational culture:
Organisation culture is major issue in the case study because proper organisational culture means to
catch the problems and redesign and develop better

The Psychological Theory Of Motivation
INTRODUCTION Motivation as a term has been derived from the Latin word "movere", meaning
to move. Motivation aims to those psychological processes that can cause the arousal, direction, and
persistence of voluntary actions that are oriented towards a common goal. Motivation is the
"willingness to exercise higher levels of effort toward organizational goals, backed by the effort's
ability to satisfy most of the individual needs". Needs here are internal states that makes some
outcomes attractive. Unsatisfied needs create anxiety that stimulates drives within the individual.
These drives then triggers search behaviour to look for particular goals that, if accomplished, will
satisfy the needs and lead to the reduction in anxiety. This concludes ... Show more content on
Helpwriting.net ...
He stated that all the people, including employees at organizations, are motivated by the desire to
achieve or maintain the various conditions upon which these basic satisfactions rest and by certain
more intellectual desires. Humans are a perpetually wanting group and the needs can b divided as
follows – 1. Physiological: Cafeterias Vending machines Drinking fountains. 2. Security: Economic
– Wages and salaries, Fringe benefits, Retirement or Medical benefits. Psychological – Job
descriptions, praise/awards, Avoid abrupt changes, employee's problems Physical – Working
conditions, Heating and ventilation, Rest periods 3. Affiliation: Encourage social interaction, Create
team spirit, Facilitate outside social activities, Use periodic praise, and Allow participation 4.
Esteem: Design challenging jobs, Use praise and awards, Delegate responsibilities, Give training,
Encourage participation 5. Self–actualization: Give training, Provide challenges, Encourage

The Expectancy Theory Of Motivation
3.2 Theories Victor H. Vroom's Theory (1964) developed the Expectancy Theory of Motivation.
This theory is a behavioral theory that one behavior of an individual will be chosen over another
type of behavior when positive performance will lead to desirable rewards. Figure 3.3 will illustrate
the three components to this theory: expectancy, instrumentality, and valance, and show how the
variables of Vroom's theory is designed. Expectancy is the expectations how people perceive to
meet the performance or goal. If expectations are too high, then expectations will be low and one
will not try to meet the goals set. If expectations are felt to be beyond one's ability to meet the goals,
then motivation is low. If one feels that the goal is attainable and have the knowledge, then one will
perform with the expectancy to achieve some type of reward. Instrumentality is the performance or
outcome of the individual. If one feels they will be rewarded by being promoted, receive extra
bonus, or pay increase, then performance expectations will be met. If the same promotion, pay raise,
or bonus is given equally across the board then performance will become low. Valance is the value
that the individual places on the rewards. If a person desires the reward, then performance will be
motivated to obtain the goal. If the reward is undesirable, then performance and motivation will be
low.
Figure 3.3
J. Stacy Adams (1963) Equity Theory insinuates that employees input of

Motivation Theories And Motivation Of Employee Motivation...
In organizations all across the world you will find management working diligently to enhance or
maintain productivity. There are many things that can affect productivity, some that are within our
control and some that are not. Employee motivation is something that can directly affect an
organizations production. It is no secret that un–motivated employees equates to un–productive
workers, but how can we combat this? In order to better understand this concept we will look at the
definition of employee motivation, some of the motivation theories and some motivation techniques
that could be useful in our organizations.
What is employee motivation?
Motivation is a word used quite often in many different scenarios, at work, home, the gym as well as
other places. In order to explore employee motivation, let us first define the term. According to
Spector (2012), "motivation is generally defined as an internal state that induces a person to engage
in particular behaviors" (p.194). This seems to be some sort of internal pressure that helps propel us
forward in whatever endeavor we might be undertaking at the time. As with any topic that has been
repetitively researched over the years, the word motivation has been defined in many different ways.
In 1981 Kleinginna and Kleinginna documented 140 different definitions of the word. For the
purpose of this research we will be focusing on work or employee motivation. A very good
definition of this concept was developed in 1981by a professor

The Content Theories Of Motivation
In organizational behavior, the content theories of motivation and process theories of motivation are
important applications to analyze specific cases. The content theories of motivation generally focus
on identifying the specific factors that motivate people. First, people are motivated by their desire to
satisfy specific needs, which are arranged in a hierarchical order. In the Nordstrom case, working at
Nordstrom is appealing to many people because of the generous compensation packages. In ERG
theory, the financial incentive is important to satisfy the employees' existence needs to the extent
that it provides for their living expense. Because Nordstrom promotes a family style atmosphere
within the company, the sense of belongingness and the communication among employees provides
adequate support for the relatedness needs. Lastly, the recognition of sales achievement and
potential promotion provide the employees the highest hierarchical order of needs, the growth
needs. However, under ERG theory, the notion of prepotency is not fixed. In the case of those who
leave Nordstrom, the financial rewards do not compensate for their scarification of personal health;
the communication causes unjustifiable accusation sometimes; and the ranking of sales performance
diminishes the esteem needs of most salespersons. Therefore, while the motivational practice
Nordstrom implements has led to stunning sales records, it also causes inevitable effect on
diminishing many salespersons'

The Different Theories of Motivation
Without motivation, a person might never get out of bed because for the average person, motivation
is behind every single action. For psychologists, motivation means much more than that, too, as it is
important to understand human motivation to understand human behavior. Motivation can be
studied from a variety of psychological schools of thought including behaviorism, cognition,
psychoanalysis, humanism, and cognitive–behavioral theory. There are many theories of motivation
that can help psychologists to understand how motivation works, why we have it, and how to
manipulate it in order to create a desired behavioral change. Motivation theories can be applied to
any field or area of psychology including marketing.
One theory of motivation is the humanistic psychology theory of motivation, which is loosely based
around Maslow's hierarchy of needs (Cherry, n.d.). A humanistic theory of motivation simply
suggests that people are motivated to fulfill their most basic needs such as survival, safety, love, or
approval. A person can also be motivated by loftier factors such as the drive to achieve
enlightenment. Regardless, the humanistic theory of motivation can explain some of the deeper
issues guiding the decisions people make.
Another theory of motivation is the arousal theory. Arousal theory suggests that motivation is
related to arousal, which is related to stimulation. A person will be motivated to do something they
like to be positively aroused, or be motivated to avoid

Employee Motivation And Motivation Theory
Employees are valuable resources for companies and them could be competitive advantages for
modern companies. It is important for modern companies to improve employee satisfaction and
performance so that they can improve their organisational performance and competitiveness
(Armstrong, 2006). As a result, Employee's motivation management is significantly for companies.
Motivation is a cognitive process to guide, initiate, direct and maintain goal–oriented activities. It
can also be defined as the driving forces directing people's actions (Huczynski and Buchanan,
2013). Employees making contribution for firms because they are motivated by something, such as
successful companies can always identify the factors motivating their employees and conduct
responsive practices to motivate employees to improve performance (Podmoroff, 2005).
Diversity motivation theories explained what motivate people at work, such as extrinsic and
intrinsic motivation theory, Maslow's need hierarchy theory, Herzberg's two–factor theory, equity
theory, expectancy theory, goal–setting theory, and inner work life theory, etc (Huczynski and
Buchanan, 2013). People try to explain the motivation concept from the different point of views.
These perspectives can be divided into two types. One is content theories, which focus on goals and
needs of human beings, and the other is process theories which focus on the cognitive and decision–
making process in the mind of people. Every theory has made some contribution

Motivation Theories
What is Motivation?
Buchanan defines motivation as follows:
"Motivation is a decision–making process, through which the individual chooses the desired
outcomes and sets in motion the behaviour appropriate to them".
How does motivation differ from "motives"
Buchanan defines motives as:
"learned influences on human behaviour that lead us to pursue particular goals because they are
valued".
Motivation can therefore be thought of as the degree to which an individual wants AND chooses to
engage in certain behaviours.
For example: are you motivated to study? The answer lies in whether you
(1) Want to study – what are the reasons, if so?
(2) Choose to study? – Why are you reading these revision notes? What factors mean that you have
taken the ... Show more content on Helpwriting.net ...
The message is clear – if management can find out which level each employee has reached, then
they can decide on suitable rewards.
Criticisms and Strengths
Note however, that the above statements may be considered generalizations. Maslow's theory has
often been criticized because we can find exceptions to it, such as the military, police, firefighters,
etc. who will risk their safety for the well–being of others or parents who will sacrifice their basic
needs for their children. However, there are very few theories that are not flawed in that once we
start drilling down to individualistic levels, then the theory or generalization often starts to fall apart.
For example, even Newton's theory of physics, which later became laws, fell apart once we were
able to drill down to the atomic level.
Maslow's theory remains a classic because rather than looking at psychology as strictly the study of
the mentally ill, his theory was based upon healthy persons. And being one of the first humanistic
ones, it has its share of flaws.
Characteristics of self–actualizing people:
 Have better perceptions of reality and are comfortable with it.
 Accept themselves and their own natures.
 Lack of artificiality.
 They focus on problems outside themselves and are concerned with basic issues and eternal
questions.
 They like privacy and tend to be detached.

 Rely on their own development and continued growth.


Motivation Theories Of Motivation And Motivation Essay
Overview of Presentation
What is motivation?
Cognitive theories of Motivation
Forms of Motivation
Motivation Theories
Profile of Motivational Problems
How to Motivate Students
What is Motivation?
Many different theorists have tried to define what is meant by motiviation. Urdan and Schoenfelder
(2006) defined Motivation as follows: "Motivation is a complex part of human psychology and
behavior that influences how individuals choose to invest their time, how much energy they exert in
any given task, how they think and feel about the task, and how long they persist at the task"
(Urdan, T. & Schoenfelder, E., 2006)
Forms of Motivation
Extrinsic Motivation
Driven by external factors:
Grades
Treats
Stickers
Praise
Intrinsic Motivation Driven by internal factors:
Fun
Interests
Challenges
Theories of Motivation
Profiles of Motivational Problems in Students (Stipek, 2002)
Defensive Daniel/ Danica

Pretends to be working but is just playing around
Afraid to try because he/she fears that everyone will know that he/she is "dumb"
One of the worst students in class
Puts his/her energy into preventing teachers and classmates from concluding that he/she lacks ability
The strategies he/she uses to avoid looking dumb prevents him/her from getting smart
Gives teachers impression that he/she is working diligently but just gets the answer from a
classmate or from copying from someone else's paper
Wants everyone to notice that he/she isn't trying
Prefers to be known

Theories Of Motivation And Motivation
2.2 Motivation
Kressler (2003, 1–2) defines motivation as a rationale behind human behavior; anyone who has
motives is motivated and has reasons and causes for their actions and inaction. Rationale to work is
generally a combination of necessity to work, to satisfy individual needs and to avoid frustration.
However motivation is highly personal and people react differently to motivational factors.
Armstrong (2006, 317) continues that motivation has three dimension; direction that tells what
person is trying to do, effort which explains how hard persons is trying and persistence that clarifies
how long person keeps on trying. Motivation shortly is a goal–directed behavior where actions lead
to a valued reward and as Pinder (2008, 11) defines: "Work motivation is a set of energetic forces
that originate both within as well as beyond individual's being to initiate work–related ... Show more
content on Helpwriting.net ...
However not in all organizations employees are responsible of their career development and it might
need managerial presence in order to be achieved. For that rewards like incentives, promotions,
praises and appraisals are created. It is how–ever argued whether rewards affect to work motivation
or just the quality of working life since it is commonly agreed that monetary rewards like bonuses or
incentives have only short time effect on human behavior and motivation is a long run matter. Cam–
eron&Pierce (2002, 11) even claimed that money or other high rewards can be harmful or lead to
negative motivation if they are frequently used since employees might get used to it and when
monetary rewards are being discontinued it can make them do less and more importantly enjoy less
of their doing since there is no reward

Two Theories Of Motivation
Motivation is one of the key ingredients in employee performance and productivity. Even when
people have clear work objectives, the right skills, and a supportive work environment, they would
not get the job done without sufficient motivation to achieve those work objectives (Mullins, 2006).
Motivation refers to the forces within a person that affect his or her direction, intensity and
persistence of voluntary behavior. He added that motivated employees are willing to exert a
particular level of effort (intensity), for a certain amount of time (persistence), toward a particular
goal or direction.
2.2 Theories of Motivation
Motivation theory examines the process of motivation. According to Amstrong (2006), it explains
why people at work behave in the way they do in terms of their efforts and the directions they are
taking. It describes what organisations can do to encourage people to apply their efforts and abilities
in ways that will further the achievement of the organisation's goals as well as satisfying their own
needs. It is also concerned with job satisfaction– ... Show more content on Helpwriting.net ...
Instead of the five needs that are hierarchically organized; Alderfer proposed that basic human needs
may be grouped under three categories such as Existence, Relatedness, and Growth. The theory's
name is based on the first letter of each need. Existence refers to our concern with basic materials
such as hunger, thirst and safe condition. Relatedness on the other hand, refers to the motivation we
have for maintaining interpersonal relationships like involvement with family, friends, co–workers
and employers. Finally, growth is the intrinsic desire for personal development for example, the
desire to be creative, productive and to complete meaningful tasks. The implication of this theory is
that we need to recognize the multiple needs that may be driving individuals at a given point to
understand their

Expectancy Theory of Motivation
Expectancy Theory of Motivation In a business, what motivates employees to do their best? One
theory that may explain the reasons why some employees seem more motivated than others is the
Expectancy theory of motivation. The Expectancy theory operates under the assumption that
employees will perform well based on self–belief and how much they desire the rewards their
actions will render. Three key components and relationships in this theory determine how motivated
an employee will choose to be: expectancy, instrumentality and valence. Expectancy, as it relates to
organizational behavior, is an employee's belief that they can put high levels of effort into a task and
accomplish it successfully. An employee's belief that they can ... Show more content on
Helpwriting.net ...
There is a low expectancy level for those employees who do not feel they have enough dexterity to
perform well with the new production process. To correct this, Supervisor A can motivate these
employees by appealing to their need for growth. The novices can also be partnered up with other
employees that have mastered the process so that they can vicariously learn. Any other activities or
explicit forms of training that will help the employee grow in their self–awareness and confidence
would also help to increase productivity. Employees perceive that no matter what level they perform
all the employees will be compensated in the same way, which exhibits a low level of
instrumentality. Supervisor A could increase this level by creating a policy for the compensation and
disciplinary actions that the company will take for achievement or failure of accomplishing
company goals. In this policy, employees that meet company goals will be compensated at a lesser
level than those that exceed the goal and those employees that don't meet company goals will be
given additional training and disciplinary action if they still fail to meet company goals. This policy
will give the employees a level of control over how they will be compensated which will also
increase instrumentality. The way the compensatory system is structured in the scenario leaves little
room for the employees to be highly motivated. The employees feel the

Motivation Theories
The four motivation theories are Biological theory, Psychosocial theory of motivation,
Biopsychosocial, and Achievement theory. Everyone has their own motivation in life for continuing
education, and career choices. Each person also has Intrinsic and Extrinsic motivators. Intrinsic is an
internal motivation for self satisfaction. Extrinsic is an external motivation, or reward for a person's
accomplishment.
Motivation Theories:
Linda was motivated to go back to school because she wanted an education that would help to
further her in her career, or help her to move on to another one. Linda worked her way up in her
field and found that people with a degree were earning more for the same position than she has. It is
well known that in ... Show more content on Helpwriting.net ...
Her gourmet meal was ramen noodles. Not being happy at home affected her grades and her social
life. She wants to ensure that her daughter does not go through this as well. Jamie believes the
Psychosocial Theories incentive theory would best fit with her motivation. Incentive Theory
explains how one is motivated to reach something they want or to elude something that they don't.
In this case Jamie does not want her daughter to grow up in the same lifestyle that she did. She
wants' her to grow up in a safe environment.
Intrinsic and Extrinsic Motivators:
Intrinsic motivation refers to motivation that comes from inside an individual rather than from any
external or outside rewards (Carpenter, Visualizing Psychology). Extrinsic motivations can change
something pleasurable into work (Carpenter, Visualizing Psychology). Extrinsic motivations are
often the motivator to do an action even though it is not always something you want to do. Linda
wants to receive a high grade, so this would be the intrinsic motivation for her. Her extrinsic
motivation is when she has worked hard and receives a high grade. It is the reward she receives for
her hard work. It gives her a sense of accomplishment, and motivates her to continue to work hard.
Audra's intrinsic motivation is the satisfaction of a job well done. When a wedding goes well and
the bride and groom are happy she feels a sense

Motivation Theory : Motivation And Motivation
Jonathan Valdez
Professor Jones
Psychology
April 28 2016
Motivation Theories Having motivation to do something is very important. Motivation plays a huge
roll in everyone's life, even If someone has very little motivation. There are several types of
motivation such as Instinct and drive motivation. These two motivations are quite similar, but
different at the same time. I will compare and contrast both of these types of motivation and what I
think about them. These motivations are very important to your life and can determine an outcome
of your life. To begin, Instinct motivation is a type of motivation that urges you to do something
because it's a natural feel that comes within you. Instinct motivation is a spontaneous pattern of
behavior. Psychiatrist such as Sigmund Freud suggested that human behavior is driven by life and
death instincts. Another thing about instinct motivation is that it involves your environment. Your
environment plays a huge role on the decision you make when it comes to life or death situations.
Instinct motivation is composed to three things. For example William McDougall says, "Instincts
are composed of three parts: perception, behavior and emotion." This means that all of those three
components make a part of your decision making towards the motivation to do something. So if you
have an impression of something and your instinct motivates you to do something you are likely to
do what you feel is right. William used a good example on when

Maslow's Theory Of Motivation
Motivation is the capability to change behavior. Motivation is a drive that holds one to act because
human behavior is directed toward some goal. Motivation is a personal act. It is therefore about
people's expectations and their needs, goals, behaviors, giving information about their
performances. Therefore, in order to fully comprehend the motivation process, it is necessary to
examine such factors as the reasons for compelling people to behave in a certain way, the personal
goals and the possibilities of maintaining their behavior. (The content theories deal with "what"
motivates people, whereas the process theories deal with, "How" motivation occurs. )
Motivation Theories
Many studies related to the concept of motivation approach this issue ... Show more content on
Helpwriting.net ...
It is necessary to rank the needs in order of importance and to establish a hierarchy so that people's
first (basic) and second (complimentary) needs can be better known and satisfied.
Maslow's hierarchy of needs is most often depicted as a pyramid. This suggests that the base level
needs must be met before an individual can move upwards in the hierarchy to higher–order needs.
Maslow identified the first four levels of the hierarchy as deficiency needs or d–needs. When these
needs are not fulfilled, the individual may be left with feelings of tension or anxiety. There are five
levels of Maslow's hierarchy of needs. These levels;
 Physiological Needs
Physiological needs are the physical requirements for human survival. If these requirements are not
met, the human body cannot function properly and will ultimately fail. Physiological needs are
thought to be the most important; they should be met

Theories on Motivation Essay
Introduction:
Motivation can be defined as the inner power or drive that pushes one towards taking a particular
course of action. It is much related to desire and ambition and they all work in tandem (Sasson,
2001). Motivation is influenced or caused by factors known as motivators. According to Sigmund
Freud, we are compelled to act by unconscious forces within us, which he called our id (Hofstede,
1980).
Motivators are either intrinsic (from within) or extrinsic (from without). Intrinsic motivational
factors refer to motivators that come from within an individual. They are not influenced by external
factors. This kind of motivation comes about as a result of self actualisation or fulfilling one's
personal goals. Malone and Lepper ... Show more content on Helpwriting.net ...
Maslow categorises human needs into five main areas shaped in a pyramid form, which are attained
in a hierarchical manner. According to Maslow (1943), lower needs take precedence and must be
fulfilled before higher level needs are activated. Thus, individuals progress from the bottom of the
pyramid of needs to the top.
Maslow's work has been markedly criticised for its failure to take into account individual
differences and cultures. Wahba and Bridgewell (1976) find very little evidence of the ranking of
human needs as described by Maslow or even the existence of a definite hierarchy of needs at all.
On another front, Hofstede (1984) criticises Maslow's work for being ethnocentric as it is based on
an experiment on a limited sample population in the U.S.A and cannot be extrapolated to describe a
universal situation.
Alderfer's Existence, Relatedness and Growth Theory:
Alderfer (1969) distinguishes three categories of human needs that influence individual behaviours,
which are Existence needs, Relatedness needs and Growth needs. His work can be seen as a more
compact form of Maslow's Hierarchy of needs. However, he contrasts with Maslow's theory in that
the human needs he identified are not in anyway attained hierarchically nor do all individuals have
to go through the same process to attain their needs. Furthermore, Alderfer proposes the frustration–
regression

What Are The Theories Of Motivation?
Opening
Motivation can be defined in many ways. In the oxford dictionary Motivation is explained as a
reason or reasons for acting or behaving in a particular way. There are so many ways of motivating
people as I have discovered by all the motivation theories that have been thought by people all over
the world. Some of the theories are very different to each other as lots of people have different
opinions. For manager it is so important they understand how motivation works as they want to get
the best work out of their employees. If the managers can't motivate their employees there work
commitment will not be great and this could have very bad effects for the business. The two theories
that I will discuss are the reversal theory and the vrooms ... Show more content on Helpwriting.net
...
Vroom's expectancy theory assumes that behavior results from conscious choices among
alternatives whose purpose it is to maximize pleasure and to minimize pain.(www.yourcoach.be) An
expectancy theory is a process theory which argues that individual motivation depends on the
valence of outcomes, the expectancy that effort will lead to good performance and the
instrumentality of performance in producing valued outcomes. (A.Buchanan, p. 251). Vroom
suggested that individual, acting through self–interest adopt courses of action perceived as
maximizing the probability of desirable outcomes for themselves. (Robert G. Isaac p212). Vroom
based his theory on three main variable which Valence, instrumentality, and Expectancy. It can also
be known as the VIE theory which stands for Valence, instrumentality, and expectancy.
Valence: This the importance the person places on the expected outcome. For example, if a person is
motivated by enjoying their job and having good job satisfaction they may not be motivated by extra
money to move job.
Instrumentality: This is based on a belief if a person performs very well in their job a valued
outcome will be received. For example, if I sell a certain number of computers my employee may
give me a bonus as a

Five Motivation Theories
In today 's working stressful environment, motivation is necessary for more productivity. Motivation
is considered as force to achieve specific goals. In an organization a manager or leader should
always motivate his/her subordinates to perform work. There are number of motivational theories
given by social scientist. But we will focus on the five main theories which are given below:
Hertzberg's two factor theory
Maslow's hierarchy of needs
Hawthorne effect
Expectancy theory
Three–dimensional theory of attribution
I will explain these theories in detail and how they can be implemented in work environment.
Hertzberg's two factor theory–this theory is also known as dual factor theory or motivation hygiene
theory. In 1950, psychologist Frederick Hertzberg developed motivational theory. After the research
among various employees, Hertzberg found that below two factor influence employees satisfaction
and motivation:
Motivational factors: these factors increase satisfaction and motivation among employees. Some of
these factors are promotion, recognition of work and enjoying the work. As I mentioned these
factors increase satisfaction and motivation, but their absence does not create dissatisfaction among
employees.
Hygiene factors: In the absence of these factors, employees don't feel motivated and satisfied.
Examples of these factors are relationship with managers and co–workers, salary, benefits, company
policies.
Implementation in workplace–for the motivated and satisfied

Theories Of Motivation Theories
Motivation in leadership through Achievement Motivation Theory
MM3151 Managerial Leadership
Introduction
Motivation is the willingness to exert high levels of effort towards a goal, provided the effort made
also satisfied some individual need. (Keenan K., 1995, e.g. 60)
Everyone at least once asked themselves: "What I am doing now?", "Where will it bring me?",
"How can it help me to reach my target?". These questions have always accompanied me and help
to understand what I want and what is my goal. We have a motivation from the childhood, for
example, to get sweets or toys: every child love candies, chocolates, toys, and parents motivate us
by saying: "Study hard, get a high mark and I will buy you everything ... Show more content on
Helpwriting.net ...
(1996). Modern Traits Theories Of Leadership: McClelland's research on motivational traits and
leadership. In Managerial Leadership (pp. 172–175). London; New York : Routledge.
Miner, J. B. (1996). Achievement Motivation Theory: David McClelland. In Organizational
behavior 1. Essential theories of motivation and leadership (pp. 46–58). Armonk, N.Y.: M.E.
Sharpe.
Adair, J. E. (2006). Functional Leadership: .................., In Leadership and motivation(pp. ..–..).
London ; Philadelphia : Kogan Page.
Keenan, K. (1995). Motivating:. In The management guide to motivating (pp. 46–58). Horsham:
Ravette Books.
Whiteley, P. (1995). Motivating:. In Motivation (pp. 46–58). Oxford: Capstone.
Mind Tools Editorial Team. (2015). MindTools: Team management, McClelland's human motivation
theory. Retrieved October 30, 2015 from https://www.mindtools.com/pages/article/human–
motivation–theory.htm
[David McClelland's motivational needs]. Retrieved October 31, 2015 from:
https://managementpocketbooks.files.wordpress.com/2012/11/david–mcclellands–motivational–
needs.jpg

Simonton, D. K. (1994). Greatness: Who makes history and why. New York: Guilford

Motivation And Management Theory Of Motivation Essay
In order to understand motivation in an organization and how it affects its employees and
management we must first understand what exactly motivation is. Motivation in an organization
encourages employees to work efficiently and in the best interest of the company; as the manager of
an organization one should start looking into why or how motivation is established. An organization
will not be as successful if their employees are unmotivated and they will likely have a high
turnover rate. This may be especially important in the upcoming years as more and more millennials
begin to enter into the workforce. On average people switch job at least 10–15 times in their life and
this trend is will mostly likely increase with millennials (Doyle). In my ethics class we discussed
how kids of my generation will make big changes to the way organizations are run. Millennials may
be motivated differently than the generation X workers. Motivation has continually evolved and
now there are different strategies on how to motivate employees. Frederick Taylor, an engineer who
pursued increasing efficiency in organizations, developed the scientific management theory of
motivation. He wanted to be able to figure out the most efficient way to complete a task. He decided
to break down tasks into the smallest possible units (Dininni). He focused on how much work could
be done in a certain amount of time. "Taylor 's management theory asserts that organizations should
identify the best way to

Motivation Theory, And Theory Y
Shilan Shah
Professor Khoury
MGT 201–04: Management Principles
5 December 2014
Motivation Paper
Motivation acts a force to energize and direct behavior in the workplace (Myers 329) so that
employees perform tasks to a high degree. It is motivation that retains employees in a company
because improper motivation acts as a deterrent to productivity and joy. Whether physiological,
emotional, or incentive based, motivation affects our lives everyday and induces our natural drive to
thrive and succeed. Many psychological theories explain the different ways employees may become
motivated, such as Maslow's hierarchy of needs, Herzberg's two factor theory, and theory Y, based
on how appealing a stimuli may be to an employee's needs.
A successful company only exists if its employees are properly motivated. However, finding the
right types of motivation proves to be difficult considering the variety of employees within the
company. While one employee may appreciate vacation time, another may feel he is not properly
motivated to do more for the company. One employee may crave recognition, while another finds
solace in completing their work without any applause. Also, in terms of incentives, it would be hard
to distinguish employees who work intrinsically to perform quality work from those who work
extrinsically for the reward. Too much of a stimuli leads to habituation and employees may
ultimately become demotivated (Myers 340). Without motivation, however, employees

Different Theories of Motivation
Introduction
Motivation is a reason or set or reasons for engaging in a particular behavior, especially human
behavior as studied in psychology and neuropsychology. The reasons may include basic needs (e.g.,
food, water, shelter) or an object, goal, state of being, or ideal that is desirable, which may or may
not be viewed as "positive," such as seeking a state of being in which pain is absent. The motivation
for a behavior may also be attributed to less–apparent reasons such as altruism or morality.
Advantages of Motivation
A positive motivation philosophy and practice should improve "productivity, quality and service."
Motivation helps people to:

achieve goals

gain a positive perspective

create the power to change

build ... Show more content on Helpwriting.net ...
(See also Goal Theory.)In work environments, money is typically viewed as an important goal
(having food, clothes etc.) may well be more powerful than the direct motivation provided by an
enjoyable workplace.
Coercion
The most obvious form of motivation is coercion, where the avoidance of pain or other negative
consequences has an immediate effect. Extreme use of coercion is considered slavery. While
coercion is considered morally reprehensible in many philosophies, it is widely practiced on
prisoners, students in mandatory schooling, within the nuclear family unit (on children), and in the
form of conscription. Critics of modern capitalism charge that without social safety networks, wage
slavery is inevitable. However, many capitalists such as Ayn Rand have been very vocal against
coercion
[citation needed]
. Successful coercion sometimes can take priority over other types of motivation. Self–coercion is
rarely substantially negative (typically only negative in the sense that it avoids a positive, such as
undergoing an expensive dinner or a period of relaxation), however it is interesting in that it
illustrates how lower levels of motivation may be sometimes tweaked to satisfy higher ones.
Self control
The self–control of motivation is increasingly understood as a subset of emotional intelligence; a

person may be highly intelligent according to a more conservative definition (as measured by many
intelligence tests), yet

Basic Theories Of Motivation
The term motivation is derived from the Latin word movere, meaning "to move." Basically
motivation is a force which is acting on or within a person that cause the arousal, direction, and
persistence of any goal. Motivation theory is thus concerned with the processes that explain why
and how human behavior is activated.
Motivation is an intrinsic phenomenon that is affected by four factors: Situation (environment and
external stimulus), temperament (internal state), goal (purpose of behavior and attitude) and tool (to
reach the target). People are motivated for achieving to the goals, necessities and instincts.
Academic achievement has a special importance for students. With this motivation, they are
motivated enough for successful completion ... Show more content on Helpwriting.net ...
It is also called as "intrinsic motivation". This theory regard that motivation is the product of
internal drives that compel an individual to act or move toward the satisfaction of their needs. Major
content theories of motivation are Maslow's hierarchy of needs, Alderfer's ERG theory, Herzberg's
motivator–hygiene theory, and McClelland's learned needs or three–need theory.
Process (or cognitive) theories of motivation focus on conscious human decision. The process
theories are concerned with determining how individual behavior is energized, directed, and
maintained in the specifically willed and self–directed human cognitive processes. Process theories
of motivation are based on early cognitive theories, which posit that behavior is the result of
conscious decision–making processes, which is also known as "extrinsic motivation". The major
process theories of motivation are expectancy theory, equity theory, goal–setting theory, and
reinforcement theory.
The basic principle of motivation is based on ability. According to it, any task cannot be done
successfully until and unless the person, who has chosen it, has an enough ability to perform it well
and he should be eager to achieve

Notes On Motivation Theory And Motivation
Chapter 2: Literature review
2.1. Motivation theory
Types of motivation
According to Pritchard and Ashwood (2008: 6), motivation is the process used to allocate energy to
maximize the satisfaction of needs. It requires that one have a reason to do something. Well–know
researchers in this area Ryan and Deci (2010) believe that a person, who feels no drive or inspiration
to act, can therefore be characterized as unmotivated, while someone who is energized toward a goal
can be defined as motivated. People may also experience differing levels and types of motivation
based on their individual backgrounds, which means that they vary not only in their amount of
motivation, but also in the trend of that motivation (Ryan and Deci, 2000). Different things motivate
people who come from different social, cultural, economic and/or financial backgrounds, or who
have received different education. An employee's motives, socio–economic background and value
system will have an effect on how they work, as well as influence the outcome of their performance
(Wyk and Erasmus, 2003: 315).
Many researchers have worked in the field of motivation over the years, and developed different
theories. Maslow 's 'Hierarchy of needs' theory proposes that an individual's most basic needs must
be met before they will develop higher level desires (Goble, 1970). Maslow created the term
'metamotivation' to explain the motivations of those people, which go beyond the extent of their
basic needs and instead

Expectancy Theory of Motivation,
an approach to improving performance.
Mark R. Mattox
Western Governors University
"Expectancy Theory –
A theory that says that the strength of a tendency to act in a certain way depends on the strength of
an expectation that the act will be followed by a given outcome and on the attractiveness of that
outcome to the individual."
(Judge 07/2012, p. 224)
Explanation of the Three Components and Relationships
of the Expectancy Theory of Motivation
The three components of Expectancy Theory of Motivation are expectancy, instrumentality, and
valence.
1 Expectancy:
Expectancy is related to the amount of effort that an ... Show more content on Helpwriting.net ...
(Judge 07/2012, p. 224)
Application of Expectancy Theory of Motivation to the Given Work Scenario
Effort–Performance Relationship:
Some of the employees have said that they cannot be successful with the new process because it

requires more dexterity than they believe that they are capable of. These employees are needing to
have an increase in the expectancy component of the Expectancy Theory of Motivation. They need
to be shown that they are able to improve task performance. These employees need to be retrained
on the new process, so that they can have the confidence that they are able to utilize the new
process. The employees in this category need to be shown that an increase in effort will equate to an
increase in performance.
Performance–Reward Relationship:
Some of the employees who do not have difficulty with the process feel that it is not worth putting
in the extra effort to reach the new production goals. There is usually no difference in salary
increases among those who meet department goals and those who fall short of the goals. In this case
these workers are needing to have a change in their compensation to create a stronger correlation
between meeting department goals and salary increase. These employees would generally increase
their effort, if there was a distinctive

Motivation Theory Essay

Recommended

Recommended

More Related Content

Similar to Motivation Theory Essay

Similar to Motivation Theory Essay (19)

More from Angie Jensen

More from Angie Jensen (10)

Recently uploaded

Recently uploaded (20)

Motivation Theory Essay